Hiring offshore? How to get your employment structure right and avoid nasty surprises.  

Why hiring in the Philippines isn’t simply about finding and hiring someone.

Many Australian businesses assume that if they hire someone in the Philippines, Australian employment law no longer applies. Unfortunately, that’s not always true. How you structure the relationship matters, and getting it wrong can create legal, financial and reputational risks. 

Yempo, for example, is an employer of record, or EOR. When you engage us to find an offshore worker for you, we employ them through our Philippine entity. This means they receive all their legal entitlements in terms of salary and benefits. They are taxed, have government payables deducted from their salary, and are afforded all the rights under Philippine employment law. 

There are a range of challenges if you choose to avoid an EOR and hire directly. They include handling the payments to the worker and FX variants, the safety of your data on an unmanaged piece of equipment, and handling HR matters such leave, absenteeism and exits properly. 

Most importantly, however, you can fall afoul of Australian law. 

Workers who are hired directly have no protection under any laws, have no guarantee of fair pay and benefits, and have no recourse for unfair dismissal. That’s a problem. 

The Australian Fair Work Commission found a few years ago in favour of a Filipina who was dismissed by an Australian company that hired her directly (read the case).

The fact that the employee lived in the Philippines was irrelevant to the commission. The issue was that she was working exclusively for an Australian business, under its direction and control, but without the protection of either Philippine or Australian employment law. 

The Commission concluded that leaving the worker without legal protection was not acceptable. 

This meant the Australian company had to backpay her and give her severance pay equivalent to that of an Australian worker. 

A similar situation occurred in the UK with an Indian worker. 

It’s not a situation you want to find yourself in from a financial perspective and also from a reputation perspective. 

Managing an offshore employee involves much more than paying an invoice. Someone needs to administer payroll, calculate statutory deductions, manage annual and sick leave, maintain employment records, coordinate performance issues, and ensure that any termination complies with local employment law. 

What an Employer of Record (EOR) takes care of.

When hiring through an EOR, that breach of compliance law will never happen. The EOR takes care of everything. The EOR provides IT equipment, protects your security and data, and provides HR support should something go wrong. While they are just like your own employees offshore, the EOR acts as your HR department. 

Using a reputable Employer of Record substantially reduces these risks because the employment relationship is structured correctly from the outset. 

In my experience, businesses rarely get into trouble because they’re trying to avoid their obligations. They get into trouble because they don’t realise those obligations exist. The Philippines has a sophisticated employment framework, just as Australia does. 

Understanding both systems is what allows companies to grow confidently. 

Another option to engage offshore workers is to set up an overseas entity and hire them directly. We’ve seen clients establish their own Philippine entities, only to later conclude that the cost, administration and difficulty attracting and retaining talent had become major distractions from their core business. 

One particular client has been with Yempo for 10 years. Seven of their employees are celebrating 10 years with us in 2026, one has been with us for eight years, and the remaining seven have tenures of between two and seven years. 

Setting up an entity requires the following considerations: 

A complete HR function covering employee relations, legal compliance, payroll, statutory deductions, employee benefits, leave management, employee engagement and recruitment. 

A finance function to ensure the company operates in complete accordance with strict legal and compliance obligations. 

The time it takes to establish a reputation sufficient to attract employees. 

Establishing an entity is both expensive and time-consuming. 

There is also considerable risk for companies setting up their own entities and not investing in the right expertise. It is relatively inexpensive and straightforward for a Filipino worker to bring an employment claim against their employer or former employer. Yempo has been sued several times, and lost only one case, in our first year of operations, before we had properly developed our HR and compliance functions. Even those claims that were dismissed are costly for a company to defend. Mature functions and the right talent minimize this wasted expenditure. 

The repercussions of a wrongful dismissal case that takes years to work its way through the system can include backpay covering the entire period since dismissal, separation pay, attorneys’ fees, damages and interest. 

Why excellent offshore teams need more than compliant employment.

At Yempo Solutions, our director of People and Culture, Riza, has been with us for 10 years in 2026. She has established a function that covers all the critical elements of a successful HR team, including a Social & Welfare group and an employee benefits package that keep our attrition considerably lower than the industry standard of 60%. 

