�鶹ԭ�� News Archives | �鶹ԭ��

Fed Rate Cuts and Outsourcing in 2025: Executive Guide

Gabriel De Luna — Thu, 18 Sep 2025 10:40:54 +0000

The Fed just cut rates for the first time this year. Your CFO is recalculating budgets. Your ops team is revisiting the hiring plan. And somewhere in the back of your mind, you’re wondering: does this change our outsourcing strategy?

It does. But not in the way most people think.

Key Takeaways

A Defensive Fed Move Signals Economic Uncertainty: The September 2025 Federal Reserve rate cut was not a sign of a strong economy, but rather a defensive measure against a weakening U.S. labor market. For businesses, this signals a period of economic uncertainty where operational flexibility is a top priority.
Outsourcing Becomes a Strategic Necessity, Not Just a Cost Lever: In this uncertain environment, outsourcing is more critical than ever. It allows companies to convert fixed domestic headcount costs into more flexible variable costs. More importantly, it enables them to use newly available capital to access scarce, high-demand tech talent (like AI and cloud specialists) that is unavailable locally.
Increased Currency and Trade Risks Require Better Governance: The rate cut introduces new complexities. A potentially weaker U.S. dollar can increase the cost of foreign services, demanding better financial governance and currency risk management in contracts. Simultaneously, the threat of protectionist trade policies, like the proposed HIRE Act, necessitates more resilient, geographically diversified sourcing strategies.
A “Dual-Track” Outsourcing Strategy is Emerging: Smart companies are adopting a two-pronged approach to outsourcing. They are outsourcing traditional BPO functions (like finance and administration) to gain cost efficiency and flexibility, while also outsourcing high-end technology services to access specialized capabilities and accelerate innovation.

Executive Summary: Why This Matters Now for Outsourcing

The Fed’s September 2025 easing isn’t a victory lap. It’s a defensive move against a weakening labor market, made cautiously as inflation remains above the Fed’s target. The Fed has framed this as an act of “risk management” against a potential downturn, not a broad-based economic stimulus. This is corporate code for “brace for uncertainty.”

Here’s what changed: outsourcing moves from cost lever to strategic necessity. The traditional calculus of cheaper labor overseas now competes with three new realities.

First, a cooling domestic job market makes variable costs more attractive than fixed headcount.

Second, currency volatility demands sophisticated financial management, not just cost comparison.

Third, geopolitical risks require diversified sourcing strategies, not single-hub concentration.

The core insight: smart executives aren’t asking whether to outsource. They’re asking how to outsource strategically in an environment where flexibility beats optimization.

The Fed Rate Decision, at a Glance

What Changed

The Federal Open Market Committee cut rates 25 basis points after months of policy stasis. But this wasn’t about economic strength; it was about job market deterioration forcing their hand.

Why it Happened

Job creation stalled at 22,000 positions in August, well below expectations. The unemployment rate hit 4.3%, the highest in nearly four years. The Fed prioritized employment risk over persistent inflation that remains “somewhat elevated.”

What it Signals

Policy uncertainty, not economic optimism. The dot plot showed deep divisions among officials, with seven out of nineteen projecting no further cuts this year. When the central bank’s own experts disagree this widely, flexible operating models become essential.

How Rate Cuts Rewire Outsourcing ROI

Lower borrowing costs change how companies fund growth, but the real shift is strategic. Corporate IT spending is projected to grow 9.3% in 2025, but it’s not a broad-based investment. It’s targeted strikes at AI, cloud infrastructure, and cybersecurity capabilities.

Here’s where outsourcing becomes critical: the U.S. faces a severe talent shortage in exactly these high-demand fields. Building an AI development team domestically could take months and significant capital. Engaging a specialized global provider? Weeks.

So the Fed’s rate cuts unlock capital, but domestic talent scarcity channels that capital toward strategic outsourcing for high-skill technology services. The calculus has shifted. Companies now outsource to access specialized capabilities that simply don’t exist in sufficient quantity back home.

