When should a company consider converting a contractor to an employee?

A company may review conversion when the relationship is ongoing, the worker operates as part of the company’s team, the company directs the daily work or the business wants a formal employment structure.

What factors should be reviewed before conversion?

Review the actual responsibilities, level of control, supervision, payment structure, duration of the engagement, work schedule and intended future relationship.

Can a contractor be converted through an EOR?

Yes. An EOR can employ the worker in the Philippines and manage employment administration while the customer continues to manage the employee’s daily work.

How much does EOR conversion cost?

The standard EOR management fee is US$190 per employee per month. Salary, employer statutory contributions, 13th-month pay, benefits, allowances, equipment and other employee-specific costs are separate where applicable.

How quickly can an existing contractor be onboarded?

Existing contractors can generally be onboarded in as little as five business days once the applicable agreement, employee information, required documentation and funding are complete.

What happens to the final contractor payment?

The company should confirm the final contractor invoice or payment, the contractor end date, any work handover and the employee start date before beginning the new arrangement.

Is recruitment included in the EOR management fee?

Recruitment is not assumed to be included in the standard EOR management fee. Recruitment support, where requested, should be confirmed separately.

Should a company obtain legal or tax advice?

Companies should obtain professional advice where the classification, conversion or tax treatment depends on the specific facts of the relationship.

Are developers in the Philippines suitable for international teams?

The right fit depends on the developer's experience, technology stack, communication skills, role requirements and ability to work within your development processes. Candidates should be assessed against the specific technical and product requirements of the role.

What is the average developer salary in the Philippines?

There is no single salary that applies to all developers. Compensation depends on seniority, technology stack, experience, role scope and working arrangement. Total employment cost should also account for statutory contributions, 13th-month pay, benefits, allowances, equipment and the EOR management fee.

Can I hire developers without a company in the Philippines?

Yes. An Employer of Record arrangement can allow your company to employ developers in the Philippines without immediately establishing its own Philippine entity.

Is an agency better than an EOR?

The appropriate model depends on how you want the work to be managed. An EOR may suit companies that want to manage developers directly, while an agency or outsourcing arrangement may use a different delivery and management structure.

How do I maintain quality in a distributed development team?

Use clear requirements, documented workflows, code-review procedures, testing standards, communication processes, reporting expectations and regular performance management. Your company manages technical quality and daily performance.

What is the biggest mistake companies make when hiring developers?

A common problem is hiring without clearly defining the technology stack, role scope, reporting line, development workflow, security requirements and expected deliverables. These requirements should be defined before recruitment or employment setup.

What is the SOS EOR fee?

SOS charges one EOR management fee of US$190 per employee per month. This is the only SOS EOR rate. It is not a starting price, estimate or price range.

Is recruitment included?

Yes. Recruitment and candidate selection are included in the SOS EOR service, with no separate recruitment fee.

How quickly can an existing developer be onboarded?

Existing developers can generally be onboarded in as little as five business days once the required agreement, employee information, documentation and funding are complete. Recruitment of a new candidate may require additional time.

Who manages the developer's daily work?

Your company manages the developer's daily technical work, including projects, priorities, workflows, tools, code reviews, training and performance. SOS manages employment administration, payroll, statutory processes, employee records and agreed HR support.

Are SDRs in the Philippines suitable for international teams?

The right fit depends on the SDR's communication skills, sales experience, target-market knowledge, role requirements and ability to follow the company's sales process. Candidates should be assessed against the specific market, buyer profile, outreach channel and qualification requirements.

What is the average SDR salary in the Philippines?

There is no single salary that applies to all SDRs. Compensation depends on experience, role scope, target market, working hours, seniority and any approved incentive or commission structure. Fully loaded cost also includes statutory costs, 13th-month pay, benefits, tools, commissions and provider fees.

Can SDRs handle cold calling?

Yes. Cold calling can be included where the role, employee skills, systems, training, working hours and approved sales process support that arrangement.

Do I need to set up a company to hire SDRs?

Not immediately for an EOR arrangement. SOS can employ the SDR in the Philippines as the legal employer while your company manages the employee's daily sales-development work.

How do I maintain SDR performance?

Define the target market, outreach process, qualification criteria, KPIs, CRM requirements, reporting process and coaching schedule. Your company manages the SDR's daily performance and sales activity.

What is the biggest mistake companies make when hiring SDRs?

