Why Global Companies Hire Sales Development Representatives from the Philippines

The Philippines has emerged as a premier destination for hiring remote Sales Development Representatives (SDRs) for several compelling reasons:

• English Language Proficiency: Filipinos are among the world’s most proficient non-native English speakers, with neutral accents and strong comprehension skills, making them excellent communicators with international prospects.
• Cultural Affinity with Western Markets: Due to historical ties and educational systems influenced by Western standards, Filipino SDRs understand Western business etiquette, communication styles, and cultural nuances that are crucial for sales interactions.
• Cost-Effective Talent: Companies can access skilled sales professionals at 40-60% lower costs compared to North America or Europe, without compromising on quality or results.
• Adaptable Work Schedules: Many Filipino professionals are willing to work in shifts that align with North American or European business hours, providing coverage during your core operating times.
• Strong Work Ethic and Loyalty: Filipino professionals are known for their dedication, perseverance, and typically lower turnover rates when treated well, creating stability in sales development teams.

Who Should Consider Hiring Philippine Remote SDRs

Several types of organizations can benefit significantly from employing remote Sales Development Representatives in the Philippines:

• SaaS and Technology Companies: Businesses selling software solutions that need a scalable prospecting team to generate qualified leads for their sales closers.
• SMBs Looking to Scale: Small to medium businesses that want to expand their sales operations without the overhead costs associated with in-house teams in higher-cost locations.
• Startups with Limited Funding: Early-stage companies that need to establish sales pipelines but must carefully manage burn rates while maximizing return on investment.
• Global Enterprises Expanding Coverage: Larger companies seeking to extend their sales reach into new time zones or markets without establishing physical offices.
• Digital Marketing Agencies: Agencies that offer lead generation services to clients and need dedicated staff to execute outbound campaigns and follow up on marketing-qualified leads.

Organizations looking to hire remote teams in the Philippines can efficiently build out their sales development function with minimal setup time and investment.

Key Skills and Specializations for Sales Development Representatives

Successful SDRs from the Philippines possess a diverse skill set that enables them to excel in prospecting and lead qualification:

Core SDR Skills

• Outbound prospecting techniques
• Cold calling and cold email expertise
• Lead qualification and scoring
• Active listening and needs assessment
• Objection handling
• CRM management and data entry
• Social selling and LinkedIn outreach
• Meeting scheduling and calendar management

Common SDR Specializations

Technical Tools Proficiency

• CRM Platforms: Salesforce, HubSpot, Zoho, Pipedrive
• Sales Engagement Tools: Outreach, SalesLoft, Reply.io, Lemlist
• Lead Intelligence: ZoomInfo, LinkedIn Sales Navigator, Clearbit
• Communication Platforms: Zoom, Microsoft Teams, Google Meet
• Sales Automation: HubSpot Sequences, Zapier integrations

Experience Levels of Philippine Remote SDRs

The skill and experience levels of Sales Development Representatives in the Philippines typically fall into three categories, each offering different capabilities and salary expectations:

Entry-Level SDRs (0-1 Year Experience)

• Basic understanding of sales development concepts and processes
• Developing phone and email communication skills
• Learning to navigate CRM systems and sales tools
• Require more script guidance and supervision
• Capable of handling simpler products and straightforward value propositions
• Often recent graduates from business, marketing, or communication programs

Mid-Level SDRs (1-3 Years Experience)

• Proven track record meeting or exceeding quota in previous SDR roles
• Confident in outbound prospecting across multiple channels
• Able to customize outreach based on prospect research
• Skilled at qualifying leads using frameworks like BANT or MEDDIC
• Proficient with various sales technology platforms
• Can handle objections effectively and articulate value propositions
• May have experience in specific industries or with particular sales methodologies

Senior SDRs (3+ Years Experience)

• Consistently high performers with demonstrated success metrics
• Deep understanding of sales psychology and buying processes
• Capable of complex solution selling and consultative approaches
• Often mentor junior team members and contribute to process improvements
• Skilled at navigating multiple stakeholders in larger organizations
• Can adapt messaging to different verticals and buyer personas
• May specialize in high-value enterprise prospecting
• Sometimes transitioning toward Account Executive or Team Lead roles

Hiring Models to Choose From

When building your remote SDR team in the Philippines, several hiring models are available, each with distinct advantages and considerations:

For many companies, the Employer of Record model offers an optimal balance of control, compliance, and convenience. Working with top Employer of Record service providers in the Philippines allows you to maintain operational control while offloading legal and administrative responsibilities.