Her expertise has meant that no employee has been successful in a lawsuit since she commenced. This isn’t because we are exploiting loopholes or avoiding responsibility, it’s because we have a smooth-running, compliant HR function, and an excellent employee benefits package. 

Yempo’s clients recognize the expertise that a mature Employer of Record provides, allowing them to focus on their core business.

“Yempo manages recruitment, HR, payroll, IT and any ongoing support. We can focus on training and developing our team without having to focus on anything on the administrative side, which is great.” – Victoria, Level Up, UK accountants. 

The goal of offshoring shouldn’t simply be to reduce costs. It should be to build a capable, stable team that can grow with your business. Getting the employment structure right from the outset means you can focus on your people and your business, while leaving the complexities of Philippine employment law, HR and compliance to people who deal with them every day. 

Yempo’s model allows you to manage your people while we take care of everything around them. It’s outsourcing to the Philippines, but in a risk-free manner. 

We call it Safe Operational Scaling. 

Read More: Fair Pay in Philippine Outsourcing: Quality Beyond Cost Savings

Explore how to make your first offshore hire:

Client Success Stories.

See available talent.

Discuss your goals, get your questions answered, request a quote.

Why cost savings along don’t justify outsourcing to the Philippines

Every year, we ask our clients for their feedback. It’s part of our commitment to continual improvement. And every year, no-one mentions cost savings (even though their savings are significant). The problems we solve for them reveal an outsourcing partner outcomes hierarchy that you can ‘lift’ and use to find the right partner for your firm. It’s far more comprehensive than relying on a simple accounting entry.

But let’s get savings out the way. They’re still ‘first base’ for anyone considering hiring offshore IT, offshore accounting, or offshore business support talent in the Philippines.

Example: total cost of employment savings: local hires vs offshore in the Philippines.

Here’s the basic math:

UK example

AU example

Basic calculations like these take no account of other local hire costs that you’ll have to pay such as recruitment fees, healthcare, office accommodation, equipment, HR advice. Which of them do you have to pay when you hire locally? 

These items are automatically included within quoted costs when you hire via Yempo Solutions.

• Recruitment and candidate sourcing.
• Local employment and payroll.
• HR support and employee welfare.
• Compliance with Philippine employment legislation.
• IT equipment and support.
• Office facilities or home-working support.
• Employee benefits.

As you can see, savings on UK and Australian employment costs are just table stakes for outsourcing companies in the Philippines. 

Read more: Ten reasons why choosing the lowest cost outsourcer is the wrong choice for your business

How to select an outsourcing partner

Our clients talk freely about how Yempo:

• secures them people they struggle to recruit locally;
• enables them to add capacity without compromising quality;
• frees their local teams to focus on higher-value work;
• protects them from risk.

They value knowing that someone else takes care of employment, HR, payroll, IT and legal compliance that might otherwise make employing people in the Philippines fall into the ‘too hard/too expensive/too risky’ bucket.

This is why we think about outsourcing differently. And why simply enabling SMEs to move work offshore to lower costs never works (but you’d be surprised how many businesses try this approach before switching to us).

Most SME founders, owners, and leaders want a safe way to build the capacity they need. Is this the same for your business?

Outsourcing partner key outcomes hierarchy

How SME’s can grow capacity, maintain quality, and reduce staff churn

All our clients initially approached us because they’ve got a capacity problem. They had work, often growth was available, but finding the right people locally had become harder or increasingly expensive. They wanted to explore how outsourcing to the Philippines could work for them.

Does this sound familiar?

Level Up, a UK accounting firm, has built a dedicated team of accountants in the Philippines with us. Why? They had several hard to recruit in the UK roles. Recruitment was soaking up management time.

Victoria describes the result:

“I think the biggest benefit for us has been the fact that we’ve been able to scale our in-house finance team without compromising on quality.”

Watch: Victoria describes her experience with Yempo Solutions

Level Up’s experience is reflected by other Yempo clients.

Australian accounting consultancy Lumen initially hired two accountants in the Philippines. Their team rapidly doubled and continues to grow.

The IT Agency chose to outsource IT when it needed access to senior expertise it struggled to find in Australia.

For these businesses, lower employment costs matter. But their key motivation is being able to hire good people and keep their businesses moving. We’ve fixed (and continue to fix) a local employment market failure for them.

