Author: Martin English, CEO & Founder
Date Published: May 28, 2026
Direct answer: how do I hire a developer in the Philippines from the US?
To hire a developer in the Philippines from the US, you can either recruit directly through your own Philippine entity, use a contractor model for genuine project-based work, or hire the developer as a full-time employee through an Employer of Record. If you do not have a Philippine entity, an EOR such as Smart Outsourcing Solution can act as the local legal employer, issue employment documents, run payroll, handle SSS, PhilHealth, Pag-IBIG, 13th-month pay, benefits administration, and let your US team manage the developer’s daily work.
This AECO case study is not a developer-hiring case study only. It is proof that a company can build a dedicated offshore team in the Philippines quickly, with the right hiring structure, local operations support, onboarding, management rhythm, and payroll model.
For the broader planning framework, read How to Build an Offshore Team in the Philippines.
TL;DR: AECO Offshore Team Case Study
| Question | Answer |
| Who was the client? | AECO, operating as Power Choice, an Australian company targeting small and medium-sized businesses. |
| What challenge did AECO face? | Expanding outbound lead-generation activity in the Australian market. |
| What team did SOS assemble? | 14 outbound callers and 6 data gatherers, forming a 20-person Philippine team. |
| How quickly was the team established? | Within two weeks, according to the published case study. |
| What activity did the team support? | Outbound calling, email campaign activity and data gathering. |
| What outcome is documented? | The case study reports increased leads and AECO’s consideration of extending operations into the Philippines. |
| Was this an EOR engagement? | The published AECO page does not identify the arrangement as EOR. |
What this case study shows for US companies hiring in the Philippines
AECO needed to expand outbound lead generation quickly without building a high-cost domestic team first. SOS assembled a 20-person offshore team in the Philippines, including 14 outbound callers and 6 data gatherers, to support fast market entry and lead generation activity.
For US companies, the same operating model can apply to other dedicated offshore roles, including:
| Role type | Common offshore use case |
|---|---|
| Software developer | Product work, internal tools, bug fixes, QA support, platform maintenance |
| QA tester | Manual testing, regression testing, test documentation, product QA |
| Data analyst | Reporting, dashboard updates, data cleanup, sales or customer insights |
| SDR / lead generation specialist | Prospect research, outbound activity, CRM updates, appointment setting |
| Customer support agent | Email, chat, ticket handling, escalation support |
| Operations assistant | Workflow tracking, SOP support, admin, documentation |
| Finance assistant | Invoice tracking, reconciliations support, reporting assistance |
| Admin / executive assistant | Calendar, inbox, documents, CRM, scheduling |
The lesson is not only that a 20-person lead generation team can be built offshore. The broader lesson is that overseas companies can build dedicated Philippine teams when the role scope, employment structure, payroll, onboarding, tools, and management cadence are clear.
What Challenge Was AECO Addressing?
AECO wanted to expand outbound lead generation in the Australian small and medium-sized business market.
The requirement was operational as well as commercial. A campaign of this type needed:
- Sufficient calling capacity.
- Data preparation to support outreach.
- Coordinated outbound email and calling activity.
- A team that could be assembled quickly.
- A structure capable of supporting a defined market-entry objective.
Rather than building the full campaign capability in Australia, AECO worked with SOS to establish offshore delivery capacity in the Philippines.
What Team Did SOS Build for AECO?
SOS assembled a dedicated office-based Philippine team structured around the campaign workflow.
| Team Component | Headcount | Role in the Campaign |
| Outbound callers | 14 | Supported outbound conversations for lead-generation activity |
| Data gatherers | 6 | Prepared information needed to support campaign outreach |
| Total offshore team | 20 | Delivered coordinated outbound campaign capacity |
The structure is significant because outbound lead generation depends on more than calling volume. Data preparation, organised workflows and clear team coordination support more consistent outreach activity.
According to the published case study, SOS established the team within two weeks and managed the activity supporting AECO’s outbound calling and email campaigns.
How Did the Philippine Team Support AECO’s Campaign?
AECO’s Philippine team was built around a focused commercial objective: increasing lead-generation activity for Australian market penetration.
| Campaign Requirement | Team Response |
| More outbound activity | Fourteen callers supported campaign outreach |
| Prospect-data preparation | Six data gatherers supported outreach readiness |
| Coordinated execution | The team supported calling and email campaign activity |
| Faster mobilisation | The published case study reports setup within two weeks |
| Market-expansion learning | AECO later considered extending operations into the Philippines |
This case does not establish that every outbound campaign requires the same team size or structure. It shows how a defined objective can be supported through a coordinated offshore team.
What Results Did AECO Report?
The existing AECO case study documents the following outcomes:
| Documented Outcome | What the Case Study Reports |
| Increased lead generation | The Philippine campaign team significantly increased leads for AECO / Power Choice |
| Support for Australian market entry | The offshore team supported AECO’s outbound market-entry strategy |
| Consideration of Philippine operations | The outcome led AECO to consider establishing operations in the Philippines |
The published page does not provide audited lead volumes, conversion rates, cost savings or revenue outcomes. These results should therefore remain presented as case-study statements rather than quantified performance guarantees.
