FAQ`s

offshoring entails the transfer of certain business operations or services to a foreign location. 

Offshore outsourcing refers to the practice of engaging a third-party company overseas (such as Pivotal Workforce Solutions) to deliver various services. Opting for Pivotal Workforce enables you to enjoy a significant 50% cost reduction compared to local hiring. You’ll have a dedicated team under your management, while we handle the burdens of HR, payroll, administration, and recruitment. 

Data security and confidentiality responsibilities are acknowledged by our team, who fully recognize their obligation in this regard. This commitment is reinforced by employment contracts that explicitly address these matters, as well as the contractual agreement we have with our clients. 

We don’t lock our clients in for long periods of time. Instead, we focus on providing exceptional service and encourage our clients to opt for a long-term relationship. Our engagements automatically renew on a monthly basis.

If you’re not happy with your staff’s performance, you can initiate a PIP (Performance Improvement Plan) by letting us know. After 30 days, if there’s still no improvement, you can replace your staff at no extra cost.

To focus on employee health and well-being, our remote teams organize monthly virtual workshops and team-building activities which have helped us achieve high staff retention rates. This approach mitigates the impact of staff turnover, thereby protecting your investment in employee training. The integration of work and leisure contributes to the employees’ good health, retention or productivity while also promoting their mental well-being. 

Absolutely. The “Health Maintenance Organization” (HMO) benefits can be made available to all workers of Pivotal Workforce. HMO plans provide a wide variety of healthcare services via a network of providers. 

Absolutely. To incentivize clients growing their teams with us, we offer a team discount on our Service Fee, applicable to all staff within the team.

Yes, Pivotal Workforce provides a timekeeping and attendance tracking system for staff payroll. We suggest clients consider using their own tracking software, and we offer recommendations to fulfill their specific requirements in this area.

This is very dependent on the industry and skill level, however, the average salary is around 40 – 60% less than the Canadian or United States average. For less than the price of a new graduate locally, you can hire a highly skilled and experienced employee offshore. 

Regarding our remote work setup, employees are required to maintain a minimum internet bandwidth connection as outlined below: 

Data Entry, Chat Support, Sales, CS – Minimum 5 Mbps 

Graphic Design, NOC, TSR – Minimum 10 Mbps 

Marketing, Video Editing, heavy data – Minimum 20 Mbps 

Given the nature of uncontrollable factors such as internet connection reliability and power interruptions, we are unable to guarantee Service Level Agreements (SLAs) for remote work environments.

Absolutely, offshore outsourcing is not limited to large corporations with substantial budgets. Advancements in technology have made offshore outsourcing attainable for businesses of all scales. In fact, offshore outsourcing serves as an effective strategy for small or medium companies seeking to streamline their operations and achieve scalable growth.

You can receive your proposal and monthly fee quotations in either USD or CAD. Quotes provided in any other currency are subject to monthly adjustments based on currency fluctuations. Please note that employee salaries are paid in their local currencies, with the responsibility and risk of managing exchange rate changes resting on our shoulders. 

Certainly. The Security Deposit, equivalent to one (1) month, will be applied as a credit to the final invoice in the case of cancellation. The payment receipt for the Security Deposit invoice is necessary to proceed with the official job offer. 

Formerly a US colony and with a predominantly Christian population, the Philippines exhibits a highly ‘westernized’ culture. Its urban centers, corporate establishments, shopping centers, and dining venues often evoke a sense of familiarity for many Australians and Americans. Additionally, the absence of language barriers and discrepancies in work pace or urgency in the professional setting makes collaborating with Filipinos feel akin to collaborating with individuals from Australia or the United States.  

Business proprietors choose to invest in Filipino teams due to their commendable work ethic, strong values, honesty, allegiance, service-oriented mentality, and the congenial work environment they foster within any organizational culture. Filipinos prioritize integrity as much as they do punctuality and demonstrate inherent respect for individuals. They strike a fine balance between enjoying life and upholding their responsibilities, and they hold professionalism in high esteem. 

Yes, in compliance with Philippine labor law, the Client must provide 110% of the standard day rate for work conducted during the ‘Night Differential’ hours from 10pm to 6am (Manila). If you have already requested your staff to work during nighttime hours in the Philippines, and we have included the Night Differential fee within the proposal requirements above, it has already been factored into the quoted Monthly Fee (with no additional charge).

The Client is responsible for covering any additional charges for extra hours, such as overtime, that the staff may work during any given month. Please ensure that the staff agrees to the additional hours. 

Our recruitment process mirrors that of hiring a local employee through a recruitment company. We manage the search, shortlisting, and initial interviews based on your brief. You conduct final interviews with our shortlisted candidates. Once you’ve chosen the desired team member/s, we handle their employment process and prepare them for onboarding. 

Here are the key steps in the process: 

1. You provide job descriptions for each team member. 
2. Our recruiter contacts you for a detailed discussion of your requirements. 
3. We advertise the roles on major job boards in the Philippines and other offshore destinations, drawing from our talent pool to find suitable candidates. 
4. We conduct interviews with multiple applicants for each role and provide you with a shortlist of the most promising candidates. 
5. You conduct final interviews using a virtual platform. 
6. We conduct comprehensive reference, internet, and technology checks to ensure candidates have the necessary equipment for seamless day-to-day operations. 
7. You select your preferred candidates for each position. 
8. We extend offers of employment to the chosen candidates. 
9. Upon acceptance, we confirm their start date. 
10. You provide any necessary role-specific training. 
11. You play an active role in the recruitment process, akin to hiring a new onshore team member. We provide the requisite resources, support, and tools to facilitate the recruitment of exceptional candidates in the Philippines. 

Here are five benefits you can gain from offshore outsourcing: 

Cost-effective solutions 

Employing staff in the Philippines enables you to achieve up to 70% savings on employment costs, given the notably lower cost of living compared to most Western countries. 

Enhanced employee contentment 

Delegating time-consuming and administrative tasks to the Philippines alleviates the burden on your local teams, leading to heightened overall job satisfaction. 

Round-the-clock operations 

Offshore workers adeptly adapt to different time zones, enabling the extension of your operational hours and the hiring of staff during your onshore team’s off-peak hours. This flexibility has been cultivated through serving companies in various time zones, including Australia, New Zealand, the United States, the UK, and Canada. 

Redirected focus on business strategy 

Your offshore team management is efficiently handled by your offshore executive team, allowing you to step back and concentrate on devising growth strategies. 

Business expansion 

By leveraging the savings associated with hiring offshore staff, businesses can reallocate funds for reinvestment into the company’s expansion and development. 

On an annual basis, we suggest conducting a salary review for dedicated staff, typically resulting in an increase ranging from 2.5% to 10% based on performance or promotion. To ensure retention, we recommend a minimum 2.5% annual salary increase for staff. Any additional increases will be determined and approved by the Client. Our service fee is also reviewed annually, considering factors such as inflation, currency fluctuations, and external influences. 

While not obligatory, this is a popular choice among many of our clients to motivate their teams. Any incentives are directly paid to your staff, with the full amount cleared in our bank account after accounting for currency loss and bank fees (without any deduction). We can issue a separate invoice for this variable amount each month in addition to your Monthly Fee.