How dedicated teams prevent ‘outsourced’ feeling ‘outsourced’

Pre-Covid, prospects used to question if a dedicated team in the Philippines could become a genuine part of their local teams. This worry has vanished, for two reasons:

1. Local hires expect to be able to work from home. This is from Robert Half’s survey of Australian accounting talent. No work from home, no thanks.

S: https://www.roberthalf.com/au/en/insights/salary-guide/finance-and-accounting

2. Our clients’ experiences. Most new clients come to us via recommendations and referrals. And our clients give a consistent response to the ‘one team’ worry.

“Our accountants have become genuine members of our team and they don’t feel like outsourced resources at all, which we love.” – Victoria, Level Up.

Powertech has built a 14-person team across Accounting and IT. Calls to its Perth number can be answered by colleagues in either Australia or the Philippines. Their experience is that their clients can’t tell the difference.

SDJA describes its offshore colleagues as an extension of its local team.

In the UK, OSKA’s offshore team works UK hours and integrates with its local operation.

How can you make one team – local and offshore – happen for your business?

Unlike many outsourcing providers, you select the talent we hire for you, and they only work for you. And we never switch talent between clients – not once in over a decade in business.


By working exclusively for you, using your systems and processes, it doesn’t take long before the physical distance between local and offshore teams in the Philippines is closed.

Why you don’t need an overseas HR department

Deciding to outsource to the Philippines starts with identifying a partner that can find you the right people for your business…which in the age of AI isn’t as easy as you think! Non-specialist providers simply don’t have the knowledge to split AI CVs from people who know their code or can really use Zero.

Building a bank of quality candidates takes time, money, and expertise. Our investment in our recruitment team means that our clients skip past a merry-go-around of frustration as we curate just the best candidates for them to interview (via video).

Beyond this, someone still needs to employ them legally, manage payroll and benefits, understand local employment requirements, provide IT equipment, support employees and deal with problems efficiently.

We run an end-to-end process for our clients so they can get on with ‘doing business’. Worry free.

Respiri’s Peter Hildebrandt summed us up well:

“Yempo Solutions really does give you your own quality employees. You select and work with them while Michelle and team manage everything else – HR, contracts, IT, recruitment.”

Level Up have found that with recruitment, HR, payroll, IT and ongoing employee support handled for them, its leaders can concentrate on training and developing their accountants.

For FiveP, this support also means having someone accessible when something goes wrong. Managing Director David Dennis puts it succinctly:

“Michelle is incredibly accessible, and problems get solved fast.”

You manage your business. You don’t also have to become an expert in running an employment operation in the Philippines. That’s what we do for you.

How we support you to start and support you to grow

Many of our clients are making their first foray into offshore hiring. They have questions and doubts:

• Will we find someone good enough?
• Will they fit our culture?
• How will we manage them?
• What happens with HR and compliance?
• What about IT and data security?

Do these questions resonate? They’re particularly relevant for SMEs without the international infrastructure of a large enterprise.

OSKA was new to outsourcing when it began building its offshore team with us. Katie Woodcock says:

“Communication is excellent, especially when you’re new to outsourcing. Yempo operates like an ‘e’ supplier. It all just happens.”

The IT Agency had similar concerns before building its first offshore team. The support around the process gave the business confidence to access the senior IT skills it needed without having to work everything out for itself.

If you have similar questions, get in touch so we can discuss them together.

Typically, our clients grow their teams with us once they’ve proved the model for themselves.

Safe Operational Scaling (SOS) for SMEs.

Looking at our clients’ experiences, the common thread isn’t simply access to people. Nor is it just lower costs. Businesses that outsource to the Philippines with us are gaining capacity without giving up control.

• They choose their people and integrate them into their teams.
• They maintain their own standards and culture.
• Employment, HR, payroll, IT, compliance and ongoing support are taken care of for them.

This is what we mean by Safe Operational Scaling.

Your people. Your standards. Yempo support.

If you’re considering your first offshore hire, or your next one, ask us for a Philippines cost comparison to see what building your team with us can look like for you.

Explore how to make your first offshore hire:

Client Success Stories.

See available talent.

Discuss your goals, get your questions answered, request a quote.

