Manpower Agency Philippines
Hire Filipino staff through a manpower agency that works for employers, not applicants. We help companies build permanent teams in the Philippines and recruit Filipino professionals for roles across our 36-country network. Tell us the role, the headcount and where the work sits, and we return a shortlist.
16+ Years Of Experience
550,000+ Placements Delivered
36+ Countries Served
350+ Expert Teams
50+ Top Level Positions
What Does a Manpower Agency in the Philippines Do?
A manpower agency in the Philippines recruits and places workers for employers, and the market splits into two regulated activities that are often confused.
The first is local placement: hiring people to work inside the Philippines, for Philippine- or foreign-owned operations. This is licensed domestically.
The second is overseas deployment: recruiting Filipino workers for jobs abroad. This is governed by the Department of Migrant Workers, which replaced POEA in 2022, and requires a separate licence. Deployment categories such as household service work carry additional salary floors and fee rules, and deploying without the correct licence is a criminal offence for the agency involved.
If you are an employer, this distinction decides who can legally help you and how. Alliance recruits for employers and does not itself hold a Philippine placement or deployment licence; at the brief stage we tell you which licensed route your hire needs, so the compliance position is clear before any candidate is approached.
For hiring across our wider network, see our international recruitment practice.
How We Work With Employers Hiring Filipino Staff
The Philippine talent market is deep and competitive, and the difficulty for a foreign employer is almost never finding candidates. It is knowing which ones will still be there in month six, when a competing offer arrives from a BPO paying fifteen percent more. We screen against your band and your work model before shortlisting, which produces shorter lists and fewer replacements.
Costs and Timelines
What It Costs:
For permanent placements, our fee is a percentage of the hire’s first-year salary, agreed before the search and payable when they join. For multi-role team builds, we agree a fixed per-placement fee in advance. For contract staffing, we agree a monthly or hourly rate per worker in writing before anyone starts.
How Long It Takes:
Roles based in the Philippines: shortlist within 24–48 hours of an agreed brief, offer typically within 3 to 5 weeks. Roles requiring international relocation add time for visa and documentation that varies by destination and by category.
What Our Philippines Recruitment Services Include
Permanent Hiring Inside the Philippines
Roles based in Manila, Cebu and the wider market, recruited onto your payroll as permanent employees.
Offshore and Distributed Team Building
Employers building a Philippine-based team as part of a wider operation, where the hire is permanent and the reporting line is international.
Professional and Technical Recruitment
Engineering, IT, finance, healthcare and administrative roles, screened on discipline rather than on general availability.
Construction and Engineering Manpower
A persistent demand category in the Philippine market, from site supervision to project engineering. Recruited to your specification and your compliance framework.
Filipino Talent Across Our 36-Country Network
Where an employer in another market wants to recruit Filipino professionals, we work within whatever licensing that route requires.
Permanent and Contract Hiring
Most hires join your payroll as permanent employees. Contract staffing is also available for fixed-term roles, project peaks and cover; before anyone starts, we agree in writing the employment arrangement and who holds the employer obligations, so your compliance position is settled in advance.
Our Recruitment Process
Step 1: Role and Market Scoping Call
We establish the role, the headcount, the salary band, the work model and crucially where the work physically sits, because that determines which rules apply.
Step 2: Compensation Benchmarking
What your band actually attracts in Manila or Cebu against BPO and multinational competition. This is where most foreign employers underestimate the market, and it is cheaper to hear it now.
Step 3: Sourcing and Screening (shortlist within 24–48 hours of an agreed brief)
Direct sourcing, screening on discipline, English proficiency where the role requires it, work-model fit and retention risk. Three to five candidates per role.
Step 4: Interviews and Assessment
We coordinate scheduling across time zones and manage candidate communication throughout, because a slow process loses Philippine candidates faster than a low offer does.
Step 5: Offer, Documentation and Joining
Locally based hires move on notice. Roles requiring relocation involve documentation that varies by destination and category, and we will tell you the real timeline rather than the optimistic one.
Step 6: Joining, Retention Check and Guarantee Period (first 90 days)
Counter-offers in this market frequently arrive after acceptance. We stay in contact through to joining and check in at 30, 60 and 90 days. If a placement does not hold inside the guarantee period, we re-run the search at no additional fee.
Industries We Serve
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Roles and Markets We Recruit For
Engineering and Technical
Civil, mechanical, electrical and process engineers for Philippine operations and international projects.
Construction and Project Roles
Site management, supervision and skilled project roles across Philippine and international projects.
IT and Software
Developers, QA, infrastructure and support roles, competing directly against a mature offshore market.
Finance and Shared Services
Accounting, payroll and finance operations roles, including offshore finance teams.
Healthcare and Allied Health
Nursing and allied health professionals, a long-established Philippine export category with its own regulatory requirements.
Administrative and Business Support
Executive assistants, coordinators and business support roles for local and distributed teams.
Metro Manila
The deepest and most competitive market, and where salary benchmarking matters most.