Offshore team cost in the Philippines: what to budget
The cost of an offshore team in the Philippines depends on the role mix, seniority, working hours, benefits, tools, equipment, and hiring model. Salary is only one part of the model.
A full cost model should include:
Total monthly employee cost = salary + employer statutory costs + 13th-month accrual + benefits / HMO + allowances + tools + EOR or provider fee
For SOS EOR hires, add a flat US$190 per employee per month EOR fee on top of salary, statutory costs, 13th-month pay accrual, benefits, and allowances.
| Cost item | What to include |
| Salary | Monthly gross pay by role and seniority |
| Employer statutory costs | Employer-side SSS, PhilHealth, Pag-IBIG, and payroll obligations |
| 13th-month pay | Mandatory annual pay, usually accrued monthly |
| Benefits / HMO | Health coverage or selected employee benefit package |
| Allowances | Internet, equipment, WFH, transport, or shift support |
| Tools | CRM, dialer, helpdesk, project management, developer tools, analytics tools |
| Management | Team lead, QA, training, reporting, documentation, escalation |
| EOR fee | SOS flat US$190 per employee/month if hired through EOR |
What Did AECO Say About the Engagement?
Jane Alfonso, Country Manager at AECO, described SOS as instrumental in supporting the company’s expansion efforts in Australia. Her feedback highlights three aspects of the engagement:
- SOS rapidly assembled a skilled outbound team.
- The campaign contributed to increased lead-generation activity.
- The result encouraged AECO to consider broader operations in the Philippines.
This testimonial supports the case-study conclusion: a coordinated Philippine offshore team helped AECO execute a defined outbound-growth initiative.
What Can Businesses Learn from AECO’s Offshore Team Setup?
The AECO engagement offers practical lessons for organisations considering Philippine offshore capacity.
| Lesson | Why It Matters |
| Start with a clear commercial objective | AECO’s team was organised around a specific lead-generation goal in the Australian market |
| Build the workflow, not only the headcount | Callers were supported by data gatherers, reflecting the needs of the campaign process |
| Match the delivery model to the work | The published case documents a campaign team, not an EOR employment structure |
| Treat speed as case-specific evidence | The two-week setup is a documented AECO outcome, not a universal delivery guarantee |
| Review outcomes before expanding | AECO’s result led it to consider further Philippine operations |
For businesses moving from an initial offshore activity into a larger team structure, read How to Scale Offshore Teams in the Philippines.
Offshore Hiring in the Philippines vs EOR: What Does This Case Show?
The AECO case is relevant to companies comparing offshore hiring models, but it should not be misrepresented.
| Question | What the AECO Case Establishes |
| Did AECO use a Philippine offshore team? | Yes. SOS assembled a 20-person office-based team. |
| Did the team support outbound lead generation? | Yes. It included outbound callers and data gatherers. |
| Did the published page state that AECO used EOR? | No. The page does not document an EOR arrangement. |
| When may EOR be relevant? | Where a company needs long-term dedicated Philippine employees operating under its internal daily direction. |
| When may a managed offshore model be relevant? | Where a provider is supporting a defined campaign or managed operational function. |
An Employer of Record (EOR) is one possible structure for hiring dedicated Philippine employees, but it should only be positioned as part of this case if separately supported by client documentation.
Businesses evaluating long-term dedicated Philippine roles can review Employer of Record services in the Philippines.
For a comparison of employment and delivery models, read EOR vs Staff Leasing vs BPO: Which Model Fits a Start-up?.
Why this case study matters beyond lead generation
The AECO case study shows that offshore hiring works best when the business does not treat the Philippines as only a low-cost labour market. The team scaled because the requirement was clear: build capacity quickly, support outbound activity, organise lead data, and execute a repeatable campaign process.
That same principle applies to US companies hiring developers or specialist staff in the Philippines.
A strong offshore setup needs:
- clear job descriptions
- salary benchmarks
- structured recruitment
- onboarding documents
- secure systems access
- tool and workflow setup
- performance reporting
- management ownership
- payroll and statutory administration
- 13th-month pay tracking
- employee support
- offboarding process
For Australian companies reviewing offshore hiring risks, see this guide to Australian companies: contractor vs EOR risk.
What Should Businesses Review Before Building a Similar Offshore Team?
A company considering a Philippine outbound or lead-generation team should clarify the following before hiring or launching activity.
| Review Area | Questions to Answer |
| Objective | What market, customer segment or commercial outcome will the team support? |
| Roles | Do you need data gathering, calling, email support, CRM administration, QA or reporting? |
| Oversight | Who approves campaigns, scripts, qualification rules and performance expectations? |
| Systems | Which CRM, communication or reporting tools will the team access? |
| Data handling | What prospect-data, privacy or access controls apply? |
| Outreach rules | What communication, marketing or consent requirements apply in the target market? |
| Delivery model | Do you need a managed campaign team, dedicated employees, staff leasing or EOR? |
| Scale | What evidence is required before increasing headcount or scope? |
The right structure depends on the objective, the work being performed and how much control the business needs to retain.
