Camille Bayan, CLSSYB, CPHR®

If you're in HR or running a business in the Philippines, you need to be familiar with DOLE Labor Advisory No. 17, Series of 2022. It covers what happens when work is suspended because of typhoons or similar events. Here’s what the advisory says: Employees who don’t report to work during a suspension day aren’t automatically entitled to pay. Unless you allow them to use leave credits or have a company policy or CBA that says otherwise, it counts as a no-work, no-pay day. If someone reports for work and puts in at least six hours, they get full pay. If they work less than six, pay them based on the number of hours they worked. And if someone refuses to report for valid safety reasons, especially if there’s real danger involved, you can’t go after them with memos or admin cases. That’s protected. This is a chance to review your internal guidelines and make sure they’re fair, current, and ready for the next storm. Because when bad weather hits, the last thing your people should worry about is unclear pay rules. #HRPhilippines #LaborAdvisory #DOLE #EmployeeRights #HRCompliance #PeopleFirst #WorkplacePolicy #TyphoonSeason

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The DOLE's recent findings confirm what I have been observing in talent acquisition. For the past years, I have seen that young Filipino workers are reshaping employment expectations by prioritizing remote work arrangements. More than just a preference, it is now a strategic career move that expands opportunities beyond geographical limitations. Sharing here how you can leverage this trend in your job search: First, develop remote-specific skills that make you indispensable for WFH roles. Master digital collaboration tools like Slack, Asana, or Trello. Build strong written communication skills since remote work relies heavily on clear and concise messaging. Learn to manage projects independently and demonstrate results through measurable outcomes. Second, negotiate remote work strategically during interviews. Don't lead with flexibility requests. Instead, establish your value first, then propose remote work as a solution that benefits both parties. Use phrases like "This would allow me to eliminate commute time and focus entirely on delivering results" rather than framing it as personal convenience. Third, address employer concerns proactively. Prepare specific examples of how you maintain productivity, communication, and accountability in remote settings. Mention your home office setup, reliable internet connection, and availability during business hours. Fourth, present yourself as a reliable remote worker through your application materials. Include remote work experience, self-directed projects, and any certifications in digital tools. Your LinkedIn profile should demonstrate comfort with virtual collaboration. Most importantly, expand your job search nationally and internationally. Remote work eliminates geographical barriers, meaning you can work for companies in Manila while living in provinces, or even serve global clients. With 5.67 million young Filipinos employed and growing demand for flexible arrangements, positioning yourself as a remote-ready professional creates competitive advantage. The future belongs to those who adapt to evolving work structures, not those waiting for traditional employment models.

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“AI didn’t take your job. It just became the excuse to pay you less.” Here’s what’s really happening: Companies slash wages in the Philippines and point the finger at AI. It has become an excuse to pay people as low as $3. “AI does 70% of this task now.” That sounds smart. But it’s not the truth. Because the other 30%, the nuance, the judgment, the cultural intelligence, is where Filipinos create real value. AI doesn’t replace that. It never will. So why the pay cuts? Not efficiency. Not innovation. Just the oldest trick in the book: squeezing workers because they can. Instead of investing in training Filipinos to use AI as leverage to deliver higher-value, AI-augmented work too many firms pocket the margin. But here’s the reality: AI should lift wages, not crush them. Imagine a Philippines where every professional with AI tools could earn more because their output, insight, and impact grow exponentially. That’s the future worth building. So let me ask you: When AI enters the workflow… Should wages shrink? Or should value rise and pay rise with it?

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Auto-clickers aren’t the problem. Distrust is. I read a post that a Filipino hire was caught on day one trying to cheat a time tracker with an auto-clicker. Yes, it’s dishonest. But let’s zoom out: Why was she being measured by clicks in the first place? In the Philippines, millions of professionals are treated like they can’t be trusted unless a software is watching their every move. Every mouse jiggle recorded. Every second logged. That isn’t management. It’s surveillance. And here’s the irony: When you monitor people like robots, they’ll start acting like robots or worse, looking for ways to beat the system. Not because they can’t work. But because the system itself whispers: we don’t trust you. At Team Up Now, we do it differently. We don’t track seconds, we track trust. If a teammate closes the books accurately, solves problems, and carries responsibility… Why would I care how many times their mouse moved? When you hire well, you don’t need Big Brother. You need partnership. 👉 Do you think Filipino professionals should keep tolerating time-tracking culture, or is it time we demand output-based trust instead?