Business process outsourcing (BPO) is one of the fastest-growing industries in the Philippines, boasting a yearly revenue growth of about 9%, and is a major source of employment opportunities for millions of Filipino professionals. However, artificial intelligence (AI) threatens to take over repetitive jobs that are currently done by humans.

While it’s understandable that people are concerned about this, possibly undercutting the industry’s growth, there is also the possibility that AI may positively transform the BPO sector into an even more robust employment opportunity.

What is AI?

AI refers to the simulation of human intelligence by machines and software, specifically computers. It involves the application of computer science to create advanced and intelligent machines that mimic some human actions and reactions to different prompts.

AI performs various activities such as speech recognition, problem-solving, expert system (simulating human behavior and judgment), and machine vision. These applications are designed to perform processes such as machine learning, self-correction, and reasoning.

There are two categories in AI. Firstly, weak AI or narrow AI is trained to do only a specific task. For example, virtual personal assistants like Siri and Alexa give pre-programmed responses to an inquiry or instruction set by the user. Strong AI or artificial general intelligence, on the other hand, refers to the AI system designed with the cognitive abilities of humans. If they receive an unfamiliar input, strong AI can search the web to solve the issue without human intervention.

How Does AI affect BPO?

Artificial intelligence, robotics, and machine learning have rapidly gained a footing in business processes. AI revolutionized data entry in a way that significantly reduced errors. The result is a highly consistent, responsive and secure handling of data.

Unfortunately, there have been cuts in BPO employment due to the automation of repetitive outsourced services that required simple skills such as manual data entry. Fortune reports that automation may replace 40% of jobs on a global scale, possibly impacting low-income workers.

As the world transitions to automation, several white-collar and blue-collar workers are expected to be affected. However, there’s a reason to believe that advanced AI technology may take as much as 10 years to negatively impact employees and businesses, according to Leechiu Property Consultants CEO David Leechiu.

In the Philippines, 49% of the labor force needs to upskill to face the effects of automation, according to Asian Institute of Management Professor Christopher Monterola in a study he showcased during the Entrepreneur’s Summit in Cebu earlier this year. The same report revealed that as much as 800,000 BPO employees are in danger of losing their jobs as companies take on automation technology in the next three to five years.

However, there is an upside to AI that BPO companies could also consider. This technology could also bring more value to the bottom line as it is expected to streamline customer-side activities such as support and marketing, and as well as supply chain management, in the next five years.

Streamlining Processes

According to research firm Nelson Hall, AI and automation reimagine the outsourcing sector by expanding their services. The result is faster, more responsive and secure business processes with a significantly reduced margin of error. The firm believes that robotic process automation (RPA) and AI-integrated businesses could contribute around $8 billion to the industry’s potential growth by 2022.

RPA is transforming back-office tasks in the BPO sector and promotes the automation of repetitive processes by introducing a virtual workforce. It is an emerging technology that streamlines operations and dramatically reduces costs.

RPA applies technology to business logic, wherein a software captures and interprets a transaction, manipulates data, and delivers the corresponding response. For instance, quick-reply SMS, automated emails and bot deployment in an ERP system aptly paints the picture of RPA.

The adoption of RPA in BPO is seen to boost revenue growth by offering accuracy, scalability, cost-effectiveness, data security, and flexibility in operations. By automating low-value tasks, employees can focus on high-value work like decision-making and management.

What’s Next for AI in the BPO Industry?

Like any change, AI automation in the BPO sector has advantages and disadvantages, making companies slow on the uptake for now.

If you remember the emergence of automated teller machines, there was fear of mass replacing bank tellers for such devices. However, it did the opposite and generated more income for the financial sector, resulting in additional branches, more jobs, making banking one of the world’s most stable industries globally.

The basis for fearing BPO automation is valid, especially when industry experts believe that loss of employment is one of the risks. The answer to this issue is upskilling the workforce, which many consultants now urge that BPOs implement.

Highly skilled employees will be needed to create algorithms, design models and interpret results delivered by RPAs. To do this, professionals need to improve their knowledge, as well as analytical-thinking and problem-solving skills. There are still many tasks an AI application cannot handle, such as critical thinking, which is an inherently human trait.

Automation in Future Outsourcing

BPO growth despite the rise of artificial intelligence is still expected for years to come. AI technology is on an upward trend, and it could a very beneficial tool for BPO businesses to deliver quality service to customers.