How to Legally Hire Remote SDRs in the Philippines

Employing Sales Development Representatives in the Philippines requires navigating local labor laws and compliance requirements. Companies have two primary options:

Entity Establishment vs. Employer of Record Comparison

For most companies hiring remote SDRs in the Philippines, an Employer of Record solution provides the most efficient path to compliance. Asanify’s EOR service eliminates the complexity of entity setup while ensuring your SDR team is properly employed under Philippine labor laws.

When using an EOR, you can focus on the operational aspects of managing your SDR team—training, performance, and results—while the EOR handles employment contracts, payroll processing, tax compliance, and mandatory benefits administration.

Step-by-Step Guide to Hiring Remote SDRs in the Philippines

Follow these five steps to build your remote SDR team in the Philippines:

Step 1: Define Your Requirements

• Determine team size and structure needed
• Specify experience level requirements
• Identify essential skills and tool proficiencies
• Define industry experience and specialization preferences
• Establish language proficiency standards (English plus any other languages)
• Clarify work schedule requirements (time zone alignment)
• Set compensation range based on market research

Step 2: Select the Appropriate Hiring Model

• Evaluate entity establishment vs. EOR approach
• Consider workforce size and growth projections
• Assess budget constraints and timeline requirements
• Determine level of control and oversight needed
• Consider long-term strategic goals in the market

Step 3: Source Qualified Candidates

• Leverage specialized job boards (Kalibrr, JobStreet, LinkedIn)
• Engage with sales-focused recruiting agencies
• Utilize social media groups for sales professionals
• Network with educational institutions with business programs
• Consider employee referral incentives if expanding an existing team

Step 4: Evaluate Candidates Thoroughly

• Conduct initial screening interviews focused on communication skills
• Assign practical assessments (cold call simulations, email writing tests)
• Verify past performance metrics and achievements
• Assess CRM and sales tool proficiency
• Check references from previous employers
• Evaluate cultural fit and adaptability to remote work

Step 5: Onboard Compliantly

• Prepare compliant employment contracts
• Process proper documentation for tax and benefits
• Set up secure access to necessary systems and tools
• Conduct thorough product and process training
• Establish clear performance expectations and metrics
• Implement structured onboarding with regular check-ins

When working with Asanify as your Employer of Record, the onboarding process is streamlined through our comprehensive step-by-step guide for creating and sending job offer letters for remote EOR employees in the Philippines. Our team handles all compliance aspects while you focus on the operational integration of your new SDRs.

Salary Benchmarks

Compensation for remote Sales Development Representatives in the Philippines varies based on experience level, industry specialization, and language skills. The following table provides current market rates to guide your budgeting:

Additional Compensation Considerations:

• Commission/Bonus Structure: Many companies offer performance incentives adding 20-40% to base salary
• Industry Premiums: Technical industries (SaaS, FinTech) typically pay 10-20% higher
• Language Premiums: Multilingual SDRs (especially for European languages) command 15-25% higher salaries
• Remote Work Stipends: $50-100 monthly for internet, electricity, and home office expenses
• Statutory Benefits: Required 13th month pay, healthcare, and social security contributions

What Skills to Look for When Hiring Remote SDRs

Successful remote Sales Development Representatives in the Philippines demonstrate a combination of technical sales skills and personal attributes that drive results:

Essential Hard Skills

• Prospecting Techniques: Ability to identify qualified prospects through research and targeted outreach
• Sales Communication: Crafting compelling emails, messages, and call scripts that generate response
• Lead Qualification: Expertise in frameworks like BANT, MEDDIC, or CHAMP to assess prospect fit
• CRM Proficiency: Experience with Salesforce, HubSpot, or similar platforms for prospect management
• Sales Technology: Familiarity with outreach automation, social selling, and lead intelligence tools
• Data Analysis: Ability to track, interpret, and optimize performance metrics
• Research Skills: Finding decision-makers and understanding prospect organizations

