Jonas Alec Aguilar

The Philippines isn’t just answering phones anymore—it’s building world-class software. The country’s outsourcing sector has evolved fast. Today, Filipino developers are building applications, securing networks, and analysing data for North American companies—often at a fraction of the local cost. Why the change? Quality talent pool – Technical training and English skills are strong.  Cultural fit – Shared working style with Western teams.  Cost advantage – Significant payroll and overhead savings.  Established industry – Reliable infrastructure and experienced service providers. I’ve seen teams deliver outstanding results while working thousands of miles away. It’s proof that the right people, in the right environment, can outperform expectations—no matter where they are. If you’re building software, your best next hire might be in the Philippines. #CCTalent #CCTalentGlobal #CC•Talent #SoftwareDeveloper #WebDeveloper #WebDevelopment #Programmer #Technology #Software #Outsourcing #OutsourceSoftwareDevelopment #OffshoreTeam #RemoteTeam #BusinessGrowth

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Why do most offshore software development projects fail? It’s almost never because of technical skill. At Full Scale, I’ve hired over 300 developers in the Philippines. I’ve seen firsthand that there are brilliant engineers all over the world. The real issue isn’t finding talent. It’s leading and managing global teams the right way. Too many companies rush into offshore hiring to cut costs. Then they’re surprised when things break down. What’s usually missing? • Clear communication frameworks • Cultural alignment • Strong technical leadership If you’re thinking about building a global development team, don’t just focus on resumes or hourly rates. Start by building up your leadership. Your technical chops won’t matter if your team can’t communicate clearly or align around shared goals. The right leadership turns global teams into a competitive advantage. The lack of it turns them into a liability. Want to succeed with offshore development? Lead like it matters. Because it does.

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26 (na) Komento

Meta hires 2,000 Filipinos every month. Amazon spends $100M+ annually on BPO contracts. Google, NVIDIA, Zoom - they all have massive Filipino teams. The Fortune 500 figured this out years ago. Now you can access the same talent pool. The difference: Big Tech gets first pick because they hire thousands at once. You get whoever's left over... unless you work with us. Same people. Same skills. Same work ethic. Just now they're working for your business instead of a tech giant. While your competitors are still posting on Indeed, you're hiring from the talent pool that built Silicon Valley's back office.

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2 Komento

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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10 Komento

October is not just another month in the Philippine job market. It's one of the golden windows where your applications are statistically 3x more likely to get responses, and most job seekers don't realize it's happening. This unexpected hiring surge comes from perfect timing: companies rushing to fill positions before year-end budget closures, performance review cycles creating internal movement, and Q1 planning that needs teams in place. Add upcoming holiday staffing needs, and you get the highest monthly volume of quality job postings across industries. The sectors seeing the biggest October surges are BPO companies ramping up for holiday season volume, retail preparing for year-end shopping peaks, logistics building capacity for increased deliveries, and finance teams closing books and planning for fiscal year transitions. This is how to capitalize on this. Look for "urgent hire" signals in job postings: phrases like "immediate hire," "ASAP start date," or "fast-growing team." These indicate compressed timelines and faster decisions. Companies posting with these signals are often willing to expedite interviews and make offers within 1-2 weeks instead of the usual month-long process. Timing matters for application submission. Tuesday through Thursday, between 9-11 AM, sees the highest recruiter activity. Your application lands when they're actively reviewing, not buried under weekend backlogs. Your October action plan: Week 1, update your resume and LinkedIn for year-end hiring language. Week 2, apply to 10-15 priority roles in surge industries. Week 3, follow up on Week 2 applications and apply to 10 more. Week 4, prepare for increased interview requests and negotiate offers aggressively since companies have budget to close. Don't waste this window. The market shifts dramatically in November.

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The choice between SaaS and on-prem HR systems goes beyond HR priorities. It shapes how your IT team manages scalability, security, and long-term costs. For Philippine enterprises with complex infrastructures, SaaS HR platforms enable faster deployment, automatic updates, and built-in compliance, freeing IT teams to focus on strategy. See how the two models compare and find the best fit for your enterprise. https://hubs.li/Q031djmP0 #GreatEmployersUseSprout #SproutAt10