Meanwhile, margin pressure from tariffs creates the other side of the equation. Companies need traditional BPO to shed fixed costs while investing in innovation. The result: a dual-track approach where the same company might outsource back-office processing for cost savings and AI development for competitive advantage.

Currency Mechanics: Weaker Dollar, Stronger Governance

Rate cuts typically weaken the dollar, and markets reacted accordingly. For outsourcing, this creates a predictable challenge: a U.S. company’s dollars buy less of the local currency, meaning they must spend more to cover service costs priced in Indian Rupees or Philippine Pesos.

But here’s what most miss: a 10% currency swing doesn’t eliminate a 70% cost advantage from outsourcing. It just changes how you manage the arrangement.

The strategic response isn’t to abandon outsourcing, it’s to govern it better. Treasury functions are becoming more sophisticated in managing FX risk through hedging strategies, currency adjustment clauses, and diversified sourcing portfolios.

Practical tools for currency risk:

Fixed-rate contracts with defined review periods
Currency adjustment clauses with transparent calculation methods
Multi-currency sourcing portfolios to smooth volatility
Forward contracts for predictable cost structures

Budget Impact: IT and BPO Spend Under Easier Policy

Lower capital costs are unlocking previously frozen budgets, but the allocation follows a clear pattern: strategic technology spending gets the green light while operational costs face relentless scrutiny.

The bifurcation is stark. HFS Research notes that rate cuts are boosting sentiment for large-scale technology projects, particularly those involving AI and digital transformation. These initiatives get approved because they promise measurable competitive advantage.

Simultaneously, enterprises are more receptive to BPO for finance, accounting, and administrative functions. The economic uncertainty makes converting fixed overhead into variable costs more attractive, not less.

This creates two distinct markets for service providers. High-end technology partners win strategic projects focused on innovation and capability building. Traditional BPO providers compete on operational excellence and cost efficiency. The middle ground (generic IT services without clear strategic value) gets squeezed.

Policy Crosswinds: Rate Cuts vs. Protectionist Risks

Here’s the paradox: Fed policy makes global sourcing more attractive just as trade policy makes it riskier. The proposed HIRE Act threatens a 25% tax on outsourced services, while similar legislation targets call centers specifically.

Even if these bills don’t become law, they signal political hostility that’s forcing corporate leaders to demand greater flexibility in outsourcing contracts. The response isn’t to avoid outsourcing. It’s to build more resilient sourcing strategies.

Bain research shows 80% of COOs plan to increase nearshoring over the next three years. The response preserves existing offshore relationships while building diversified supply chains that can withstand policy shocks.

Where to Build: Comparing Major Hubs at a Glance

The optimal outsourcing strategy in 2025 requires building a portfolio that balances cost, capability, and resilience rather than simply chasing the lowest-cost location.

India remains the dominant player for high-skill technology work. Software developers average $15,000-$25,000 annually, with deep expertise in AI, analytics, and complex development projects. The challenge: 9.5% salary inflation in 2025 and exposure to protectionist legislative proposals in the U.S.

The Philippines dominates contact center services and administrative support, with a certified public accountant (CPA) earning $18,000-$22,800 annually. The risk: political pressure in the U.S., including periodically proposed legislation aimed at discouraging the offshoring of call center jobs.

Mexico and Latin America offer nearshoring advantages with minimal time zone friction and lower political risk. Costs run higher than traditional offshore hubs, but 80% of COOs are increasing nearshoring investment for supply chain resilience.

Key evaluation criteria:

Sector expertise: Deep talent pools in your industry
Salary trajectories: Multi-year cost projections, not just current rates
Currency stability: Historical volatility and projected ranges
Political risk: Exposure to U.S. trade policy changes

Smart companies are scoring potential hubs against all four factors, then building hybrid models that spread risk while preserving cost advantages. A single corporation might have AI development in India, customer service in the Philippines, and administrative processing in Mexico, each location optimized for its specific function and risk profile.

What to Watch Next

Three signals matter most:

Policy dispersion. Watch for consensus building in Fed communications or continued fragmentation among officials. Wider disagreement means more uncertainty for corporate planning.

