TSG Case Study

How The Solicitors Group Scaled Legal Outreach With Remote Talent and EOR Support

Client: The Solicitors Group
Industry: Legal services, legal events, professional services marketing
Solution: Remote talent support, outreach operations, EOR-backed employment structure
Focus: Legal outreach, CRM growth, campaign execution, trade show follow-up, compliance-backed offshore hiring

Author: Martin English, CEO & Founder
Updated: May 28, 2026

TL;DR

The Solicitors Group needed a practical way to expand legal-sector outreach, manage high-volume contact growth, and support event-led business development without adding unnecessary local hiring complexity.

Smart Outsourcing Solution supported the model through remote talent and EOR-backed workforce infrastructure, helping TSG strengthen outreach operations while keeping employment, payroll, and compliance more structured.

The case study demonstrates how a company can use Philippine remote talent for outreach and operations while still requiring proper employment proof, including:

Compliance Proof	Why It Matters
DOLE-aligned employment contracts	Shows workers are locally employed through the right structure
Payroll records	Shows salary, deductions, allowances, employer costs, and net pay
Payslips	Gives employees transparent payroll documentation
SSS contribution evidence	Shows social security contribution handling
PhilHealth contribution evidence	Shows health insurance contribution handling
Pag-IBIG contribution evidence	Shows housing fund contribution handling
13th-month pay records	Shows mandatory annual pay is tracked and paid
Remittance receipts or summaries	Supports payroll and statutory auditability
Final pay / offboarding records	Supports clean employee exits and workforce continuity

For the full proof standard, see Philippines EOR Compliance.

What Problem Was The Solicitors Group Trying to Solve?

The Solicitors Group needed to scale outreach and relationship-building activity across the legal sector without overloading its internal team.

The challenge was not only hiring people. The challenge was building repeatable execution capacity for:

• contact database growth
• legal-sector outreach
• trade show preparation
• event follow-up
• lead qualification
• CRM updates
• campaign administration
• sales and marketing coordination
• operational support around business development activity

For a legal-sector organisation, accuracy, consistency, and follow-through matter. Outreach work must be organised, documented, and handled with care because the target audience is professional, relationship-led, and trust-sensitive.

Why Did TSG Need Remote Talent?

TSG needed additional capacity for repeatable outreach and operational work.

Remote talent made sense because the work required:

Need	Why Remote Talent Helped
Repeatable outreach	A dedicated team could support recurring campaigns and follow-ups
Contact database growth	Remote staff could research, clean, enrich, and update records
CRM discipline	Structured updates helped keep pipeline and outreach activity visible
Event support	Trade show preparation and post-event follow-up could be handled more consistently
Cost-effective scaling	Offshore support created more execution capacity without equivalent local hiring cost
Operational flexibility	The team could support ongoing outreach and campaign administration

This made remote talent a practical fit for TSG’s growth and outreach goals.

Why Use an EOR-Backed Model Instead of Informal Contractors?

For ongoing remote roles, informal contractor hiring can create weak documentation and limited compliance proof.

An EOR-backed model is stronger when the worker is:

• working on recurring business activity
• using company systems or CRM tools
• following company processes
• supporting a long-term function
• managed by the company or its operating team
• expected to deliver consistent output over time

Hiring Model	Best For	Limitation
Freelancer / contractor	Short-term independent project work	Weak employment and payroll proof for ongoing roles
BPO / outsourcing provider	Fully managed function or process	Less direct control over individual workers
Employer of Record	Dedicated remote employees without local entity setup	Buyer still needs to manage performance and workflow
Own Philippine entity	Large permanent local operation	Higher setup, HR, payroll, and compliance burden

For TSG, the EOR-backed model supported a more structured remote workforce than ad hoc contractor hiring.

What Did Smart Outsourcing Solution Support?

Smart Outsourcing Solution supported TSG by helping create remote execution capacity around legal outreach and business development operations.

The support model included:

Area	Support Provided
Remote talent	Offshore support for outreach and operational execution
Outreach operations	Contact research, list building, follow-up support, and campaign administration
CRM support	Updating, cleaning, and maintaining records
Event support	Trade show preparation and follow-up activity
EOR structure	Local employment support for dedicated Philippine team members
Payroll administration	Salary processing, payslips, and payroll records
Statutory handling	SSS, PhilHealth, Pag-IBIG, and 13th-month pay support
Compliance proof	Employment, payroll, and statutory documentation

The value was not only labour cost reduction. The value was creating a repeatable offshore operating layer that could support revenue and relationship-building activity.

What Outcomes Did the Case Study Demonstrate?

The public case study highlights three core outcomes:

Outcome	Why It Matters
Expanded contact database	Larger reachable market for legal-sector campaigns
Improved trade show ROI	Better preparation and follow-up from event activity
Increased qualified legal leads	Stronger outreach and lead-generation support

A strong case study should connect each outcome to the operating model.

The key message is:

TSG did not only hire remote talent. It used remote talent to build repeatable outreach execution.