A common problem is hiring without clearly defining the target market, buyer profile, sales process, outreach expectations, qualification rules, reporting line and performance measures. These requirements should be defined before recruitment or employment setup.

What is the SOS EOR fee?

SOS charges one EOR management fee of US$190 per employee per month. This is the only SOS EOR rate. It is not a starting price, estimate or price range.

Is recruitment included?

Yes. Recruitment and candidate selection are included in the SOS EOR service. There is no separate recruitment fee. Salary, statutory contributions, 13th-month pay, benefits, allowances, equipment, commissions and other employee-specific costs are separate where applicable.

─ CASE STUDY | smartoutsourcing solution

TSG Case Study

How Smart Outsourcing Solution revitalised an outdated database and expanded lead generation for The Solicitors Group.

PEOPLE • COMPLIANCE • SCALABILITY •GROWTH

─ In Brief

Engagement at a glance

CLIENT

The Solicitors Group

CLIENT INDUSTRY

Legal / Professional Association

INITIAL TRANSITION

40,000 Solicitors

CORE SERVICES

Database / Data / Validation / Calling

PEAK WORKFORCE

─ overview

Executive Summary

The Solicitors Group, a prestigious association representing around 40,000 UK solicitors and lawyers, was grappling with a significant issue in their database management.

Their existing database of associate companies was outdated and riddled with inaccuracies, resulting in wasted marketing efforts and resources.

SOS was brought in to tackle this challenge head-on. Our first task was to meticulously assess the validity of the existing accounts, updating and rectifying inaccuracies.

We then expanded the database by adding 20,000 new solicitors, thereby broadening the group’s network significantly.

─ ABOUT THE CLIENT

The Client

The Solicitors Group, a prestigious association representing around 40,000 UK solicitors and lawyers.

─ CASE STUDY EXPLAINED

The Challenge

The Solicitors Group, a prestigious association representing around 40,000 UK solicitors and lawyers, was grappling with a significant issue in their database management. Their existing database of associate companies was outdated and riddled with inaccuracies, resulting in wasted marketing efforts and resources.

With obsolete contact information, the group’s outreach was largely ineffective, leading to a pressing need for database revitalization.

The engagement required SOS to address several needs at the same time:

─ OUR SERVICES

The Transition

SOS began by assessing the validity of The Solicitors Group’s existing accounts and updating and rectifying inaccurate information. We then expanded the database by adding 20,000 new solicitors, significantly broadening the group’s network. The team also compiled lists of suppliers and potential participants for the group’s trade shows. This led to a cold call and lead generation process, including initial outbound calls to global support and high-tech legal companies.

Assess Existing Accounts

Add 20,000 New Solicitors

Compile Supplier & Trade Show Lists

Conduct Initial Outbound Calls

─ OUR SOLUTION

The Solution

SOS was brought in to tackle this challenge head-on. Our first task was to meticulously assess the validity of the existing accounts, updating and rectifying inaccuracies.

We then expanded the database by adding 20,000 new solicitors, thereby broadening the group’s network significantly.

But our involvement didn’t stop there. We proceeded to compile lists of suppliers and potential participants for the group’s trade shows, initiating a cold call and lead generation process.

This evolved into conducting initial outbound calls to these contacts, including global support and high-tech legal companies.

─ OUTCOME

The Results

Result	Business Impact
Achieved 100% accuracy in the updated database	Refined the association’s database
Successfully added 20,000 new companies to the association	Broadened the group’s network significantly
Expanded the supplier database by an additional 30,000 companies	Expanded the supplier database
Significantly increased the number of participants attending and exhibiting at trade shows	Resulted in a substantial increase in qualified leads and engagement

─ PARTNERSHIP

Client Perspective

SOS quickly grasped our needs and delivered exceptional results. They revitalized our back-office operations, expanded our database with precision, and took our lead generation to a new level. Their expertise in outbound calling and data management was particularly impressive. Working with Martin and his team has been one of the best decisions we’ve made. They are a valuable extension of our team, significantly contributing to our growth and success.

Adrian Dion

Chief Executive, The Solicitors Group

─ Let's talk

Ready to Build a Stronger Workforce?

Whether you’re scaling your team, improving operations, or looking for the right support to grow, Smart Outsourcing Solution can help.

Let’s discuss how we can support your business and create a solution built around your needs.