Hiring in the Philippines presents a distinct set of challenges for most recruiting teams. The talent pool is large and English-proficient, yet competition for mid-to-senior roles remains fierce, particularly in tech, business process outsourcing, and professional services. Many hiring managers struggle to filter applicants efficiently, manage visa and work-permit requirements, and maintain consistent communication across time zones. Raffi, an agentic AI recruiter, handles the full interview cycle for roles in the Philippines by engaging only those candidates who actively apply to your job. The platform operates in English and processes salary discussions in PHP, aligning with local compensation frameworks. Raffi integrates with Workable and Google Calendar, allowing you to manage workflow without switching systems. Beyond language and currency, Raffi respects Philippine labor regulations, including work-permit pathways and contract terms. The system runs interviews asynchronously, removing the friction of scheduling across multiple time zones and reducing hiring cycle time. Instead of fielding dozens of initial applications manually, you receive structured candidate assessments and move directly to your shortlist. For hiring managers in Manila, Cebu, Davao, and beyond, Raffi removes the operational load of first-pass screening, letting your team focus on strategic hiring decisions and team fit.
3
Cities supported
30+
Candidate interview languages
<24 hrs
Application to first contact
Raffi calls every applicant for a 10-15 min structured interview. Not just the top 5 résumés — every one. Result: nobody good slips through.
Conversational AI interview, rubric-anchored scoring, transcripts you can read. You get a top 3-5 shortlist while competitors are still scheduling first-rounds.
SaaS pricing from $199/mo. No 15-25% of first-year salary, no per-hire kickback. Cancel anytime.
The Philippines labor market remains robust for white-collar roles. Tech talent, particularly software engineers and product managers, is in steady demand from both multinational companies and growing local startups. Business process outsourcing and customer service roles continue to absorb significant volumes. Healthcare, finance, and e-commerce sectors are expanding hiring. Migration to higher-wage markets remains a persistent factor—many mid-career professionals seek overseas roles, which tightens supply for local teams. Blue-collar manufacturing and construction sectors face cyclical pressures tied to infrastructure spend. English proficiency is a competitive advantage; most professionals in corporate roles speak fluent English, reducing language barriers for multinational teams. Work-permit requirements apply for foreign nationals, though many roles hire locally. Salary growth in major metros (Metro Manila, Cebu) remains modest relative to developed markets, keeping labor costs low. Remote work normalized post-2020, expanding the geographic spread of hiring beyond traditional employment hubs.
Hiring in the Philippines requires clear understanding of work-permit rules for foreign nationals and visa sponsorship costs if hiring expats. Most corporate hiring targets Philippine citizens or ASEAN nationals with existing work authorization. English is the de facto language for white-collar roles, though Tagalog fluency may be relevant for customer-facing or local management positions. Salary expectations in PHP reflect lower-income tier positioning—competitive offers range widely by sector and seniority. Common hiring channels include LinkedIn, local job boards, and industry-specific networks. Labor contract terms and statutory benefits (SSS, PhilHealth, Pag-IBIG contributions) are non-negotiable. Notice periods and severance rules differ from Western standards. Cultural factors include respect for hierarchy, value placed on stability, and preference for transparent communication. Time zone (PHT, UTC+8) is significantly ahead of US and Europe, requiring asynchronous or off-hours coordination for global teams.
Raffi's structured interview format and rubric-based scoring is designed to meet anti-discrimination standards in Philippines. AI use is disclosed to every candidate, and human review of every hire decision is built in.
Candidate transcripts and recordings are stored with consent, candidate-accessible, and removable on request. Per-country data residency available on Growth plan.
Yes. Raffi operates in 30+ languages and supports candidate calls in any timezone via self-booking — there's no per-country integration. If you can post a role from Philippines, you can run Raffi from Philippines.
Raffi is calibrated against the major AI-in-hiring frameworks (EU AI Act + NYC Local Law 144) and discloses AI use to every candidate before the call. For Philippines-specific work permits and right-to-work checks, those happen outside Raffi — we screen, you verify eligibility before extending an offer.
Yes. Foreign nationals require an Alien Employment Permit (AEP) issued by the Department of Labor. Your company must demonstrate that no qualified Filipino can fill the role. Processing typically takes 2–4 weeks. Sponsoring an expat carries cost and administrative overhead, so most companies hire Philippine citizens or ASEAN nationals with existing authorization.
Employers must contribute to Social Security System (SSS), Philippine Health Insurance (PhilHealth), and Home Development Mutual Fund (Pag-IBIG). Statutory benefits also include paid leave, overtime pay, and 13th-month bonus (pro-rated). These are non-negotiable legal requirements, not discretionary.
Raffi runs asynchronous interviews, so candidates respond on their schedule. This eliminates the friction of live scheduling across time zones and allows your team to review responses when convenient. Results flow directly to Workable, keeping all hiring data in one place.
Agentic recruiting is recruiting done by an AI agent that takes action on your behalf — not a chatbot or résumé summarizer. Raffi calls every applicant for a structured 10-15 minute interview, scores them against your rubric, and hands you a ranked top 3-5. The work happens autonomously.
Most agencies charge 15-25% of first-year salary as a placement fee — a $90k hire runs $13-22k. Raffi is SaaS at $199-599/mo plus per-action credits, typically landing under $10k/year for a team hiring 12 people. Same shortlist quality, no placement contract.
About 25 minutes to onboard, post your first role, and have Raffi ready to interview applicants. No engineering work, no integration project. Connect your work email, paste a JD, you're live.
Free $25 starter credit. No credit card. Screening live by tonight.