Critical Soft Skills

• Communication Excellence: Clear, professional written and verbal communication in English
• Resilience: Ability to handle rejection and maintain motivation through challenging periods
• Active Listening: Identifying pain points and opportunities during prospect conversations
• Time Management: Effectively prioritizing high-value activities in a remote environment
• Adaptability: Quick adjustments to changing strategies, tools, and market conditions
• Self-Motivation: Driven to achieve goals with minimal direct supervision
• Coachability: Receptive to feedback and continuous improvement
• Cultural Awareness: Understanding different business cultures and communication preferences

Remote Work Capabilities

• Digital Collaboration: Proficiency with virtual meeting platforms and team messaging tools
• Independent Problem-Solving: Finding solutions without immediate in-person assistance
• Home Office Setup: Reliable internet connection and quiet workspace for professional interactions
• Written Documentation: Thorough record-keeping of prospect interactions and next steps
• Self-Discipline: Maintaining productivity without direct supervision

Legal and Compliance Considerations

Employing remote SDRs in the Philippines requires adherence to specific labor laws and compliance regulations:

Employment Contracts

• Written contracts are required and must clearly state terms and conditions
• Probationary periods cannot exceed six months
• Regular employment status applies after the probationary period
• Terms must comply with Philippine Labor Code provisions

Mandatory Benefits

• 13th Month Pay: Equivalent to one month’s salary, paid by December 24th
• Social Security (SSS): Employer and employee contributions required
• PhilHealth: National health insurance program contributions
• Pag-IBIG Fund: Home development mutual fund contributions
• Paid Leave: 5 days service incentive leave after one year

Working Hours and Overtime

• Standard working hours are 8 hours per day, 40-48 hours per week
• Overtime must be paid at 125% of regular rate
• Night shift differential (10pm-6am) is 10% of regular wage
• Special rules apply for work on rest days and holidays

Tax Compliance

• Employer must withhold and remit income taxes
• Monthly and annual tax filings required
• Documentation of compensation and benefits must be maintained

Data Protection

• Compliance with Philippine Data Privacy Act of 2012 required
• Proper data handling and security measures for remote workers
• Clear policies on customer data access and usage

Navigating these complex requirements can be challenging for foreign companies. Asanify’s Employer of Record service ensures full compliance with all Philippine labor laws, managing statutory benefits, payroll processing, and tax requirements while you focus on your SDR team’s performance.

Common Challenges Global Employers Face

Companies hiring remote SDRs in the Philippines often encounter several obstacles:

Time Zone Management

The Philippines is GMT+8, creating significant time differences with Western markets. This can complicate real-time collaboration, training sessions, and handoffs between teams. While many Filipino professionals are willing to work adjusted hours, sustainable schedules and clear expectations are essential for long-term success.

Internet Infrastructure Reliability

While improving rapidly, internet connectivity in the Philippines can be inconsistent in some areas. Power outages occasionally impact remote work. Successful employers typically establish contingency plans, backup internet requirements, and flexible work policies to accommodate these infrastructure challenges.

Cultural and Communication Differences

Despite strong English proficiency, cultural differences in communication styles can create misunderstandings. Filipino professionals may be less direct in expressing concerns or challenges due to a cultural emphasis on harmony and respect for authority. Developing cultural intelligence and encouraging open communication is crucial.

Remote Training and Enablement

Providing comprehensive product and sales training to remote SDRs requires intentional program design. Without in-person shadowing opportunities, companies must develop robust virtual training resources, recorded call examples, and regular coaching sessions to ensure SDRs effectively represent the company’s value proposition.

Compliance and Administrative Complexity

Philippine labor laws are employee-protective and require careful navigation. Managing payroll, taxes, and statutory benefits from abroad is complex and error-prone. Asanify’s Employer of Record service eliminates these challenges by handling all compliance and administrative requirements while providing guidance on best practices for remote team management.