Legislative momentum. Track progress on outsourcing-related bills, particularly measures affecting eligibility, reporting, or cost structures.

Dollar trajectory. Monitor currency movements and their impact on service provider pricing. Sustained dollar weakness will force contract renegotiations across the industry.

A Practical Next Step

If you’re re-evaluating your outsourcing strategy in light of Fed policy and market conditions, start with a comprehensive risk assessment across your current portfolio. Map currency exposure, assess geopolitical concentration, and identify capability gaps that strategic partnerships could address.

The goal isn’t to optimize for today’s conditions. The goal is to build resilience for an environment where change is the only constant.

If you want help translating this into a resilient hiring and delivery plan, we can walk you through a structured assessment, the right portfolio mix, and a contract architecture that protects margins while you scale.

Frequently Asked Questions

1. Why did the Federal Reserve cut interest rates in September 2025?

The Fed cut rates as a “risk management” action in response to a deteriorating U.S. labor market, which had seen stalled job creation and a rising unemployment rate. It was a defensive move to support employment, even while inflation remained above the Fed’s target.

2. How does a Fed rate cut make outsourcing more important for businesses?

It makes outsourcing more important in two key ways. First, the economic uncertainty it signals encourages businesses to prefer the variable costs of outsourcing over the fixed costs of hiring permanent domestic employees. Second, while lower rates make it cheaper to fund technology projects, the severe shortage of domestic tech talent means companies must outsource to find the specialized skills required for those projects.

3. Doesn’t a weaker U.S. dollar make outsourcing more expensive?

Yes, a weaker dollar can increase the cost of services that are priced in foreign currencies. However, it typically does not eliminate the significant overall cost advantage of outsourcing. This currency volatility simply requires companies to implement better financial governance in their contracts, such as using fixed-rate terms, hedging strategies, or currency adjustment clauses.

4. What is the HIRE Act and how does it conflict with the Fed’s policy?

The HIRE Act is a proposed U.S. bill that would place a 25% tax on many outsourced services. This creates a policy paradox: while the Fed’s monetary policy makes global sourcing more attractive financially, potential protectionist trade policy could make it more expensive and risky.

5. How are companies changing their outsourcing location strategies in response to these trends?

Companies are moving toward geographically diversified, hybrid models to build resilience. Instead of relying on a single offshore hub, they are creating a portfolio that balances cost, capability, and risk. A common strategy involves using different locations for different functions, such as India for high-skill tech, the Philippines for customer service, and Mexico for nearshoring.

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What We Stand for at �鶹ԭ��

Romelie Annette De Leon — Wed, 27 Aug 2025 13:20:01 +0000

Values are at the core who we are and who we want to be.

Much like personal values, an organization’s values determine how it makes things happen with customers, employees, partners, and other stakeholders.

Retention is not the only purpose of company values, however. They are also a way to let people into the business. According to CNBC, today’s jobseekers increasingly look for companies that align with their personal values. The same is true for 82% of customers: they want a brand’s values to align with their own, too.

At �鶹ԭ��, our core values are more than just a list of words. It defines who we are and what we stand for. It is our guide for how we want to behave and act as we grow.

In this 6-minute read, we will walk you through our four core values, so you can better understand our commitment to our community and clients.

Key Takeaways

A Blend of Filipino and Global Values: The company’s culture is defined by four core values that merge a uniquely Filipino concept with universal business principles: Kapwa-Tao (kinship), Employee Obsession, Beyond the Expected, and Ownership Mindset.
Kapwa-Tao Guides Community Behavior: The Filipino value of “Kapwa-Tao” is put into practice through four key applications: fostering respect for all individuals, promoting teamwork and collaboration, ensuring inclusivity and fairness, and committing to good communication to resolve issues.
A Deeply Employee-Centric Culture: “Employee Obsession” signifies a commitment to the workforce’s well-being and potential. This is demonstrated by giving employees a voice in company decisions, providing excellent benefits, building personal rapport, and creating a psychologically safe environment built on trust.
Proactivity and Accountability are Expected: The values of “Beyond the Expected” and “Ownership Mindset” cultivate a culture of high performance. Employees are encouraged to think critically, be proactive in solving problems, learn from mistakes, and hold themselves accountable for their commitments and their role in the company’s success.