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But your competition is so much cheaper. Here’s the ugly math: We see Filipino “agencies” charge foreign clients less than what we pay our own staff. How? Because they’re not really agencies. They’re just a freelancer in the middle, farming out work to whoever’s cheapest that month. They have no benefits, no systems. They don’t pay for training or stable contracts. They don’t carry the risk, you do. So of course they can look “cheaper.” The problem? The client thinks both setups are the same. They don’t see that one is a revolving door of underpaid, overstretched workers, and the other is a team with salaries, benefits, leadership, and career growth. If you’re a Filipino professional, know this: When your employer invests in you, your skills, and your stability, they’re not “expensive.” They’re fair. Don’t confuse the middleman’s low rates for a better deal. If your friend had the choice between fast cash from a middleman or a stable career with growth, which would you tell them to take and why?

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Accepting a job offer should feel like celebration, and not anxiety. But I've noticed too many Filipino professionals start new roles on shaky ground because they accepted offers too casually or assumed verbal agreements would hold up. Sharing here how to say "yes" professionally while protecting your interests. Never accept verbally only, even if you're excited. Always respond with an email that confirms every detail you discussed. Your acceptance should read something like: "I'm delighted to accept the position of [title] with a start date of [date], annual salary of [amount], and the remote work arrangement we discussed." The details that trip people up are often the ones that seem obvious. Confirm your start date, equipment provisions, reporting structure, and any remote work agreements in writing. I've seen professionals show up on day one only to discover their "confirmed" home office setup was actually just a suggestion, or their agreed start date conflicted with the manager's vacation. Request these documents before your first day: employment contract, job description, organizational chart, and any policy handbooks. Don't just ask for them; set a timeline for receiving them. Don’t think that this is being demanding; it's being professional. Between acceptance and start date, maintain momentum with thoughtful communication. Send a brief note confirming your excitement and asking about any preparation you can do beforehand. This shows initiative while keeping you visible during what can be a long gap. Your acceptance sets the tone for your entire employment relationship. Handle it with the same care you put into landing the offer in the first place.

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Most bosses worry about people slacking off. I almost never do. Jess is visiting from Cebu. We grabbed a table in a small coworking space and fell into one of those conversations that sticks with you. She told me about a phrase she grew up hearing: “Stealing from the boss.” Not in the sense of taking things but in wasting time. Clocking in without really showing up. And it hit me… I’ve almost never seen that with our team. Many of our best people are Filipino VAs. They’re the kind who send you an update before you even ask. The kind who take pride in getting it right, not just getting it done. I’ve learned that it’s not magic. It’s trust. Pay fairly. Communicate openly. Treat them like people you want to keep, not resources you want to use up. The return? Loyalty you can’t buy. Work ethic you can’t fake. Skills you can teach. Processes you can fix. But the kind of commitment Jess was talking about, you protect that. Because when you build it, it comes back in ways you can’t measure on a spreadsheet.

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💡 “Above local wages” in the Philippines can still mean $18 AUD a day. Let that sink in. I keep seeing the defense: “We’re not exploiting, we pay above local wages.” But here’s the reality no one wants to say out loud: In the Philippines, “local” often means $18 AUD for a full day’s work. So paying $20 or $25 doesn’t make you generous. It just means you’ve polished poverty wages with a nice story. If global hiring is truly about win-win, then the benchmark can’t be “above minimum.” It has to be above living wage. A living wage is what lets someone: ✅ afford rent and food without constant stress ✅ support their family with dignity ✅ save for a future beyond survival Otherwise, we’re just exporting the same old script, cheap labor framed as “opportunity.” The real shift happens when founders stop asking: 👉 “What’s the least I can get away with paying?” and start asking: 👉 “What does it take for this person to live well and grow with me long-term?” Because if we’re not building futures together, then what are we really building? 💬 Shouldn’t “living wage” be the baseline for anyone serious about hiring in the Philippines?