Best Practices for Managing Remote SDRs in the Philippines

Maximize the success of your Philippine SDR team with these proven management approaches:

Structured Onboarding Program

• Develop a comprehensive 30-60-90 day onboarding plan
• Create detailed documentation of processes and expectations
• Implement peer mentoring with experienced team members
• Schedule regular check-ins during the initial period
• Provide progressive responsibility milestones

Clear Performance Metrics

• Establish objective, measurable KPIs (calls, meetings, pipeline)
• Implement transparent tracking and reporting systems
• Set realistic ramp-up expectations for new hires
• Balance activity and outcome metrics appropriately
• Provide context for how metrics connect to business goals

Regular Communication Rhythms

• Daily stand-up meetings for alignment and accountability
• Weekly 1:1 coaching sessions focused on development
• Monthly team meetings for broader context and celebration
• Leverage both synchronous and asynchronous communication
• Create “virtual open door” policies for questions and support

Continuous Skills Development

• Implement regular call review sessions with constructive feedback
• Provide access to industry and product training resources
• Facilitate peer learning through shared success stories
• Offer career development paths and growth opportunities
• Invest in sales methodology training (SPIN, Challenger, etc.)

Cultural Integration Efforts

• Recognize Philippine holidays and cultural considerations
• Create opportunities for virtual team building
• Include remote SDRs in company meetings and announcements
• Visit the team in-person when possible
• Provide company-branded equipment and materials

Technology Infrastructure

• Ensure access to necessary sales tools and platforms
• Implement reliable video conferencing solutions
• Utilize screen recording for training and feedback
• Provide collaboration tools for document sharing and knowledge management
• Invest in call recording and quality monitoring systems

Why Use Asanify to Hire Remote SDRs in the Philippines

Asanify offers a comprehensive Employer of Record solution specifically designed for companies hiring remote Sales Development Representatives in the Philippines:

Seamless Hiring and Onboarding

• Compliant employment contracts aligned with Philippine labor laws
• Streamlined candidate onboarding process (1-2 weeks)
• Background verification and credential validation
• Digital document management and secure record-keeping
• Smooth transition from offer acceptance to productive work

Complete Compliance Management

• Expert navigation of Philippine employment regulations
• Processing of all mandatory benefits and contributions
• Tax withholding and reporting to authorities
• Ongoing monitoring of regulatory changes
• Risk mitigation for employment-related liabilities

Comprehensive Payroll Services

• Multi-currency payroll processing
• Management of variable compensation components
• Accurate calculation of overtime and differentials
• Timely and compliant salary disbursements
• Detailed payroll reporting and documentation

Local HR Support

• On-the-ground HR expertise for your remote SDRs
• Handling of employee questions and concerns
• Guidance on best practices for remote management
• Support with performance management processes
• Assistance with team expansion or restructuring

Scalability and Flexibility

• Easy expansion of your SDR team as needed
• Ability to test the market before larger investments
• No long-term commitments or entity establishment costs
• Simplified transition to direct employment if desired
• Support for various employment arrangements (full-time, part-time)

By partnering with Asanify, you gain all the advantages of Filipino SDR talent without the administrative burden and compliance risks of direct employment, allowing your team to focus on sales performance and results.

FAQs: Hiring Remote SDRs in the Philippines

How much does it cost to hire a remote SDR in the Philippines?

Monthly salaries for remote SDRs in the Philippines typically range from $500-$700 for entry-level positions, $700-$1,000 for mid-level roles with 1-3 years of experience, and $1,000-$1,500 for senior SDRs with 3+ years of experience. Additional costs include statutory benefits (approximately 15-20% of salary), performance bonuses, and Employer of Record fees if using a service like Asanify (typically 5-10% of total employment cost).

What is the hiring timeline for remote SDRs in the Philippines?

With Asanify’s Employer of Record service, the hiring process typically takes 2-3 weeks from job posting to onboarding. The timeline includes 1-2 weeks for sourcing and interviewing candidates and another 1 week for processing employment documentation and system setup. Establishing your own entity to hire directly would extend this timeline to 2-6 months due to company registration and compliance setup requirements.

What are the working hours for Philippine SDRs serving international markets?

Philippine SDRs commonly work modified schedules to align with target markets. For North American clients, shifts might run from 10 pm to 7 am Philippines time (9 am to 6 pm EST). European market coverage typically requires shifts from 3 pm to midnight Philippines time. Many employers implement rotating schedules or split teams to provide extended coverage while maintaining reasonable working conditions for employees.

What equipment do I need to provide for remote SDRs in the Philippines?

At minimum, most companies provide a laptop with necessary security features and software licenses for CRM and sales engagement platforms. Some employers also provide headsets, additional monitors, internet allowances ($50-100 monthly), and UPS backup power systems. Asanify can help coordinate equipment procurement and delivery to your remote employees while ensuring proper asset tracking and security protocols.