1. Core Value: Kapwa-Tao

True to its commitment to creating an inclusive community, our first core value is uniquely Filipino. We are committed to maintaining a culture where all people are respected, valued, treated with dignity and fairness, and are good communicators. In short, we are creating a psychologically safe environment for people to thrive.

Kapwa-tao, or kinship, means a fellow or comrade. It also means fostering healthy relationships in communities among its members. The �鶹ԭ�� community splits this core value into four practical applications.

Respect

First, kapwa-tao reminds us on the value of respect—treating people in a way that they feel valued and appreciated.

Every employee has to feel safe in their workplace and be treated with dignity. A proof of that is how our Head of Customer Success Sierra Trance felt valued by our leaders as one of �鶹ԭ��’ youngest department heads. Read Sierra’s story here.

Teamwork

Our community listens when someone willingly admits that they cannot do something alone and need help. Teamwork instills the value of collaboration. We believe that everyone has their unique skills, abilities, and experiences to offer, so we make it our mission to share those gifts with others whenever we can.

Our Transformation Team’s Eryn Firmalo attests to how kapwa-tao inspires employees to contribute their talents, skills, and experiences to achieve a goal—the very essence of teamwork.

“I feel that kapwa-tao is important because it allows us to exert ourselves beyond what our goals are.” – Eryn Firmalo, Assistant Project Manager

Inclusivity and Fairness

At �鶹ԭ��, we uphold inclusivity and fairness. Through the process of pakikipag-kapwa tao, racism, prejudice, and discrimination are not tolerated.

Diversity is one of the most powerful ways we build our company. It enriches our culture and increases the quality of our services. Discrimination of any kind has no place in our organization, and we believe in the potential that people from all walks of life can bring to the workplaces.

Good Communication

Lastly, kapwa-tao teaches us that everything can be resolved or achieved through good communication. We are driven by the belief that it is everyone’s responsibility to make an effort to understand the needs of the company, so we can deliver the best service possible.

2. Core Value: Employee Obsession

At �鶹ԭ��, we take it to heart when we say that we are obsessed with our employees.

Obsessed in the sense that the company’s leaders make themselves responsible for optimizing their employees’ potential by giving them support and trust.

We stay grounded by giving all our employees an equal opportunity to speak up, encouraging them to join in big decision-making through town halls, group discussions, and more.

We do not limit our relationships with our co-workers to mere work. We indulge our employees in fun after-office activities to build rapport and lasting friendships that go beyond the four corners of the office.

Our core values guide our actions and shape our culture at �鶹ԭ��

Priorities have also shifted through time in terms of employee benefits. We take the extra mile to give our employees what they truly deserve: only the best. This comes in the form of flexibility in terms of working arrangements, additional health benefits, and workspaces where they can feel safe and productive.

Because of these positive changes, our employees have become enthusiastic with everything they do. They actively take part in company events, client pitching, new projects, and performance reviews.

At our core, we are a company built on trust.

We take pride in creating a safe space for our employees where they are trusted with both big and small responsibilities, as well as a space where can express their true selves without the fear of being judged.

Employee obsession indeed—not just in words but also in action.

Watch the video to know more about how we live up to this core value.

3. Core Value: Beyond the Expected

At �鶹ԭ��, we do the right thing even when no one is looking. We are expected to deliver results beyond what is expected.

Rooted in integrity as a company, we make sure we stay on the right side of things and see every opportunity as our chance to show how exemplary we all are in our respective fields.

In our community, everyone thinks outside the box.

We analyze challenges and information analytically and in-depth. When things need to be clarified, we are not afraid to ask questions, so we can work on projects better and faster. When a problem presents itself, we list the possible outcomes and how we can work around them.

This core value also pushes us to see our potential when we focus on “what we can do right now” more than the “why.”

Committing mistakes, however, is inevitable. It is how we learn from these mistakes that shape us.