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Why I Hire Software Developers in the Philippines After working with hundreds of engineers over the years, the Philippines is still my favorite place to build software teams. Here are five reasons why: 1. English Fluency English is widely spoken in the Philippines, and most developers speak it with ease and clarity. That makes collaboration seamless, especially when working across time zones or tackling complex product requirements. In software development, strong communication is everything. It starts with language. 2. Strong Educational Background Education is a major priority in the Philippines. College attendance is widespread, and the country has many affordable, high-quality universities producing well-prepared engineering talent. 3. Cultural Compatibility The culture in the Philippines is closely aligned with the United States. American media is widely consumed, and day-to-day collaboration often feels familiar. This leads to smoother communication and better team alignment. 4. Cost of Living Advantage The cost of living is roughly five times lower than in the United States. That translates to 60 to 70 percent cost savings when hiring engineers, without sacrificing quality or skill. 5. Work Ethic and Resilience Many people in the Philippines face economic challenges, and that has created a culture of resilience and strong work ethic. Engineers take pride in supporting their families and bring that sense of responsibility to their work. If you're looking to build an offshore team that delivers real results, Full Scale can help.

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Overtime isn’t loyalty. It’s theft disguised as hustle. In the outsourcing world, we’ve normalized a dangerous lie: That staying late is proof of commitment. In reality, it’s proof of a broken system. I once spoke to a Filipino designer logging 60 hours a week for a U.S. startup. No overtime. No bonus. Just the occasional “Thanks, you’re a rockstar!” emoji. The founder thought he was lucky to have such dedication. The designer thought burning out was the price of ambition. Here’s how we see it at Team Up Now: If you need people to grind past their limits to succeed, the problem isn’t effort, it’s structure. That’s why we encourage clear SLAs with every client. That’s why we obsess over hiring the right people, not just fast, but aligned, skilled, and sustainable. Because when expectations are clear and the right people are in the right seats, teams thrive within their hours. Overtime isn’t a badge of honor. It’s a red flag. 👉 How does your company set boundaries that protect both results and people?

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"What are your salary expectations?" in the first interview catches most Filipino professionals off guard. The timing feels premature, but your response can either open doors or close them before you've had a chance to demonstrate your value. This Willis Towers Watson data showing 5.5-6.0% salary increases across Philippine industries gives you powerful context for these conversations. When recruiters ask for numbers early, they're often testing your market awareness and confidence level, not necessarily eliminating you based on budget. Sharing my strategic approach for handling early salary discussions. First, deflect professionally while showing you've done your homework: "I'd love to understand more about the role and its impact on your team before discussing compensation. Based on my research, similar positions in [specific industry from the data] typically see competitive ranges. What's most important to me is finding the right fit." If they insist on a number, never lowball yourself. Use the industry growth data as context: "Based on current market trends showing [X]% growth in [relevant industry], and considering the global nature of this role, I'm looking at a range that reflects both the value I bring and current market conditions. I'm confident we can find something mutually beneficial once we've discussed the role in detail." The key is to position yourself as someone who understands the business context, not as someone desperate for any offer. Your salary expectations should reflect your research, not your fears. Filipino professionals often undervalue themselves due to cultural conditioning. Combat this by coming prepared with concrete market data and speaking confidently about your worth. Just think of this: companies that eliminate candidates over reasonable salary discussions probably are not companies you want to work for anyway.

