The Philippines continues to be one of the most strategic hiring destinations for global companies in 2026. With its large English-speaking workforce, strong service-oriented talent base, and cost-efficient hiring environment, the country plays a critical role in global expansion strategies across technology, customer support, finance, healthcare, and shared services.
As demand accelerates, many companies turn to Recruitment Process Outsourcing (RPO) to scale hiring quickly. However, global employers are increasingly discovering that while recruitment in the Philippines is relatively straightforward, compliant employment is far more complex.
This is why forward-thinking organisations now combine RPO for hiring speed with Employer of Record (EOR) in the Philippines to ensure labour law compliance, payroll accuracy, and long-term risk mitigation.
Why RPO Demand in the Philippines Is Rising in 2026
Several structural trends are driving increased adoption of RPO in the Philippines:
- A deep, English-proficient talent pool across BPO, IT, finance, and healthcare
- Competitive labour costs compared to Western markets
- High hiring volumes driven by offshore delivery and shared service models
- Increasing regulatory oversight from DOLE and local tax authorities
- The need to scale quickly without setting up a Philippine entity
For global companies looking to build teams in the Philippines, RPO offers access and speed—but only when paired with compliant employment infrastructure.
What Is Recruitment Process Outsourcing (RPO) and Why It Matters in the Philippines
Recruitment Process Outsourcing (RPO) is a hiring model where a third-party provider manages all or part of an organisation’s recruitment lifecycle. Unlike traditional staffing agencies that focus on individual placements, RPO providers operate as an extension of the client’s talent acquisition team.
In the Philippines, RPO typically covers workforce planning, candidate sourcing, screening, interview coordination, offer management, and recruitment reporting. This model works especially well given the country’s large candidate volumes and established recruitment ecosystem.
However, a critical limitation remains: RPO providers do not legally employ workers. They do not manage payroll, statutory contributions, or compliance with Philippine labour laws. For companies hiring employees in the Philippines without a local entity, this gap creates significant legal and operational risk.
RPO vs Staffing Agencies vs EOR — What’s the Difference?
Many global employers mistakenly assume RPO and employment outsourcing are the same. They are not.
| Aspect | Staffing Agency | RPO Provider | Employer of Record (EOR) |
| Primary function | Candidate placement | Recruitment management | Legal employment |
| Who employs the worker | Client | Client | EOR |
| Payroll & tax | Client | Client | EOR |
| Statutory benefits | Client | Client | EOR |
| DOLE compliance | Client | Client | EOR |
| Best for | Short-term hiring | Scaled recruitment | Compliant employment |
Key distinction:
RPO manages how you hire. An Employer of Record manages how you employ.
When Should Global Companies Use RPO in the Philippines?
RPO is most effective when aligned with a company’s hiring maturity and expansion goals.
Global companies commonly use RPO in the Philippines when:
- Scaling from 20 to 200+ employees
- Hiring in volume for BPO, IT, or shared services
- Recruiting niche or leadership roles
- Supporting time-bound or project-based expansions
However, RPO alone is not sufficient when companies lack a Philippine legal entity, payroll capability, or labour law expertise. This is where a hybrid RPO + EOR model becomes the most effective approach.
Top 10 Recruitment Process Outsourcing Companies in the Philippines (2026)
Below is a curated list of RPO providers supporting hiring in the Philippines. Each company is summarised briefly, followed by its key capabilities.
1. Asanify (RPO + Employer of Record–Led Model)
Asanify leads with a compliance-first approach by combining Recruitment Process Outsourcing with Employer of Record services in the Philippines. Unlike traditional RPO providers, Asanify supports companies from talent acquisition through legal employment, payroll, and statutory compliance without requiring local entity setup.
Key Features
- Integrated RPO + Employer of Record in the Philippines
- DOLE-compliant employment contracts
- Payroll, tax, and statutory benefits administration
- Entity-free hiring for global companies
- Works with internal TA teams and external recruiters
2. AMS (Alexander Mann Solutions)
AMS is a global RPO provider with a strong presence in the Philippines, supporting multinational companies across technology, BFSI, and shared services hiring.
Key Features
- End-to-end and project RPO
- High-volume recruitment delivery
- Global recruitment standards
3. ManpowerGroup Talent Solutions
ManpowerGroup delivers RPO services through its Talent Solutions division, leveraging its extensive recruitment network in the Philippines.
Key Features
- Scalable RPO models
- Workforce planning and analytics
- Multi-industry hiring support
4. Korn Ferry RPO
Korn Ferry offers RPO services aligned with leadership hiring and strategic workforce advisory, supporting senior and specialist roles in the Philippines.
Key Features
- Executive and specialist RPO
- Talent advisory integration
- Leadership-focused recruitment
5. Hudson Philippines
Hudson provides RPO and recruitment services for professional and enterprise hiring across the Philippine market.
Key Features
- Project and embedded RPO
- Professional and technical hiring
- Enterprise recruitment programs
6. Sourcefit
Sourcefit is a Philippines-based provider known for offshore recruitment and operational support for global companies.
Key Features
- Offshore recruitment services
- Shared services and BPO hiring
- Philippines-focused delivery
7. Acquire BPO (Talent Acquisition Services)
Acquire offers recruitment and talent acquisition services alongside its broader BPO operations in the Philippines.