To learn more about RPA and its application in outsourcing, Yempo can help you. Our experts can give you more insight into the pros and cons of applying this emerging technology to your business. Send us a message today.

Thank you for visiting our blog! We hope you found our content informative and engaging. Stay connected with us for more insightful blogs, updates, and tips on outsourcing IT & outsourcing Finance in the Philippines, or shoot us an email at sales@yempo-solutions.com. We are happy to answer your questions!

Learn more

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Download our Step-by-step FInance Outsourcing Guide

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Should I hire someone, or should I invest in AI?

No doubt you’ll have read press articles saying how AI is set to wipe out swathes of jobs. To date, our experience is that the choice hasn’t become ‘people’ or ‘AI’. Our clients are combining both, so they get a ‘double hit’ benefit. AI used by teams providing outsourcing to the Philippines increases efficiency, adds flexibility, and reduces our clients’ employment costs vs local hires.

Just because someone is a remote employee doesn’t mean they can’t be AI-savvy.

When one employee can achieve more with AI, every hiring decision delivers a bigger return.

This is one way that Yempo helps SMEs to safely scale.

Why AI doesn’t replace great people. It makes them more productive.

AI excels at repetitive work. It drafts emails, summarises meetings, organises information, produces first drafts and automates routine processes. Local and offshore teams that use AI to nail these things are freed to focus on doing the things that AI can’t.

• They solve problems.
• They build customer relationships.
• They apply judgement.
• They improve processes.
• They make commercial decisions.

Yempo’s focus remains enabling our clients to access IT and accounting talent that’s hard to hire locally. These very same people now use AI to add additional ‘oomph’ for our clients.

Think of it this way:

• AI-augmented bookkeeping services in the Philippines.
• AI automation in outsourced accounting in the Philippines.

‘Thank you Yempo. The thing we love most about you is the care you take of your people and clients. We love the level of comms and support, and the quality of your candidates.’ – Kathryn, Yempo Solutions client

The new formula for growth.

Pretty much every invention since the dawn of the industrial revolution has resulted in more jobs, not less. But the shape of jobs constantly evolves.

Accountants can use AI to accelerate reconciliations before applying professional judgement.

Software developers can tandem with AI to produce code more efficiently.

Hours AI saves are extra hours for building crucial customer relationships, improving systems and growing your business. What we’re seeing is the emergence of this new formula for growth:

Safe Operational Scaling for SMEs = Full support for those new to offshore hiring + dedicated team members using your systems and processes +legal protection/compliance + lower offshore employment costs + flexible but ethical employment + AI trained for your platform (Gemini or Copilot).

Every business has always balanced salary against output. Now, AI has changed both sides of this equation.

Every AI-capable employee can achieve more.

Every hour goes further.

Every hire delivers a bigger return.

Hiring offshore in the Philippines with Yempo adds two more advantages.

Lower employment costs.

Lower employment risk.

This is the model our clients are building.

They use AI to increase productivity across every role. They hire talented offshore professionals who deliver exceptional value at a lower employment cost. And they scale with confidence because Yempo removes employment risk.

We recruit dedicated professionals who become part of your team. We manage HR, payroll, compliance and local employment. If your priorities change, you can end the engagement with just one week’s notice, while we manage local employment obligations, including statutory redundancy costs.

Growing SMEs gain what every founder wants: the confidence to invest in people without taking unnecessary operational risks.

Why we invest in AI training.

We invest in practical AI training, so our professionals know how to use today’s tools responsibly and effectively. Continuous learning’s encouraged so that they keep pace with the rapid evolution of AI.

It’s not optional for us.

It’s an approach that’s designed to benefit our clients and so keep us in business!

‘You can throw technology role-related questions at Yempo’s leaders. They understand them and are able to come back with a process and timeline within minutes.’ – Ron, Yempo Solutions client

You can hire professionals with us who are able to adapt AI for productivity without compromising quality. This reflects our approach to safe operational scaling. New technology should deliver for you, for the talent you hire with us – and for us – no risks.

How we enable you to build the business you’ll need tomorrow.

None of us knows for certain how AI will reshape our businesses over the next five years. What we do know is that successful SMEs won’t wait for certainty; they are already building flexibility into their models so that they are ready to adapt.

