REMOTE SUPPORT STAFF · PERTH-BASED · AUSTRALIA-WIDE
Hire Skilled Overseas Staff for Your Business
Remote support workers sourced, onboarded, and integrated into your business.
$3,500. No ongoing costs.
Aligned with Australian Fair Work laws.
Labour costs are one of the biggest constraints on SME growth. You need capacity to serve more customers, deliver more projects, and grow, but local hiring costs make that prohibitively expensive. Hiring remote staff from the Philippines gives you skilled professionals at 40–60% less than Australian equivalents. But many businesses get it wrong, not because they chose the wrong person, but because nobody helped them set it up properly.
Simkul Solutions changes that. We recruit the right person and integrate them properly into your business, with 3 months of post-placement support and a rehire guarantee if the fit isn't right.
Are you ready to hire remote staff?
Take our overseas staffing readiness assessment. No email required.
Everything Included. One Fee. No Surprises.
A complete, end-to-end service. From finding the right candidate to having them functioning effectively in your business.
$3,500 · Overseas staffing · One-time fee · No ongoing costs · No hidden charges
Full candidate sourcing from our Philippines talent network. We find the candidates so you don't have to.
Skills, technical and communication assessment. Every shortlisted candidate is rigorously evaluated.
Reference and background checks. Employment history and credentials verified.
Interview shortlisting. You receive 3–4 qualified candidates and make the final choice.
Role scoping and job description clearly defined before sourcing begins.
Contracts, compliance and payment setup guidance: clear and practical.
Full onboarding and operational integration: tool setup, communication protocols.
3 months post-placement support. Check-ins at 30/60/90 days. We stay with you through the critical first quarter.
or call us directly: 0468 083 663 | Perth, Western Australia
Testimonials
Sign-Up to Onboarded: 4-6 Weeks
A clear, structured process from your first consultation through to your new hire being fully operational in your business.
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Week 1: Discovery & Role Scoping
We learn your business, define the role precisely, and develop a targeted job description.
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Weeks 1–2: Sourcing & Assessment
Active candidate sourcing, skills assessments, communication evaluation, and background checks.
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Weeks 2–3: Shortlist & Your Interview
You receive 3–4 qualified candidates and conduct your own interviews to make the final choice.
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Weeks 3–6: Onboarding & Integration
Contracts, payment setup, workflow design, tool integration.
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Months 1–3: Post-Placement Support
Ongoing check-ins at 30/60/90 days, with you and your hire to resolve issues early and ensure long term success.
Why the Philippines, and Why Now?
The Philippines is Australia's leading source of skilled remote staff, for sound reasons. English is an official language, professional education standards are high, and there is a large, experienced pool of remote workers with international client exposure. Time zones align well with both Perth and eastern Australia, making real-time communication practical without demanding unreasonable hours from your team member.
For small businesses, the economics are compelling. A skilled Filipino professional in administration, bookkeeping, customer service, or digital marketing typically earns AU$1,200–$2,000 per month. That’s 40-60% less than a Perth equivalent, while receiving an above-market wage by Philippine standards. Handled correctly, this isn’t taking advantage of others. It’s a genuine opportunity for mutual growth.
For decades, offshoring was only accessible to large corporations. Technology and direct-hire models have changed that. Small businesses can now access exactly the same talent, if they have the right support.
What the numbers look like
Based on hiring an experienced admin coordinator. Estimates based on Perth market rates. Savings vary by role and individual salary.
Perth equivalent (est.)
$65k/yr
Philippines Hire (est.)
$20k/yr
Simkul fee (once)
$3,500
Year 1 net saving
$41,500+
Year 2+ annual saving (no Simkul fee)
$45,500+
How Simkul Recruits and Integrates Your Overseas Team Member
A structured, transparent process built from years of direct experience hiring and managing remote teams. Our process is designed to give both you and your new hire the best possible start.
Discovery Call. Understanding Your Business (Free, no obligation)
We start by listening. We learn your operations, workflows, culture, and what the right person looks like for your team. Not every role is the same, and not every business is ready for the same hire
Role Scoping and Job Description (Included in your fee)
We define the role precisely: responsibilities, tools, hours and performance expectations before a single candidate is approached. Vague briefs produce poor hires. Clarity at this stage is everything.