Going beyond what is expected means being a step ahead of every potential failure—not only to solve problems before they happen but also to turn mistakes into growth opportunities. We do not keep track of how many mistakes you have committed, but rather, how you came back from them strong.

Check out this video to get a glimpse of how we go beyond the expected at �鶹ԭ��, according to one of our valued employees.
We live by the expectation of hard work and excellence to accomplish great things. �鶹ԭ��, through this core value of going beyond the expected, inspires us to be strong and courageous, and capable of everything extraordinary.

4. Core Value: Ownership Mindset

This �鶹ԭ�� core value is deeply rooted in a shared commitment to our values and principles, and the understanding that our actions lead to the organization’s overall success.

Our employees are held fully accountable for their actions. At �鶹ԭ��, we are committed to a clear action plan. From setting goals and responsibilities to the actual development of projects and tasks, everyone in the team must be more than willing to hold one another accountable.

�鶹ԭ�� fosters a community conducive to learning new things and optimizing creativity and productivity. Employees are expected to instill self-discipline and focus in return.

This is vital for everyone in the community to execute their role effectively from the very first day of employment. This includes keeping the company’s commitments, strategies and goals in mind at all times.

Having a sense of belongingness, being assured that no one in the team would wish you to fail, makes a tremendous positive impact on the company.

In a nutshell, the ownership mindset means ensuring that we hold ourselves to high standards. To be truly effective, it’s essential to create an environment where people can count on us to keep our commitments. Commitment to getting things done “fosters camaraderie, trust, and caring—the stuff a group needs to keep it going for the long run.“

Learn more about how �鶹ԭ�� champions the ownership mindset through the perspective of our Paralegal, Bryle Ferraro.

Final Thoughts

Jobseekers look for organizations that align with their values, and for good reasons. One of them is finding meaning and impact in their daily job experience. If these are not found, it could lead to career stagnation for employees and increased attrition for organizations.

We hope that our core values resonate with you, and you identify with the rest of our �鶹ԭ�� community. Kapwa-Tao, Employee Obsession, Beyond the Expected, and Ownership Mindset shape our story and our team into who we are and who we want to be.

Frequently Asked Questions

1. What are the four core values of �鶹ԭ��?

The four core values are Kapwa-Tao (a Filipino concept of kinship), Employee Obsession, Beyond the Expected, and Ownership Mindset.

2. What does the Filipino value ‘Kapwa-Tao’ mean in a business context?

In this context, “Kapwa-Tao” means creating a community built on respect, teamwork, inclusivity and fairness, and good communication. It emphasizes treating every individual with dignity and fostering healthy, collaborative relationships.

3. How does the company practice ‘Employee Obsession’?

The company practices this value by giving employees a voice in major decisions through town halls, providing excellent benefits such as flexible work arrangements, organizing activities to build friendships outside of work, and cultivating a culture of trust where employees feel safe and valued.

4. What does the value ‘Beyond the Expected’ mean for an employee?

It means an employee is expected to act with integrity, think critically to solve problems proactively, and work to be a step ahead of potential failures. It also involves a commitment to learning from mistakes and turning them into opportunities for growth.

5. What is an ‘Ownership Mindset’?

An “Ownership Mindset” means that employees are held fully accountable for their actions and understand that their contributions directly lead to the organization’s overall success. It involves self-discipline, a focus on keeping commitments, and fostering a sense of belonging and mutual trust within the team.

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�鶹ԭ�� Excels as a High-Growth Company in Asia-Pacific

Venus Zoleta — Mon, 22 Apr 2024 05:31:04 +0000

We are proud to share that �鶹ԭ�� has clinched a coveted spot among the High-Growth Companies in Asia-Pacific 2024! The company ranks 64th out of the top 500 fastest-growing businesses in the region, boasting an impressive 906% absolute growth rate and 115.88% compound annual growth rate (CAGR).

Awarded by the prestigious Financial Times and Statista, this recognition celebrates the remarkable growth of businesses across the Asia-Pacific region that achieved the highest revenue growth rates between 2019 and 2022.