We invest in people who know how to use AI well.

Together, we create flexible operating models that evolve with their businesses and AI.

This is what providing safe operational scaling for Yempo Solutions’ clients looks like in the age of AI.

Explore how to make your first offshore hire:

Client Success Stories.

See available talent.

Discuss your goals, get your questions answered, request a quote.

The Evolution of the Business Case for Offshore Outsourcing

There was a time when the main reason to offshore roles was simple: cost savings. Businesses turned to offshore outsourcing to reduce overheads, streamline operations, and stretch budgets further. That rationale still exists, but the landscape has changed significantly.

Beyond Cost: The New Driver for Offshore Outsourcing 

Today, the decision to outsource offshore is more often driven by access to talent. In many developed markets, skills shortages have been reaching critical levels since the pandemic. Whether it’s IT specialists, finance professionals, engineers, or administrative support , many businesses are struggling to find and retain the right people locally. That’s where offshore outsourcing now steps in; not just to save money, but to keep businesses running with the right expertise in place.

In this new context, quality matters more than ever. Clients are no longer looking for the cheapest solution, but for the best fit; a team that is skilled, reliable, and embedded in their business culture. At Yempo, we see this every day. Our clients are sourcing roles that are business-critical, and they expect the same professionalism and performance that they would get from an onshore hire. The good news is, they’re getting it, and in many cases, more.

From Quality Concerns to Compliance Priorities

A few years ago, when businesses considered offshore outsourcing, their concerns typically focused on things like communication challenges, cultural fit, and whether the quality of work would meet their standards. But as offshore outsourcing has matured, those concerns have largely fallen away. For most clients, those risks have been addressed through experience, process, and the right partners.

Instead, the conversation has shifted. These days, the concerns are less about quality and more about compliance.

Clients want to know: Are the offshore staff being paid fairly? Are local labor laws being followed? Is data being handled securely? Are benefits, leave, and entitlements being provided? These are questions that responsible companies are asking – not just to protect themselves, but because it aligns with their values. They want to do the right thing. It’s the classic pub test; when business leaders are discussing their strategies at the pub on a Friday night – they want to be judged favourably.

Building Trust Through Ethical Offshore Partnerships

That’s why the model at Yempo resonates so well. Our clients are reassured by the fact that they’re involved in the hiring process. They meet and select their team members. They know who is doing the work. And they’re confident that their staff are being paid well, receiving full benefits, and treated with the same dignity and respect that they would expect in their own countries.

Many of our clients report lower attrition in their Yempo teams than in their onshore teams. That’s not an accident; it’s a result of our commitment to building a supportive, ethical, and high-quality work environment. Our employees stay longer, perform better, and become embedded in our clients’ teams. For the clients, that means stability, continuity, and less time spent recruiting, onboarding and training.

The Tangible Benefits of a High-Quality Offshore Team

Another point that comes up often in client conversations is the seamlessness of the output. Their own customers can’t tell the difference between work completed onshore and work completed by their Yempo team. That’s a true mark of success. When your offshore team is delivering to the same standard or higher, with the same level of care and accuracy or higher, you’re no longer dealing with a cost-saving workaround – you’re engaging with a strategic extension of your business.

Strategic Outsourcing: The Future of Business Growth 

So yes, the case for offshore outsourcing has evolved. It’s no longer just about saving money. It’s about access to talent, operational resilience, and building a team that can support your growth – wherever they happen to be located.

Compliance, culture, and continuity are the new pillars of offshore success. Businesses that understand this are looking beyond transactional models and seeking partnerships that reflect their own standards and values.

At Yempo, we’re proud to be part of this evolution. We’ve always believed in doing things the right way, and our clients see the results every day; not just in the bottom line, but in the quality of their teams, the security of their operations, and the trust that underpins our partnerships. 

If you’re considering offshore outsourcing, ask yourself: are you looking for the lowest cost, or the highest value? Because in 2025, they are no longer the same thing.

Partner with Yempo for Success

If your current outsourcing provider struggles to deliver loyal, qualified talent, it’s time to switch to Yempo. Our proven track record, client testimonials, and employee-focused approach make us the ideal partner for outsourcing to the Philippines.