Candidate Sourcing and Rigorous Assessment (Skills, Communication, Background)
We source candidates through our Philippines network, then assess every shortlisted candidate for technical skills, English proficiency, communication style, and reliability. We verify references and conduct background checks.
You Interview and Choose (Your decision, always)
You receive a shortlist of up to 5 qualified candidates and conduct your own interviews. The final decision is always yours. This is your hire and your relationship, not ours to assign.
Onboarding and Operational Integration (The Simkul difference)
This is where Simkul goes further than any recruitment service. Virtual staff onboarding is where most offshore arrangements fall apart - tools not set up, tasks unclear, nobody to ask. We handle it before day one. Communication platforms, reporting structures, and a 30/60/90-day plan so your hire is effective from day one, not still finding their feet at month three.
3 Months Post-Placement Support (Included, no extra cost)
Regular check-ins with you and your hire through the first three months. We catch issues early, support communication gaps, and make adjustments where needed thus protecting your investment and your hire's wellbeing.
Virtual Staff Onboarding: What's Included
Contractor or EOR hiring options
Documented SOPs and Process Maps
Every key task your hire will perform is documented before they start so there is no ambiguity and no guesswork.
Tools and System Access Setup
Communication platforms, project management tools, shared drives, logins, configured and ready on day one.
Meeting Cadences and Reporting
Regular check-ins, clear reporting expectations, and escalation paths. Ensures both sides stay aligned as the relationship develops.
30/60/90-Day Milestone Plan
Structured goals for the first three months give your hire clear targets and give you clear expectations for their progress.
Meet Luke and Simone, and why this service exists
Luke and Simone have been hiring remote team members from the Philippines since 2018. Over the years, they have experienced the full spectrum of offshore hiring arrangements - BPOs, direct hires, and placement agencies. What they found, consistently, was a system that failed everyone involved.
BPOs and agencies take the majority of what clients pay, leaving the recruit with a fraction of their worth. Candidates are placed into roles with no onboarding, no clear expectations, and no communication framework - essentially set up to fail from the start. And when it inevitably goes wrong, it is the recruit who bears the cost, and the client who blames offshoring itself rather than the broken process.
Having navigated these failures personally, and having learned what works, Luke and Simone built the overseas staffing service they wish had existed when they started. It's drawn from fourteen years combined experience and real mistakes, built on a simple belief: both the business and the person they hire deserve a fair deal and a real chance to succeed together.
Which roles are the best fit?
The Philippines is Australia's leading source of virtual assistants, remote admin staff, bookkeepers, and digital specialists. Based on our experience with Australian small businesses, dozens of roles across admin, finance, marketing and industry-specific support work well remotely, provided the integration is done properly.
We've put together a practical list, the 100+ tasks that come up in almost every discovery call we run. It's not a job description. It's a starting point: read it, tick what's familiar, and you'll have a much clearer picture of where an overseas hire could genuinely help.
Not sure if your role is suitable? As a general guide: if the role involves a computer, an internet connection, and doesn't require constant in-person presence, there is likely an excellent Filipino professional who can fill it well. Roles that typically remain local: those requiring deep Perth market knowledge, constant face-to-face client interaction, or complex Australian regulatory sign-off in real time.
Related Services
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Business Operations & Reporting
If your new hire needs documented processes and clear reporting to succeed in the role, this is where that gets built.
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Technology and Automation
Cuts the manual work around your new hire too, not just the tasks they take on.
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Business Strategy and Planning
If overseas hiring is one piece of a bigger growth plan, this is where that plan gets built.
Ethical hiring for both sides of the arrangement
Hiring overseas only delivers long-term value if it's genuinely fair to the person doing the work. These are the principles Simkul holds to on every placement.
Full Salary Transparency
You see exactly what your hire earns. Simkul doesn’t mark up salaries or take any cut from the candidate side. What you pay them is what they receive.
Fair Market Wages
We benchmark every role against current Philippine market rates. Our candidates receive competitive, above-average wages, not minimum rates that keep them looking for alternatives.