How Did Remote Talent Improve Legal Outreach?

Remote talent can improve outreach when the work is structured, measured, and connected to a clear business process.

For TSG, remote support could strengthen:

Outreach Function	How Remote Talent Helps
Contact research	Finds and verifies relevant legal-sector contacts
Database enrichment	Adds missing company, contact, role, and segment details
CRM updates	Keeps records current and usable
Campaign preparation	Supports segmentation, list preparation, and outreach admin
Trade show prep	Builds target lists and follow-up plans before events
Post-event follow-up	Helps convert event conversations into qualified opportunities
Lead qualification	Organises prospects by relevance, fit, and priority
Reporting	Tracks campaign activity and follow-up progress

The best remote outreach teams are not just “extra hands.” They are part of a documented revenue operations process.

What Compliance Proof Should a Philippines EOR Provide?

A Philippines EOR should provide evidence, not only assurances.

Proof Item	Why It Matters
DOLE-aligned employment contract	Shows local employment structure
Signed employee records	Confirms role, salary, start date, and employment terms
Payroll register	Shows salary, deductions, allowances, employer costs, and net pay
Payslips	Shows employee-facing payroll transparency
SSS evidence or summary	Shows social security contribution handling
PhilHealth evidence or summary	Shows health insurance contribution handling
Pag-IBIG evidence or summary	Shows housing fund contribution handling
13th-month pay record	Shows mandatory annual pay is tracked and paid
BIR withholding and year-end process	Shows tax withholding documentation where applicable
Leave and holiday records	Shows local HR administration
Offboarding and final pay records	Shows proper employee exit handling
HR escalation process	Shows how employee issues are handled
Data protection and access process	Shows how company and employee data are protected

For the full checklist, see Philippines EOR Compliance.

How Does Payroll Compliance Work in the Philippines?

Payroll compliance should show what was earned, deducted, contributed, paid, and documented.

Payroll Item	What Should Be Documented
Gross salary	Agreed salary for the pay period
Allowances	Internet, equipment, night shift, transport, or role-specific allowances
Deductions	Statutory and approved deductions
Employee contributions	Employee-side statutory deductions
Employer contributions	Employer-side statutory obligations
Tax withholding	Compensation withholding where applicable
Net pay	Final amount paid to employee
Payslip	Employee-facing payroll record
Payroll register	Employer-facing payroll record
13th-month accrual	Monthly accrual and annual payment treatment
Remittance evidence	SSS, PhilHealth, Pag-IBIG, and tax records or summaries
Approval trail	Review and sign-off before payroll release

For buyers, the practical standard is simple:

You should be able to inspect payroll before release and inspect statutory evidence after remittance.

What Statutory Benefits Do Philippines Employees Need?

Philippines-based employees generally require statutory contribution and payroll administration.

Statutory / Payroll Item	Why It Matters
SSS	Social security contribution administration
PhilHealth	Health insurance contribution administration
Pag-IBIG	Housing fund contribution administration
13th-month pay	Mandatory annual pay for covered employees
Payslips	Payroll transparency and documentation
Payroll records	Finance, audit, and employee support
Leave records	Workforce planning and HR documentation
Final pay records	Clean offboarding

Optional benefits may include HMO, allowances, bonuses, equipment, training support, and enhanced leave depending on the role and package.

The key question is not only whether statutory benefits are “included.” The provider should show how they are calculated, paid, and documented.

How Does EOR Help Companies Scale Remote Outreach Teams?

EOR helps companies scale remote teams by separating the local employment layer from the day-to-day operating layer.

Need	EOR Contribution
Hire without local entity setup	EOR acts as local employer
Pay employees correctly	EOR runs payroll and issues payslips
Handle statutory contributions	EOR administers SSS, PhilHealth, and Pag-IBIG
Track 13th-month pay	EOR calculates, accrues, pays, and documents mandatory annual pay
Create audit-ready records	EOR provides payroll and statutory proof
Support employee lifecycle	EOR helps with onboarding, HR documentation, and offboarding
Reduce contractor risk	EOR provides employee structure for ongoing roles

This is why EOR can work well for outreach, support, operations, sales development, admin, and other remote team functions.

What Should Buyers Learn From the TSG Case Study?

The main lesson is that offshore hiring works best when it is connected to a specific operating goal.

For TSG, the goal was not simply to hire remote staff. The goal was to increase outreach capacity and improve business development execution.

Buyers should take five lessons from this case study:

Lesson	Why It Matters
Start with the business process	Hire around the workflow, not just the job title
Use remote talent for repeatable work	Outreach, CRM, research, and follow-up can scale well offshore
Keep management inside the business	The buyer should own priorities, scripts, quality, and performance
Require payroll and compliance proof	EOR should show contracts, payslips, statutory evidence, and records
Build toward repeatability	Documented processes make the offshore team more valuable over time

A strong offshore model is not just cheaper. It is more systematic.