Frequently Asked Questions
What Was the AECO Case Study About?
AECO, operating as Power Choice, worked with SOS to establish a Philippine offshore lead-generation team supporting outbound activity aimed at Australian small and medium-sized businesses.
How Many Offshore Team Members Supported AECO?
The published case study states that SOS assembled a 20-person team consisting of 14 outbound callers and 6 data gatherers.
How Quickly Was the AECO Team Established?
According to the published case study, SOS established the office-based team within two weeks for AECO’s outbound campaign.
What Results Did AECO Report?
The published case study reports increased lead-generation activity and states that the campaign led AECO to consider establishing operations in the Philippines.
Was the AECO Engagement an Employer of Record Arrangement?
The published AECO page does not state that the engagement used an EOR structure. It documents an offshore team supporting outbound lead-generation activity.
When Should a Business Evaluate EOR for Philippine Offshore Staff?
A business may evaluate EOR when it needs dedicated Philippine employees working within its internal operations while local employment administration is supported through an appropriate provider structure.
How do I hire a developer in the Philippines from the US?
To hire a developer in the Philippines from the US, define the role, set the salary range, choose a hiring model, recruit and assess candidates, prepare the employment package, and use either your own Philippine entity or an Employer of Record for local employment. If you do not have a Philippine entity, an EOR can legally employ the developer in the Philippines while your US team manages daily work.
Can a US company hire a developer in the Philippines without setting up a local entity?
Yes. A US company can hire a developer in the Philippines without setting up a local entity by using an Employer of Record. The EOR acts as the Philippine legal employer and handles employment documents, payroll, statutory contributions, 13th-month pay, payslips, HR administration, and offboarding.
How much does it cost to hire a developer in the Philippines?
A developer in the Philippines may cost around PHP 80,000–PHP 180,000+ per month for mid-level to senior roles, depending on stack, seniority, product complexity, communication level, and management responsibility. The full cost should also include statutory costs, 13th-month pay, benefits, tools, and any EOR or provider fee.
What is the offshore team cost in the Philippines?
Offshore team cost in the Philippines depends on role mix, headcount, seniority, tools, schedule, management, and hiring model. A proper cost model should include salary, employer statutory costs, 13th-month accrual, benefits, allowances, tools, and the EOR or provider fee.
How much does SOS charge for EOR in the Philippines?
SOS charges a flat EOR fee of US$190 per employee per month. This fee is separate from salary, statutory employer costs, 13th-month pay, benefits, allowances, equipment, tools, and any agreed pass-through costs.
What made the AECO offshore team work?
The AECO offshore team worked because the requirement was clear, the team structure was practical, and SOS was able to mobilise a dedicated 20-person team for outbound calling and data gathering quickly. The case shows how clear scope, local hiring support, onboarding, and execution management can help offshore teams ramp efficiently.
Is the AECO case study only relevant to lead generation?
No. The AECO case study is a lead generation example, but the broader lesson applies to developers, data analysts, customer support staff, admin teams, operations staff, and other offshore roles. The key is role clarity, local hiring support, payroll structure, onboarding, and management rhythm.
Is EOR better than contractors for offshore developers?
EOR is often better for long-term, dedicated developers who work under your direction, join your team workflows, use your tools, and function like employees. Contractors may still fit short-term, independent, project-based development work.
Source-backed checks before hiring offshore staff in the Philippines
Before hiring developers or building an offshore team in the Philippines, verify the employment and cost model against official and provider documentation.
| Reference area | What to verify |
| DOLE / Bureau of Working Conditions | 13th-month pay calculation and employee coverage |
| SSS | Current contribution schedule and employer/employee shares |
| PhilHealth | Current premium rate and salary basis |
| Pag-IBIG / HDMF | Contribution basis and remittance process |
| BIR | Compensation withholding and year-end payroll tax process where applicable |
| EOR quote | Salary, statutory costs, benefits, 13th-month accrual, provider fee, setup fees, FX, and offboarding terms |
| Employment contract | Who the Philippine legal employer is |
| Payroll proof | Payslips, payroll register, statutory summaries, and approval trail |
| Security policy | Tool access, source code access, customer data, MFA, and offboarding controls |
The best offshore team cost model is not the cheapest seat price. It is the model that shows salary, statutory costs, 13th-month pay, benefits, tools, provider fees, and management requirements clearly.
Build an Offshore Team Around a Defined Commercial Goal
AECO’s case shows how a focused outbound objective was supported by a Philippine team combining calling and data-gathering capacity.
Smart Outsourcing Solution helps international businesses evaluate offshore team roles, operating models and Philippine hiring structures aligned with growth, service and market-entry requirements.
Discuss your Philippine offshore team plan with Smart Outsourcing Solution.
