Your next great hire is waiting in the Philippines. We'll find them, integrate them properly, and stay with you for three months.

You absolutely can, and some businesses do this successfully. But it is time-consuming and the risks are significant. Sourcing candidates across international job platforms, running your own assessments, verifying references, and navigating contracts and payment logistics takes considerable effort for a business owner who is already stretched.

More importantly, vetting is only part of the challenge. The reason most direct offshore hires underperform or leave is not a poor candidate - it is poor integration. No workflow documentation. No clear task structure. No communication protocols. No regular check-ins. Simkul's process includes everything that the DIY approach typically skips. Those are the parts that determine whether your offshore arrangement succeeds.

BPO (Business Process Outsourcing) companies and traditional offshore agencies typically mark up the cost of your worker by three to five times. For a candidate earning AU$1,500 per month, you might be paying AU$5,000–$7,500 per month to the agency, most of which goes to the agency, not the person doing the work. This keeps wages low, creates resentment, drives turnover, and means you are paying ongoing fees for "management" that often amounts to very little practical value.

Luke and Simone experienced this first-hand over years of offshore hiring. The BPO model can work at enterprise scale, but for most Australian SMEs it is an expensive, opaque arrangement where the recruit is underpaid and the client is overcharged. Simkul facilitates a direct hire. You own the relationship, pay your worker fairly, and Simkul charges one flat fee with nothing ongoing.

Most Australian SMEs engage Filipino professionals as independent contractors. Under a contractor arrangement, your hire invoices you directly each month, is responsible for their own taxes and social contributions in the Philippines, and you are not required to pay Australian superannuation. This is the most common and straightforward approach for remote offshore arrangements.

An employee arrangement involves a more formal employment relationship under Philippine labour law — with obligations around leave entitlements, statutory contributions, and termination processes. Some businesses prefer this for roles with greater responsibility, longer tenure, or where they want a higher degree of formality.

Simkul guides you through both options during the onboarding phase and helps you choose the structure that best fits your situation, the nature of the role, and your risk preferences. We can also direct you to appropriate legal advice where the situation warrants it.

You pay your hire directly each month. No Simkul involvement required after placement. The most common methods used by Australian SMEs are:

Wise (formerly TransferWise): the most popular option. Competitive AUD to Philippine Peso exchange rates, low transfer fees, and fast settlement. Your hire receives funds directly in their Philippine bank account.

Direct bank transfer: straightforward, though exchange rates from major Australian banks are typically less competitive than Wise.

Simkul walks you through the payment setup process as part of onboarding so that your first payment is simple and reliable. Most clients find this becomes a routine 5-minute monthly task.

The most common reason offshore arrangements fail is not the quality of the hire. It is that the business was not ready for them. Unclear tasks, no access to systems, poor communication protocols, no feedback mechanisms. An excellent candidate in a disorganised environment will underperform, become frustrated, and leave. Simkul Solution’s integration work prevents this from the start.

That’s a valid concern and one we actively plan for. Offshoring, like any hiring decision, involves a learning curve and an adjustment period on both sides. If something isn’t working, we focus first on understanding why - whether that’s role clarity, expectations, communication, training, or integration.

We work alongside you to troubleshoot issues early, refine processes, and adjust how the role is structured or supported. Often, small changes make a significant difference in performance and fit. Our approach is practical and collaborative, not transactional, we’re focused on helping you build a setup that works sustainably for your business.

If it becomes clear that the arrangement isn’t right despite these efforts, we’ll guide you through the next best steps with transparency and honesty, ensuring you’re informed and supported in making the right decision for your business.

Our recruitment process is built around finding not just a qualified candidate, but the right person for your specific business and working environment.

Discovery first: Before we source a single candidate, we spend time understanding your business - your workflows, your culture, your communication style, and what success looks like in this role. This shapes everything that follows.

Our assessment criteria includes:

• English proficiency: Written and spoken communication assessed through structured interviews and written tasks, not just self-reported fluency

• Technical skills: Role-specific tasks and assessments relevant to the tools and responsibilities of the position

• Work history and reliability: Reference checks with previous employers, verification of experience and credentials

• Communication style: How the candidate communicates under pressure, handles feedback, and asks for clarification. This is critical for remote arrangements

• Cultural fit: Understanding of Australian business norms, responsiveness, and professional demeanour

• Background check: Employment verification and, where relevant, identity verification

Only candidates who meet all criteria reach your shortlist. You receive 3–4 qualified candidates with our assessment notes and conduct your own interview to make the final decision.

Luke and Simone are the founders of Simkul Solutions, a Perth-based SME consulting firm supporting small and medium businesses across operations and business efficiency.

Since 2018, they have personally recruited and managed remote team members from the Philippines across their own businesses and consulting work. Over those years, they experienced every version of the offshore model - BPOs, placement agencies, direct hires through freelance platforms - and found consistent, frustrating problems with each.

BPOs and agencies take the majority of what clients pay, leaving the recruit earning a fraction of their market value. Agencies place candidates with no real onboarding and no ongoing support, leaving both the business and the recruit to figure it out alone. Many recruits are essentially set up to fail: no clear tasks, no system access on day one, no feedback, no communication structure. When things go wrong, it is blamed on "offshoring" rather than on the broken process that caused it.

Having made those mistakes themselves - and having learned what genuinely works - Luke and Simone built the Simkul Solutions offshore service they wished had existed in 2018. The model is built on a simple belief: ethical, well-structured offshore hiring is good for Australian businesses and good for the talented professionals in the Philippines who deserve a fair arrangement. Both sides should genuinely benefit. With the right process, they do.