Book a quick chat with Michelle today, to know more about our best practices in providing offshore accounting and IT staff from the Philippines – or shoot us an email at sales@yempo-solutions.com. We are happy to answer your questions!

Learn more:

• How to Find Top Outsourcers in the Philippines: A Real Guide
• The definitive guide to outsourcing in the Philippines

Why Yempo Solutions was set up to be like a trusted internal department.

I wasn’t sure how to answer this question recently: “What is Yempo Solutions’ philosophy?”

When I thought about it, I realised Ian and I had never consciously created one. It had developed organically because of our decades of corporate experience.

Looking back, I think it comes down to one simple idea. Yempo Solutions should feel less like an external vendor and more like a trusted internal department.

For decades, I worked in the IT department of national or global enterprises. In my role, my clients were other internal departments. I didn’t feel like my team was a vendor; we were all on the same team. Our ultimate shared goal was to provide cost-effective services to our end customers, the customers of the organisation. As a back-office function, I had no visibility of those end-customers, but I knew they were there, and why the services I provided were important. The company was also a for-profit, but again, I was shielded from that aspect of the business.

Working with our vendors was different. It didn’t feel like we were all on the same team. They obviously serviced multiple different organisations, not just mine. Their objective was to provide services to their customers in way that generated profit. Working with vendors took me much closer to the financial drivers in business.

I found working with many of the vendors frustrating. Monthly or quarterly review meetings with lengthy agendas seemed to achieve little for the time spent. Contract variation meetings. It would often seem that we had just settled on a price for products or services when there were “gotchas” that made what I needed more expensive than my allotted budget.

I didn’t want branded mugs or expensive corporate gifts. Ultimately, clients pay for those things anyway. I just wanted vendors to perform their function and deliver their services competently and efficiently, without fuss. In the same way that I provided services to the other departments in my company. That thinking has stayed with me at Yempo.

It was somewhat of a shock in 2015 when I started Yempo Solutions and realised the shoe was on the other foot.

I was now the vendor. I might be faced with clients who showed me the same lack of warmth and trust that I had shown to vendors in my past.

It wasn’t until later, with some excellent client relationships under my belt, that I realised what had happened. Without ever setting out to do so, we’d built the kind of company I always wanted to work with. One that felt less like an external vendor with remote employees and more like an internal department.

Once a client engages Yempo Solutions, there are no contract variations. The commercial model is clear from the outset, with documented processes for routine matters such as staffing changes and salary reviews.

In eleven years, we have never needed to renegotiate a client’s contract.

Read client success stories

How our Safe Operational Scaling (SOS) model integrates with your business.

Yempo Solutions isn’t intended to sit at arm’s length from a client’s business as traditional outsourcing companies in the Philippines do. We operate as the recruitment, HR and operational support function for their offshore team. Our role is to make that part of the business work smoothly, transparently and without unnecessary management overhead.

My team works the way I always expected a good internal support function to work. It’s as if each client is our only client. In fact, one of our clients said exactly that:

“Michelle is so responsive. She makes it feel like we’re her only customer. The staff around Michelle are very good at what they do, and very clear processes are in place for us to follow.” – Ron, Prezzee, Yempo Solutions client.

I don’t see myself as the CEO of an external supplier. I see myself as the head of my clients’ offshore operation. I am accessible, responsive, and backed by a mature, experienced and long-tenured team of professionals. If I can’t answer a question, I have a team member available who can.

Over the years, I have had clients who are a little cool to begin with, but eventually all of them, once they’ve become familiar with our operating model, are delighted with how we provide services.

How our SOS model focuses on building your team, your business.

We do invite clients to our annual staff Christmas celebration because it’s an opportunity to meet the people who make their offshore operation successful. But we don’t spend heavily on client gifts or lavish entertainment. We’d rather invest those funds where they have a lasting impact: employee benefits, which help us attract and retain exceptional people, and our corporate social responsibility program, where clients can choose to support our nominated charity.

Yempo Solutions is best suited to organisations that want the benefits of an offshore team without feeling that they have handed part of their business to a distant vendor. We aim to become a dependable extension of the client’s own operation. Clear, responsive and quietly effective.

Explore how to make your first offshore hire:

Client Success Stories.

See available talent.

Discuss your goals, get your questions answered, request a quote.