Key Features
- High-volume recruitment
- BPO and shared services hiring
- Scalable delivery models
8. Emapta (Recruitment Services)
Emapta supports offshore team building in the Philippines, offering recruitment services for long-term team setups.
Key Features
- Offshore recruitment support
- Dedicated team hiring
- Industry-diverse talent sourcing
9. Staff Virtual
Staff Virtual focuses on recruitment and staffing support for SMEs and global startups hiring in the Philippines.
Key Features
- SME-focused recruitment
- Flexible hiring models
- Philippines-based sourcing teams
10. TaskUs Talent Acquisition Solutions
TaskUs provides recruitment support primarily for digital-native companies, leveraging its strong employer brand in the Philippines.
Key Features
- High-volume tech and CX hiring
- Employer branding strength
- Digital-first recruitment approach
The Missing Piece in Most RPO Models – Compliance & Employment Risk
Most RPO discussions focus on speed, cost-per-hire, and candidate quality. What they often overlook is employment liability.
RPO providers in the Philippines do not:
- Issue DOLE-compliant employment contracts
- Manage payroll tax, SSS, PhilHealth, or Pag-IBIG
- Assume termination or labour dispute risk
For global companies, this creates exposure to misclassification, non-compliance penalties, and permanent establishment risk. This is where Employer of Record services in the Philippines become critical.
How Employer of Record (EOR) Services Complement RPO in the Philippines
An Employer of Record acts as the legal employer of workers hired in the Philippines, while the client retains full operational control.
In an RPO + EOR model:
- RPO manages talent sourcing and selection
- EOR employs the worker under Philippine labour laws
- The client oversees daily work and performance
This approach enables faster hiring, eliminates entity setup, and ensures full compliance with Philippine employment regulations.
RPO + Asanify EOR: A Smarter Way to Build Teams in the Philippines
Asanify provides the employment, payroll processing, and compliance layer that complements RPO providers and internal talent acquisition teams. This allows global companies to scale hiring in the Philippines without taking on legal or operational risk.
Asanify seamlessly integrates into existing hiring workflows, ensuring that recruitment outcomes translate into compliant employment.
What Asanify Handles
- DOLE-compliant employment contracts
- Payroll, income tax, and statutory contributions
- Benefits and leave administration
- Ongoing labour law compliance
This model is increasingly preferred by companies looking to build teams in the Philippines in 2026 with speed and certainty.
Cost Considerations – RPO Fees vs Employer of Record Services Cost
| Cost Aspect | RPO | Employer of Record (EOR) |
| Pricing structure | Percentage of salary, retainer, or per hire | Per employee per month |
| Covers recruitment | Yes | No |
| Covers payroll & tax | No | Yes |
| Covers statutory benefits | No | Yes |
| Covers labour law compliance | No | Yes |
| Requires local entity | Yes | No |
| Reduces compliance risk | No | Yes |
Key takeaway:
RPO optimises recruitment efficiency, while EOR manages employment risk. Together, they provide a complete, compliant hiring solution.
How to Choose the Right RPO Partner in the Philippines (2026 Checklist)
When evaluating RPO providers, global employers should assess more than hiring metrics.
Key Questions to Ask
- Can you support hiring without a Philippine entity?
- Do you work with Employer of Record providers?
- Do you understand DOLE compliance requirements?
Red Flags
- “Employment compliance is not our responsibility”
- No experience with foreign employers
- Limited payroll or post-hire support awareness
Selecting RPO partners aligned with EOR providers in the Philippines helps future-proof hiring strategies.
Conclusion
Recruitment Process Outsourcing plays a vital role in accessing Philippine talent—but it is not a standalone solution for global hiring.
In 2026, successful companies will:
- Use RPO to accelerate recruitment
- Use Employer of Record services to ensure compliance
- Avoid premature entity setup
By combining RPO with Asanify’s Employer of Record in the Philippines, global companies can scale confidently, compliantly, and efficiently.
FAQs
What are the top recruitment process outsourcing companies in the Philippines in 2026?
Leading providers include Asanify, AMS, ManpowerGroup Talent Solutions, Korn Ferry RPO, and others listed above.
How does recruitment process outsourcing work in the Philippines?
RPO providers manage recruitment, while employment compliance requires either a local entity or an Employer of Record.
Is RPO enough for hiring employees in the Philippines without an entity?
No. RPO does not cover payroll, statutory benefits, or labour law compliance.
What is the difference between RPO and Employer of Record in the Philippines?
RPO manages recruitment; an EOR legally employs workers and ensures compliance.
How much do Employer of Record services cost in the Philippines?
EOR services are typically priced per employee per month and include payroll, tax, and statutory compliance.
Can startups use RPO and EOR together to build teams in the Philippines?
Yes. This hybrid model is ideal for fast, low-risk expansion.
What labour laws in the Philippines should foreign companies consider?
DOLE regulations, minimum wage laws, statutory benefits, termination rules, and tax compliance.
Which EOR providers in the Philippines work best with RPO companies?
Modern EOR platforms like Asanify are designed to integrate seamlessly with RPO and internal hiring teams.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.