Charting Our Phenomenal Growth

Additionally, �鶹ԭ�� leads this year’s roster of the 21 fastest-growing Philippine-based companies, outpacing contenders from various industries.

On a global scale, �鶹ԭ�� secures an impressive third position within the employment services sector, solidifying our standing as a leader in providing top-tier talent solutions worldwide.

In the words of our CEO and Co-Founder, Nicolas Bivero, “Securing a place in the Asia-Pacific High-Growth Companies 2024 ranking is a remarkable achievement for all of us at �鶹ԭ��. We take immense pride in this recognition, especially as it coincides with our company’s 10th anniversary.”

This honor follows our recent distinction as the top-ranked Fastest-Growing Company in the Philippines 2024 by Statista and the Philippine Daily Inquirer.

The graph above shows �鶹ԭ��’ exponential revenue growth from 2019 to 2022

Addressing Global Talent Challenges

These achievements signify not just our growth but also that of our clients’.

In today’s world where talent shortages abound, businesses struggle to find the skilled workforce they need. �鶹ԭ�� addresses these global talent challenges by sourcing the top 3% of Filipino talent.

Complementing this talent acquisition strategy is the Hypercare approach—a framework for optimizing the onboarding process to make the talent deliver value faster, aligned with the tasks that the client wants them to do.

These strategies have enabled our clients to build high-performing, culturally aligned remote teams efficiently.

Expanding Our Global Footprint

�鶹ԭ�� is strategically positioned to boost our presence in key markets such as the United States, the United Kingdom, Australia, and Japan. “We are positioning offshore staffing as a solution to address acute talent shortages in these regions,” emphasized Faria.

This market expansion strives to introduce top-tier Filipino talent to these markets, benefiting both businesses in need of skilled professionals and Filipinos seeking diverse employment opportunities. We aim to create 5,000 jobs for Filipinos by 2028.

At �鶹ԭ��, we remain steadfast in our commitment to driving growth, nurturing talent, and reshaping the future of work. Thank you for being an integral part of our journey toward excellence!

Offshoring to the Philippines: A Viable Solution to Global Talent Challenges

Miguel Angelo De Matta — Mon, 19 Feb 2024 03:52:46 +0000

Talent shortage has been a serious challenge for businesses worldwide, with the percentage skyrocketing from 36% in 2014 to 75% in 2024, reveals a ManpowerGroup study.

The rising costs of scouting and hiring people—coupled with higher attrition rates—have worsened the global talent scarcity. The pandemic-triggered Great Resignation further intensified these problems, with talent shortage peaking at an alarming 77% in 2023.

With a considerable number of companies struggling with skills availability and looking to grow their teams this year, the hunt for the right talent has reached unprecedented levels.

These challenges, along with the significant surge in remote work during and after the pandemic, pushed employers to rethink their talent acquisition and retention strategies. Consequently, companies are increasingly building highly skilled and cost-efficient remote teams globally.

The Philippine Workforce as the Solution to Global Talent Problems

Emerging as a viable solution to the global talent crunch is the Philippines’ vast yet untapped talent pool. Currently one of the fastest-growing economies in Asia, the country is home to workers with a high literacy rate of 97%, high English proficiency, and diverse specializations—qualities that make Filipinos the ideal choice for businesses that need to fill roles.

�鶹ԭ�� has been a game-changer in tapping this potential for 10 years now. According to CEO and Co-Founder Nicolas Bivero, “The evolving global talent landscape propelled companies, including �鶹ԭ��, to explore talent regionally and globally. We have been leading the way in enabling a seamless approach to acquiring talent across geographical borders.”

Guided by a commitment to fostering rewarding careers in often-overlooked regions, �鶹ԭ�� has been instrumental in elevating the Philippines’ status as an ideal destination for global businesses seeking top-tier talent.

�鶹ԭ�� has excelled in finding and hiring the top 3% of Filipino talent under Bivero’s and his co-founder Guilherme Faria’s strategic direction. The co-founders attribute the company’s success to a diverse strategy tailored to solve their clients’ talent needs.