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“The September Surge is Here.” It is true not just in the US but also here in the Philippines. Every September and October, hiring shifts into high gear as companies unlock year-end budgets and prepare for the year ahead. This is the window where you will see the highest volume of quality job postings. Employers are under pressure to fill roles quickly, which means urgency is on your side. For job seekers, this surge is not just a season. It is an opportunity to move faster, aim higher, and land roles that may not be available earlier in the year. So how do you take advantage of it? First, make sure your materials are ready before the surge peaks. A polished CV, updated LinkedIn profile, and a clear pitch about your strengths allow you to respond immediately when opportunities appear. Delays cost interviews during this season. Second, prioritize applications strategically. Focus on roles that align with your long-term goals rather than applying everywhere at once. Employers are moving quickly, and you need to be just as selective. Third, expect to manage multiple processes at once. That means staying organized with application trackers and following up consistently. Historically, Q4 surges are strongest in IT, BPO, financial services, logistics, and retail. These industries face increased demand from both holiday seasons and forward planning for the new year. If you are in these sectors, double down on visibility. Engage with industry groups, comment on employer posts, and connect with recruiters directly—small signals of activity increase your chances of being noticed. The September-October surge is not just about finding a job. It means positioning yourself at the right time, when employers are willing to decide faster and invest bigger. Over the next two months, opportunities will multiply.

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Recent salary data reveals something that challenges conventional wisdom about developer value. While US software engineers average $105,683 annually, Filipino mid-level developers earn between $7,936-$32,500 per year, yet multiple industry reports show they're consistently delivering comparable quality and performance. According to Full Scale's research, Philippine developers possess "excellent communication skills" and "strong technical education," with the country producing over 40,000 IT graduates annually. This is not about finding cheaper alternatives. It deals with understanding that the global talent market has essentially shifted the relationship between price and performance. The data becomes even more compelling when you examine specific metrics. Toptal's 2024 offshore development analysis shows that Filipino developers demonstrate "cultural compatibility with Western countries" and deliver quality output that often requires less debugging than their higher-paid counterparts. The time zone advantage and English proficiency create operational efficiencies that Western teams struggle to match. What's driving this performance gap? Filipino software engineers earning $30K-60K annually represent the top tier of their local market, attracting professionals who treat international projects as career-defining opportunities. Meanwhile, developers earning $150K-200K in Western countries often view projects as stepping stones to their next role, creating different levels of commitment and attention to detail. Industry analysis from multiple outsourcing firms confirms that companies are achieving 60-70% cost savings while maintaining or improving delivery timelines and code quality standards. This isn't theoretical anymore. It's measurable data that's reshaping how smart engineering leaders build their teams. The strategic advantage belongs to companies that recognize this shift early. They are building hybrid teams that leverage global talent arbitrage while competitors struggle with inflated local hiring costs and talent shortages.

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Sometimes the smallest changes feel biggest. Before this simple crosswalk, it took several "ups and downs" of tunnels to get from one end of Makati, Philippines to another. Makati is spending PHP13 billion (US$230 million) transforming Greenbelt 1 into a luxury retail destination. BDO's breaking ground on Norman Foster-designed twin towers. BPI's rebuilding their 45-story headquarters by 2030. Zoning changes coming will allow floor area ratios, unlocking 2.6 million square meters of new office space. Billions in redevelopment. Decades of planning. World-class architects. But this simple crosswalk? Changed how thousands of people move through the city overnight. Sometimes the most human upgrade costs the least.

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OK, a recent study showed that AI job agents outperformed humans in the recruiting process. HOWEVER, the abstract everyone pulls from is lacking a KEY piece of information: ALL the participants in the study were based out of the Philippines in the customer service industry. This is a relatively low-skilled job when compared against higher level professional roles. So before you get your AI knickers in a twist, you need to actually understand WHAT was being evaluated, not just HOW. (Section 2.2) file:///C:/Users/kmfif/Downloads/ssrn-5395709.pdf

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✈️ Cebu Pacific Air set out to strengthen security while keeping development moving fast. With Checkmarx One, they streamlined AppSec across teams, embedded security into CI/CD, and cut their vulnerability density nearly in half. What started with 10 security users has now scaled to more than 100 developers actively building securely, with faster remediation, reduced backlog, and compliance confidence. Read the full case study to see how Cebu Pacific transformed their AppSec program with Checkmarx One: https://lnkd.in/eMG2Qt9N

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