How do I ensure productivity from remote SDRs in the Philippines?

Successful remote SDR management combines clear KPIs (calls, emails, meetings set, pipeline generated), regular performance reviews, and appropriate technology infrastructure. Implement daily check-ins, call recordings, CRM activity tracking, and regular coaching sessions. Equally important is building a positive team culture with recognition programs and career development opportunities to maintain motivation and engagement.

What are the mandatory benefits for employees in the Philippines?

Employers must provide: 13th month pay (equivalent to one month’s salary), Social Security System (SSS) contributions, PhilHealth (national health insurance), Pag-IBIG Fund (housing fund), and 5 days of service incentive leave after one year. Additional benefits like private health insurance, retirement plans, and allowances are often offered to attract top talent. Asanify manages all mandatory benefits administration in full compliance with Philippine regulations.

Can I hire Filipino SDRs as independent contractors instead of employees?

While possible, this approach carries significant misclassification risks. Philippine authorities apply strict tests to determine employment status, considering factors like control over work methods, tools provision, and economic dependence. SDRs typically integrate deeply into company workflows and follow prescribed processes, making them more likely to be classified as employees. Using Asanify’s EOR service eliminates these risks while providing proper employment benefits.

How do I terminate an SDR in the Philippines if performance is unsatisfactory?

Philippine labor laws require just cause for termination, with performance-based dismissals requiring documented improvement plans and due process. During the probationary period (maximum 6 months), termination is more flexible but still requires fair standards application. Asanify guides employers through compliant performance management and termination processes, helping document concerns, implement improvement plans, and execute terminations with proper notice and final pay calculations.

What cultural considerations should I be aware of when managing Filipino SDRs?

Filipino culture emphasizes respect for authority, harmony in relationships, and indirect communication. SDRs may hesitate to challenge managers or admit difficulties directly. Building personal connections, creating psychological safety, and understanding the importance of “saving face” are crucial for effective management. Encourage open feedback through structured processes and recognize the value Filipinos place on family obligations and cultural celebrations.

How do I pay remote SDRs in the Philippines?

Payment options include international wire transfers, payroll processors, or local payroll providers. Each carries different costs, timing, and compliance considerations. Using Asanify’s Employer of Record service simplifies this process—we handle payroll processing, tax withholding, statutory contributions, and direct deposits to employees’ local bank accounts while providing transparent reporting to employers.

Can remote SDRs in the Philippines effectively sell to Western markets?

Yes, with proper training and enablement. Filipino SDRs typically have excellent English proficiency, cultural affinity with Western business practices, and strong service orientation. Success factors include thorough product and market training, clear talk tracks and objection handling guides, regular coaching, and exposure to successful customer conversations. Many companies find that Filipino SDRs perform at levels comparable to Western-based teams at a fraction of the cost.

What sales tools and technology do Filipino SDRs typically use?

Filipino SDRs commonly work with CRM platforms (Salesforce, HubSpot, Zoho), sales engagement tools (Outreach, SalesLoft, Reply.io), prospecting platforms (LinkedIn Sales Navigator, ZoomInfo), communication tools (Zoom, Google Meet, Teams), and collaboration software (Slack, Asana). Ensure proper licenses, training, and support for these tools. Asanify can help coordinate technology access and security protocols for your remote team.

Conclusion

Hiring remote Sales Development Representatives in the Philippines offers companies a powerful opportunity to build a high-performing, cost-effective sales development function. With their strong English proficiency, cultural alignment with Western business practices, and dedication to performance, Filipino SDRs can deliver exceptional results for global organizations looking to expand their sales pipelines.

However, successful implementation requires thoughtful planning around compliance, management practices, and operational infrastructure. Navigating Philippine employment laws, establishing effective remote work protocols, and building cohesive team dynamics across time zones and cultural differences are essential considerations.

Asanify’s Employer of Record solution removes the most significant barriers to hiring Filipino SDRs by handling all compliance, payroll, and administrative responsibilities. This allows your company to focus on what matters most: selecting the right talent, providing effective training, and creating the sales enablement systems that drive successful outcomes.

Whether you’re looking to build your first international SDR team or expand an existing operation, the Philippines offers a compelling combination of talent, cost advantages, and operational alignment that can give your sales organization a competitive edge in today’s global marketplace.

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.