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🌍 Why Companies Around the World Are Hiring Filipinos In today’s interconnected world, companies aren’t just looking for talent they’re looking for the right talent. And more often than not, they’re turning to Filipino professionals. Here’s why 🇵🇭👇 ✅ Excellent English Skills Filipinos are fluent in English, with clear communication and strong writing abilities essential for global roles. ✅ Cultural Adaptability Raised in a multicultural environment, Filipinos work seamlessly with international teams, bridging gaps and building trust. ✅ Strong Work Ethic Ask any employer Filipino workers are known for their dedication, reliability, and can-do attitude. ✅ Educated and Skilled Every year, the Philippines produces graduates in healthcare, engineering, IT, business, and more ready to compete on the world stage. ✅ Emotionally Intelligent Empathy, hospitality, and resilience are deeply rooted in Filipino culture ideal for roles in customer service, care, and leadership. ✅ Cost-Effective without Compromising Quality Companies can scale with skilled Filipino talent while keeping operations efficient and productive. 💡 The Result? From hospitals in Canada to IT firms in Australia and startups in the U.S., Filipino professionals are helping companies grow, innovate, and succeed. 🙌 To all the hardworking Filipinos abroad and at home your impact is global. 🌟 #FilipinoPride #GlobalWorkforce #TalentAcquisition #RemoteWork #WorkCulture #Innovation #HiringFilipinos #OFW #Philippines

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8 Komento

Stratpoint recently concluded the QA Faculty Bootcamp, a 4-week training that empowered tech educators with real-world QA practices to help shape the future of Philippine tech talent. In collaboration with the academe, we’re aiming to share our QA expertise with the next generation of tech professionals—and showing what’s possible when industry and education come together. Learn more about how #StratpointCareers empowers people to lead, share, and grow: https://hubs.ly/Q03ySZ_b0

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The 4 expensive mistakes I made with my first hires from the Philippines 𝗺𝗶𝘀𝘁𝗮𝗸𝗲 #1 𝗖𝗵𝗮𝘀𝗶𝗻𝗴 𝗽𝗿𝗶𝗰𝗲 𝗼𝘃𝗲𝗿 𝘃𝗮𝗹𝘂𝗲 “cheap” isn’t the same as “good value” the kind of talent i want to work with? theyre not applying to $2/hr jobs 𝗺𝗶𝘀𝘁𝗮𝗸𝗲 #2 𝗛𝗮𝘃𝗶𝗻𝗴 0 𝘀𝘁𝗮𝗻𝗱𝗮𝗿𝗱𝘀 many lower standards simply because theyre overseas "can speak English" instead I developed an internal 4-level vetting protocol to be insanely picky 𝗺𝗶𝘀𝘁𝗮𝗸𝗲 #3 𝗜𝗴𝗻𝗼𝗿𝗶𝗻𝗴 𝗰𝗵𝗮𝗿𝗮𝗰𝘁𝗲𝗿 wow your new hire's resume looks great! but i would never hire them for me, CHARACTER is KING i can teach someone the hard skills but i cant teach someone to care 𝗺𝗶𝘀𝘁𝗮𝗸𝗲 #4 𝗔𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 most “VA problems” are actually leadership problems if you treat them like “your assistant” that’s exactly what you’ll get stop saying VAs suck when you: • hire the cheapest person • have zero standards • ignore red flags • ghost them anybody else made these mistakes, or just me? -Zack

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Aboitiz transformed identity security across its global operations with SailPoint. By replacing manual systems with automated identity governance, Aboitiz now manages more than 22,600 user accounts across 47 business units, supporting zero trust, faster onboarding, and timely deprovisioning as it continues its cloud journey. Read the story: https://slpnt.co/498h0gb

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Empowering the Philippines to Lead the AI Revolution AI CERTs® is proud to announce its strategic partnership with ETX Ph, a collaboration dedicated to upskilling and empowering the nation’s workforce with globally recognized AI and technology certifications. Together, we’re unlocking future-ready pathways in Artificial Intelligence, Data Science, Cybersecurity, and Digital Skills, helping Filipino learners gain the competitive edge needed to thrive in a rapidly evolving global economy. Through this alliance, AI CERTs® and ETX Ph are bridging global innovation with local empowerment, bringing internationally benchmarked credentials to every professional and student ready to shape the future. 🌐 Whether you’re an aspiring tech professional or a seasoned leader preparing for the next wave of digital transformation, this is your opportunity to get certified, stay relevant, and lead with AI. 👉 Explore the partnership and start your journey toward a future-ready career: https://lnkd.in/gRH97jU4 #AICERTs #ETXPhilippines #AI #Education #Upskilling #DigitalTransformation #FutureReadyWorkforce #AIinEducation #AITraining #GlobalSkills #MicroCredentials #CareerGrowth #AIInnovation #TechEducation #ProfessionalDevelopment #EdTech #AIRevolution #Philippines

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After a short pause from posting, it feels good to share a solid update. Six Filipino professionals are now in Hungary, visas approved and TRC issued on the same day. Smooth execution like this doesn’t happen by chance, it’s the result of planning, compliance, and partners who respect timelines. In cross-border hiring, speed is important. But predictability and process discipline matter more. This is how sustainable international recruitment should look: clear steps, realistic expectations, and outcomes delivered without noise. Back to work. Back to building. #GlobalMobility #EuropeHiring #WorkPermit #VFS #OFW #FilipinoProfessionals #InternationalRecruitment

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2 Komento