Veering away from the conventional resume-centric hiring process, �鶹ԭ�� evaluates candidates based on their expertise, skills, and know-how, customizing job descriptions to meet the client’s specific requirements for each role.

Further enhancing the candidate screening process are aptitude exams, evaluations of personality and cultural compatibility, and thorough background checks.

This enables clients to hire highly skilled talent aligned with their in-house teams, resulting in significant cost savings—typically 50% lower than local hires—without sacrificing quality. �鶹ԭ�� also commits to a fast hiring process of up to 30 days.

See also:

�鶹ԭ��’ Growth: A Synergy of Hypercare and Client Success

“We grow because we help our clients grow,” says Bivero.

To cultivate high-performing remote teams with minimal attrition, �鶹ԭ�� has been adopting the Hypercare approach: a consultative and collaborative strategy informed by client feedback, data, and insights. This allows the company to thoroughly understand its client needs, spot any problems, and solve issues before they even happen.

�鶹ԭ�� assigns a dedicated account manager and onboarding specialist to each client, fully aware of the complexities of integrating offshore teams with client operations. To tackle challenges proactively, the company also provides round-the-clock customer support.

Additionally, its Customer Success teams conduct post-onboarding check-ins with clients every month to evaluate progress, adjust strategies as needed, and ensure new hires are performing and delivering results as expected.

Discover �鶹ԭ��’ growth stories:

Faria shares, “Our strategy has yielded remarkable results, as evidenced by �鶹ԭ��’ exceptional growth. We have achieved an astounding 906% revenue growth and a 276% headcount increase. Currently, our Philippine workforce consists of more than a thousand people working for SMEs and startup businesses across the globe.”

Recognizing such tremendous growth, Statista and the Philippine Daily Inquirer named �鶹ԭ�� the #1 Philippines’ Fastest-Growing Company for 2024. This is the offshore staffing company’s 3rd time earning the prestigious recognition. Previously, �鶹ԭ�� ranked 4th in 2023 and 8th in 2022 on the Philippine Growth Champions list.

Looking Ahead: A Commitment to Creating Sustainable Impact

�鶹ԭ��’ growth trajectory is bolstered by its newly formed strategic partnership with Mynavi Corporation, a Japanese human resource and staffing company.

“The key investment we secured from Mynavi is more than just financial backing,” explains Faria. “It signifies a seal of approval in �鶹ԭ��’ offshore staffing solutions, specifically tailored to meet the demanding needs of the Japanese market. Currently, Japan has the highest talent shortage in the world at a whopping 85%.”

“We’re increasing our presence in key markets such as the U.S., the U.K., Australia, and of course, Japan,” Bivero emphasizes. “Our goal is to position offshoring as a proven strategy for addressing talent shortages prevalent in these countries.”

“This presents an immense opportunity to promote Filipino talent to the world,” he continues. The benefits are two-fold, according to Bivero. “On one hand, businesses gain access to the skilled professionals they need. On the other hand, Filipinos get the chance to work for international employers without leaving their homeland.”

Looking ahead to 2028, �鶹ԭ�� seeks to create 5,000 job opportunities for Filipinos. “Beyond just a numerical target, this is our commitment to making a sustainable impact,” says Faria. “Each individual placed in a role represents support for a family, the advancement of a career, and a contribution to the Philippines’ economic development.”

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�鶹ԭ�� Named One of the Top 500 Global Outsourcing Firms

Romelie Annette De Leon — Tue, 16 Jan 2024 07:49:13 +0000

MANILA, Philippines – �鶹ԭ��, a leading professional employer organization based in the Philippines, has been recognized as one of the top 500 outsourcing firms in the world, securing a spot on the prestigious Time Doctor OA500 2023: Global Outsourcing Firm (BPO) Index.

The newly launched index ranks the leading outsourcing firms across the globe, based on a rigorous analysis of over 2,300 companies.

“This achievement is a testament to the hard work and dedication of our employees, and the trust our clients have placed in us. It inspires us to continue going beyond the expected in everything we do, as we remain committed to the success of our people and clients. Congratulations Team �鶹ԭ��!” said Nicolas Bivero, �鶹ԭ�� CEO and co-founder.

