Offshore staff, recruited properly.

The same way you'd secure any remote employee, and we help you set it up before day one: geofenced access so logins only work from an approved location, device and login policy, least-privilege access, your password manager and MFA, and work happening inside your own Xero/CRM/practice tools rather than copies of your data leaving them. You keep control because nothing ever moves into our systems - and we've made these exact decisions for LINK's own Philippine team.

They work for you, day to day, inside your business - we recruit them, then handle the ongoing management layer: payroll arrangements, HR support, check-ins, and problem-solving when anything arises. You direct the work; we make the arrangement run smoothly. In the first conversation we'll walk through exactly how the engagement is structured and how it compares to employer-of-record and seat-lease models.

The Philippines has deep professional-services talent: degree-qualified accountants (many CPA), experienced bookkeepers, developers and administrators with years of experience working for Australian businesses. The difference between a great offshore hire and a poor one is recruitment and support - which is exactly the part we own. We screen to the same bar we hire against ourselves, and when a role needs training on Australian tools and standards, LINK delivers it - quoted per role, agreed up front.

Manila is only two to three hours behind Brisbane - your offshore team member works your business day. Daily stand-ups, camera-on meetings and shared task boards make the distance mostly disappear, and our monthly management layer exists precisely so the people-side - engagement, development, issues - never lands on you alone.

Sometimes a hire doesn't fit - offshore is no different from local in that. If your team member leaves within three months, we rerun the search and replace the role free. If you no longer need the role at all, it's two months' notice and the engagement ends - long enough to give your team member the notice a real person deserves. And if you want to keep them but take the arrangement in-house, it's twelve months' management fee ($5,400 + GST) and they're yours outright. All published above, not buried in a contract.

Our fees are on this page: $1,500 + GST to recruit the role, then $450 + GST a month for ongoing management and support. On top of that you pay the team member's salary - for professional-services roles in the Philippines, typically a fraction of the equivalent Australian salary. Where a role needs specific training, or support beyond the standard layer, it's quoted as needed and agreed up front - never buried in a margin. In the first conversation we'll give you the realistic all-in monthly number for your specific role, in writing.

Most offshore staffing providers charge a hidden margin on top of every salary, every month, forever - so publishing numbers would invite the comparison. Our model is different: a flat recruitment fee and a flat monthly management fee, both published here. The salary is the salary; we don't clip it.

A BPO leases you a seat in their facility and employs the person themselves - you pay a bundled monthly rate and the person is ultimately their staff member. We recruit a person for you: they work in your business, inside your systems and culture, and our role is finding them and then keeping the arrangement running well. It's the difference between renting capability and building your team.

Roles built on defined processes and digital tools: accounting and bookkeeping, admin and executive assistance, customer service, IT and development, design and marketing production. Roles that live on local presence - client-facing meetings, site visits, licensed local advice - stay local, and we'll tell you honestly which is which. Many businesses run a hybrid: a local senior with offshore support.

Yes - LINK's own teams include Philippines-based professionals, and the recruitment approach on this page is the one we used to build them. James, LINK's co-founder, recruited his own offshore team members as the business owner doing the hiring, and Ayu, who leads the service, built and manages LINK's offshore team today. We're not reselling a model we read about; we run it.

Yes. Australian businesses of every size have engaged Philippines-based staff for decades - it's a mainstream, lawful way to build a team. What matters is doing it properly: structuring the engagement correctly, honouring Philippine employment entitlements, and remembering your Australian Privacy Act obligations follow your data wherever it's processed. All of that is set up as part of the placement - and because your team member works inside your systems, your existing security controls keep applying.

No. Super guarantee and PAYG withholding attach to Australian employees; a properly structured Philippines-based engagement sits outside both. The flipside is that Philippine entitlements apply instead - 13th month pay, SSS, PhilHealth and Pag-IBIG - and we make sure they're honoured in full. That's part of paying fairly, and it's all itemised in your quote. (General guidance, not tax advice - and as part of an accounting group, we can actually walk you through your specific position.)

The preparation work, yes - lodgement and sign-off stay with your registered agent onshore. Tax Practitioners Board supervision requirements mean your offshore accountant works under your registered agent's review, preparing workpapers, reconciliations and draft returns that are checked and lodged in Australia. That's exactly how LINK's own Philippine team works with its Brisbane accountants - including complete offshore teams for accounting firms.

For a quality full-time VA working Australian hours: typically $1,200-$2,000 a month in salary (see the bands above), plus our $450 monthly management fee - roughly $10-$15 an hour all-in. You'll see marketplaces advertising $4-$8 an hour; at that level you're hiring unmanaged freelancers and doing the screening, management and replacement yourself. The bands we publish are what reliable, experienced people actually cost.

Done properly, offshore roles are among the better-paid professional jobs in the Philippines: the bands we publish sit well above local market averages, and they come with full statutory benefits, 13th month pay and health cover. Because we take no margin on salary, every dollar you pay for the role goes to the person doing it. The unethical version of this industry is the race to the bottom on hourly rates - that's precisely what we don't do, and our published pricing makes it checkable.

Engaging an offshore team member is structurally different from employing an Australian: Australian super and award rules don't apply to a Philippines-based worker, and the engagement is typically structured as a contractor or through a local arrangement, which we help set up correctly. As part of an accounting group, we make sure the whole arrangement is clean from a tax and compliance standpoint - something staffing companies typically can't advise on.

Philippine notice periods are typically 30 days, which gives us a running start: we begin the replacement search immediately, manage the handover, and if it's within the first three months the replacement search is free under the guarantee. Turnover offshore is like turnover anywhere - rarer when people are paid fairly, managed well and given real careers, which is what the whole model here is built around.