Cebu and the Visayas
A growing second hub, often at a lower band than Metro Manila for comparable skills.
Singapore and Southeast Asia
Filipino professionals are regularly considered for roles in Singapore and across Southeast Asia.
Who We Work With
You Are Setting Up a Philippine Operation
First hires into a new market, where the first five people set the standard for everyone who follows.
You Are Building an Offshore Team
Permanent Philippine-based staff inside an international structure, hired properly rather than contracted loosely.
Your Philippine Attrition Is Above Market
People are leaving within the first year. In this market that is usually a band problem or a career-path problem, and both are diagnosable.
You Are Hiring Technical Roles Against BPO Competition
Generic sourcing loses these. The screening has to be discipline-specific.
You Need One Accountable Agency, Not a Chain of Sub-Agents
Sub-agent chains are where both cost and compliance risk enter this market.
The Alliance Advantage
We Work for Employers, Not Applicants:
Our fee comes from the client. That shapes who we represent and whose interests the shortlist serves.
Benchmarked Against the Real Market:
We tell you what your band attracts against BPO and multinational competition before you commit to it, not after the third declined offer.
Screened for Retention, Not Just Availability:
Counter-offer risk, career path, and work-model fit are assessed before the shortlist.
16+ Years and 9,000+ Organisations Served Across 36+ Countries:
A Philippine hire inside an international structure is routine work rather than an exception.
Direct Recruitment, Not Sub-Agent Chains:
One accountable party, which matters commercially and matters more than that in a regulated market.
Why Choose Alliance Recruitment Agency as Your Philippines Manpower Agency
The Philippine recruitment market has a trust problem, and it is not subtle. Many people looking for an agency here first ask whether it is legitimate, a question rarely asked about recruiters in London or Toronto. The question exists because the cost of getting it wrong has historically fallen hardest on the worker, and because a client often cannot see who is actually doing the recruiting.
We answer that by being one accountable party and by being open about our role: we run the search, screening and shortlist for the employer, and we are clear from the first call about which licensed route a Philippine or overseas hire requires. It is a narrower promise than some agencies make. It is also a checkable one, which is the point.
Our Client Reviews
We needed to recruit a large number of skilled and semi-skilled workers for an overseas project, and managing the sourcing ourselves was becoming difficult. Alliance handled the initial screening and gave us a much more focused group of candidates. It reduced the workload for our HR team and helped us keep the project hiring on schedule.
Our company was expanding and we needed reliable workers across several functions. Alliance took time to understand the manpower requirements before starting the search and kept us updated as candidates moved through screening and interviews. The process was organised, and the quality of the shortlisted candidates was consistent.
We needed to source Filipino talent for multiple positions and wanted one recruitment partner to coordinate the process from candidate identification through selection. Alliance understood the different skill requirements and helped us access a wider talent pool. Their screening process saved our managers considerable time.
Awards
Meet Our Leadership Team
Molly Anderson
Franchise Lead | Recruitment Franchise
Alex George
General Manager | RPO & Enterprise Recruitment
Nikki Miller
Head of Recruitment | Recruitment & Staffing
Frequently Asked Questions
A manpower agency in the Philippines finds, screens and places workers for employers. The market splits into two separately licensed activities: local placement, for jobs based inside the Philippines, and overseas deployment of Filipino workers, which the Department of Migrant Workers regulates. Before sharing a brief, an employer should check which licence an agency holds for the route it needs.
Yes. Permanent roles based in Metro Manila, Cebu, and the wider market, recruited onto your payroll.
Yes. Permanent Philippine-based hires inside an international reporting structure.
Yes. Alliance places permanent employees and also provides contract staffing for fixed-term roles, projects and seasonal demand. The employment arrangement, who holds the employer obligations and how the engagement is billed are agreed in writing before any placement starts.
Engineering and technical, construction and project, IT and software, finance and shared services, healthcare and allied health, and administrative and business support.
For permanent hires, Alliance charges the employer a percentage of the hire’s first-year salary, agreed in writing before the search starts and payable when the hire joins. Multi-role team builds can use a fixed fee per placement instead. Candidates do not pay Alliance anything. The final rate depends on seniority, the number of roles and how specialised the search is.
Locally based roles: shortlist in 24–48 hours, offer within 3 to 5 weeks. Roles involving relocation take longer and depend on destination and category.
Because competition for the same candidates is intense and counter-offers frequently arrive after acceptance. We benchmark your band up front and stay in contact through to joining.
Yes. Senior and leadership roles in the Philippines are handled by our executive search practice, which runs confidential, research-led searches for director, country manager and C-suite positions. A senior search usually reaches a shortlist in 10–21 days.
Yes, for most professional roles. English is an official language of the Philippines and the working language of most professional, shared-services and BPO employers, so most candidates for these roles interview in English. Fluency still varies by candidate and role, so Alliance screens written and spoken English where the job requires it and shares the result with the shortlist.
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