What Roles Similar Companies Can Hire in the Philippines

Companies with outreach, sales, events, or professional services workflows often hire:

Role	Use Case
Virtual Assistant	Admin, research, documents, CRM updates
Sales Development Representative	Prospecting, outreach, qualification, meeting booking
CRM Assistant	Data cleanup, enrichment, pipeline updates
Marketing Assistant	Campaign admin, email support, event follow-up
Operations Assistant	Workflow support, task coordination, reporting
Customer Support Agent	Client inquiries, ticket handling, response support
Data Analyst	Campaign reporting, contact analysis, performance tracking
Executive Assistant	Calendar, inbox, stakeholder coordination

Related page: Roles Companies Hire in the Philippines.

Data Security and Confidentiality for Outreach Teams

Outreach teams often handle sensitive business data, including contact records, CRM data, event lists, email accounts, prospect notes, and client information.

Minimum controls should include:

Control	Why It Matters
Confidentiality clauses	Protects client, prospect, and business information
IP and work-product terms	Protects scripts, lists, SOPs, reports, and campaign assets
Role-based CRM access	Limits access to only what the worker needs
MFA	Protects email, CRM, and internal tools
Password manager	Avoids password sharing
Export controls	Prevents unnecessary bulk downloads
Access logs	Shows who accessed systems and when
Offboarding checklist	Removes access when the worker leaves

Related page: Data Security & IP Protection in Offshore Teams.

Why Smart Outsourcing Solution Fit the Use Case

Smart Outsourcing Solution was a strong fit because TSG needed remote talent capacity connected to execution, not just generic outsourcing.

SOS can support similar companies with:

• remote talent hiring in the Philippines
• EOR-backed employment structure
• DOLE-aligned employment documentation
• payroll administration
• payroll records and payslips
• SSS, PhilHealth, and Pag-IBIG handling
• 13th-month pay handling
• remittance evidence or summaries
• outreach and operations role support
• onboarding and offboarding workflows
• HR and employee lifecycle support
• compliance visibility for global teams

SOS is strongest when the buyer wants dedicated remote workers, direct team control, and a Philippines-focused EOR partner.

When SOS May Not Be the Right Fit

SOS may not be the right fit if:

• the company wants a fully managed sales agency instead of remote team support
• the company does not want to manage outreach strategy, scripts, or performance
• the company only needs short-term freelancers
• the company needs one EOR platform across many countries immediately
• the company is ready to operate its own Philippine entity
• the company wants a provider to hide payroll behind a bundled invoice

EOR works best when the buyer wants dedicated employees with employment structure, payroll visibility, and local compliance support.

FAQs

What is the TSG case study about?

The TSG case study shows how The Solicitors Group used remote talent and EOR-backed support to scale legal-sector outreach, expand contact data, improve trade show follow-up, and support qualified lead generation.

How did remote talent help The Solicitors Group?

Remote talent helped by supporting repeatable outreach operations, contact research, CRM updates, campaign administration, trade show preparation, event follow-up, and lead qualification.

Why does EOR matter in a case study like this?

EOR matters because outreach and operations roles can become long-term, embedded, employee-like roles. EOR provides a clearer local employment structure, payroll documentation, statutory benefit handling, payslips, and compliance proof.

What compliance proof should a Philippines EOR provide?

A Philippines EOR should provide DOLE-aligned employment contracts, payroll registers, payslips, SSS contribution evidence, PhilHealth contribution evidence, Pag-IBIG contribution evidence, 13th-month pay records, remittance receipts or summaries, and final pay or offboarding records.

How does payroll compliance work in the Philippines?

Payroll compliance should show gross salary, allowances, deductions, employee and employer contributions, tax withholding where applicable, net pay, payslips, payroll registers, statutory evidence, 13th-month accrual and payment, and payroll approval trails.

What statutory benefits do Philippines employees need?

Philippine employees generally require statutory contribution administration for SSS, PhilHealth, and Pag-IBIG, plus 13th-month pay and proper payroll records. Employers may also provide HMO, allowances, bonuses, equipment, training, and enhanced leave depending on the employment package.

Is EOR better than contractors for outreach support?

For short-term independent work, contractors may be suitable. For full-time, ongoing, managed outreach roles, EOR employment is usually cleaner because it provides employment contracts, payroll records, statutory benefits, payslips, and offboarding documentation.

Can SOS support legal-sector outreach teams?

Yes. SOS can support legal-sector and professional-services companies with remote talent, EOR-backed employment structure, payroll administration, statutory handling, payslips, 13th-month pay, remittance evidence, onboarding, offboarding, and local HR support.

Scale Remote Outreach With Employment and Payroll Proof

Before scaling an offshore outreach or operations team, ask for the structure behind the staffing.

Request:

• role scope
• remote talent plan
• employment contract sample
• payroll register format
• payslip sample
• SSS, PhilHealth, and Pag-IBIG handling
• 13th-month pay treatment
• remittance proof process
• confidentiality and IP terms
• access controls
• offboarding workflow

Read Philippines EOR Compliance
View the Payroll Compliance Proof Pack
Speak with a specialist and get a quote

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