�鶹ԭ�� now joins the ranks of the industry’s most respected and established firms, such as Accenture, Teleperformance, and Wipro. The index ranks firms globally based on several criteria, including company size and revenue, online prominence and reputation, and employer brand and practices, among others.

As a boutique solutions provider, �鶹ԭ�� is known in the industry for its consultative approach which sets them apart from its competitors. �鶹ԭ�� takes the time to understand the unique challenges faced by their clients and creates solutions that best suit their business. This consultative approach has led to higher client satisfaction rates and long-term partnerships.

With lower labor costs in the Philippines, businesses can expect to save up to 70% on labor expenses compared to hiring locally in their home country. �鶹ԭ��’ expertise in HR, payroll, and benefits administration also streamlines these processes, reducing the need for additional in-house staff and saving businesses both time and money. By outsourcing their workforce to �鶹ԭ��, businesses can focus on their core competencies and achieve their business goals without breaking the bank.

Founded in 2014 by Gui Faria and Nicolas Bivero, �鶹ԭ�� envisions itself as a leader in creating world-class careers in underrated and untapped locations. By bridging the global talent gap and providing access to high-quality talent for fast-growing startups and small to medium-sized businesses, the company creates meaningful employment opportunities for Filipinos and contributes to the growth of the Philippine economy. Through its services, �鶹ԭ�� aims to showcase the talent and potential of Filipino professionals to the world and establish the Philippines as a hub for skilled and innovative workers.

Today, the company employs over 1,500 team members across multiple functions and industries, serving over 90 of the most exciting and innovative startups and SMEs in retail, e-commerce, gaming, IT, and fintech. �鶹ԭ�� aims to empower 5,000 Filipino careers by 2026.

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�鶹ԭ�� Secures Key Investment from Mynavi Corporation

Romelie Annette De Leon — Thu, 11 Jan 2024 11:03:28 +0000

MANILA, Philippines – Leading offshore staffing service provider, �鶹ԭ��, has successfully secured a strategic investment from Mynavi, one of the largest human resource and staffing companies in Japan.

Nicolas Bivero, CEO and co-founder of �鶹ԭ�� stated, “With our consistent profitability, we’ve established ourselves as a premier growth-driven company in the Philippines. This fresh capital will be directed towards investing in our prime assets—our people—and enhancing our service delivery and client engagement.”

More than 100 global businesses and startups, including Masterclass, Servantex and Luxclusif, trust �鶹ԭ�� to hire and build high-performing remote teams in the Philippines.

�鶹ԭ�� co-founder Guilherme Faria voiced Mynavi’s vision, stating, “This alliance is geared towards offering Japanese enterprises the leverage of streamlining operations through offshore staffing. �鶹ԭ��, with its proven expertise in providing high performance-to-cost solutions to businesses across Europe and the US over the past eight years, presents an optimal partner for this venture.”

With an impressive 482% Absolute Growth Rate from 2018-2021, �鶹ԭ�� ranked 4th in the 2023 Philippine Growth Champion list by Statista and tops the charts in the Professional Services Industry category. This achievement positions �鶹ԭ�� as the Philippines’ Fastest-Growing Offshore Staffing Company. To date, the company has provided opportunities for over 1,400 Filipino professionals.

Philippines representative at Mynavi Corporation, Shota Sakurai, expressed that this investment represents a gateway to the future of work, emphasizing the significance of remote work and the need for Japan to seek resources abroad moving forward. He noted that Nicolas and Guilherme’s deep understanding of Japanese business practices, �鶹ԭ��’ extensive experience in offshoring from the Philippines, and Mynavi’s leading position in the HR field in Japan create a powerful synergy for success.

�鶹ԭ�� stands as a beacon of professional advancement for Filipino talents, offering avenues for global career progression, continuous skill enhancement, and fostering a harmonious work-life balance. Emphasizing its commitment to its workforce with competitive compensation and a forward-looking vision, �鶹ԭ�� aspires to generate an additional 5,000 job opportunities for the Filipino community by 2026.