Mutual Economic Benefit
Your savings and your hire's above-market wage aren’t in tension. They are the design. When structured correctly, both parties win.
Set Up To Succeed
Every placement includes proper onboarding, clear expectations, and communication support. We do not place candidates into environments where failure is the likely outcome.
Continued Support
Three months of post-placement check-ins means problems get addressed early, protecting both your investment and your new team member’s wellbeing.
Clarity From Day One
Your hire knows their role, their pay, their responsibilities, and who to go to when things are unclear. No vague promises, no hidden expectations.
A few things people usually ask.
Why not just hire remote staff directly myself?
You absolutely can, and some businesses do this successfully. But it's 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's already stretched.
More importantly, vetting is only part of the challenge. The reason most DIY overseas hires underperform or leave usually isn't a poor candidate. It's poor integration: no workflow documentation, no clear task structure, no communication protocols, no regular check-ins. Simkul's process includes everything the DIY approach typically skips, and those are the parts that decide whether the arrangement succeeds.
Why not use a BPO or outsourcing agency?
BPO (Business Process Outsourcing) companies and traditional staffing 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're paying ongoing fees for "management" that often amounts to very little practical value.
Luke and Simone experienced this first-hand over years of overseas hiring. The BPO model can work at enterprise scale, but for most Australian small businesses it's 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 fee with nothing ongoing.
Are they employees or contractors, and what is the difference?
Most Australian small businesses 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're not required to pay Australian superannuation. This is the most common and straightforward approach for remote overseas 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 onboarding and helps you choose the structure that fits your situation, the role, and your risk preferences. We can also direct you to appropriate legal advice where the situation warrants it.
How do I pay my new recruit?
You pay your hire directly each month. No Simkul involvement required after placement. The most common methods used by Australian small businesses are:
Wise (formerly TransferWise), the most popular option with competitive AUD to Philippine Peso exchange rates, low transfer fees, and fast settlement, or direct bank transfer, which is straightforward though typically less competitive than Wise.
Simkul walks you through the payment setup process as part of onboarding, so your first payment is simple and reliable. Most clients find this becomes a routine five-minute monthly task.
Why does integration matter so much?
The most common reason remote hiring arrangements fail isn't the quality of the hire. It's that the business wasn't 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's integration work prevents this from the start.
What if we’re not a good fit?
That's a valid concern and one we actively plan for. Bringing a remote team member into your business, 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. If it becomes clear the arrangement isn't right despite these efforts, we'll guide you through the next best steps with transparency.
What is Simkul’s criteria and process for recruitment?
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, assessed through structured interviews and written tasks, not just self-reported fluency
Technical skills, through role-specific tasks and assessments
Work history and reliability, through reference checks and verification of experience and credentials
Communication style: how the candidate communicates under pressure, handles feedback, and asks for clarification
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.
Is this the same as offshoring or offshore staffing?
Yes. Hiring remote staff overseas is sometimes called offshoring or offshore staffing. We tend not to use the term, partly because here in WA "offshore" usually means oil and gas work, and partly because the word carries baggage from the BPO industry that our direct-hire model deliberately avoids. Whatever you call it: you hire a skilled person overseas, they work directly for you as part of your team, and we make sure it's set up properly.
Who are Luke and Simone from Simkul Solutions, and why are they offering this service?
Luke and Simone are the founders of Simkul Solutions, a Perth-based small business consulting firm supporting small businesses across operations and business efficiency.
Since 2018, they've 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 international hiring 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, the model gets the blame rather than the broken process that caused it.
Having made those mistakes themselves, and learned what works, Luke and Simone built the service they wished had existed earlier. Ethical, well-structured overseas hiring is good for Australian businesses and good for the talented professionals in the Philippines who deserve a fair arrangement. Both sides should benefit. With the right process, they do.
Ready to expand your team?
Your next great hire is waiting in the Philippines
Book a 30-minute consultation. We'll listen carefully to your business and your goals, and tell you honestly whether overseas hiring is the right move for you right now. No sales pressure, no obligation.
Recruitment | Onboarding | 3 Month Support | $3,500 +GST
Placing skilled remote staff since 2018 with 90% retention rate.
or call us directly: 0468 083 663 | Perth, Western Australia