Three lines: their salary at cost, $599 + GST a month, and $1,999 + GST once to recruit them. All in, that's about NZ$1,770 to NZ$2,280 a month at junior level and NZ$2,440 to NZ$3,220 at experienced level, depending on the role (October 2026). Pricing has every department's figure and one role worked line by line.

Everything it takes to employ and look after them: HR, payroll and admin, compliance, attendance tracking and reporting, the monthly performance check-in, an IT and HR helpdesk, your Customer Success Manager, our culture and retention programme, termination support if it's ever needed, and free replacement recruitment within 180 days. It's the same whether they work 20 hours a week or 40.

Equipment (they use their own), office space if you want them in one (from NZ$100 a month), the 10% night-shift loading for hours between 10pm and 6am Philippines time, optional signing and referral bonuses, role-specific training, and holiday premium pay if you ask them to work a Philippine public holiday. Each one is on the Pricing page with its figure.

Because our number is the whole cost of employing someone properly, full-time and for you alone. It includes their 13th-month pay, the Philippine statutory contributions, health cover, leave, HR and payroll, a Customer Success Manager and the 180-day replacement guarantee. All in, that's about NZ$12.50 to NZ$16 an hour at junior level and NZ$17 to NZ$22 at experienced level in the first year, recruitment fee included (October 2026). A lower advertised rate can be real, so ask what's in it: who employs the person, whether they're full-time and only yours, whether health cover and the 13th month are included, and what happens if they leave.

Because the saving depends on the role and on what a local hire would cost you, and a percentage you can't check doesn't help you decide. So we publish the cost instead, line by line, and Productivity Lift shows what the hire gives back in senior time, with your own team size and rate. Compare it with your own local number, or bring that number to the call and we'll work it through together.

A legal entitlement in the Philippines: one extra month's basic salary each year. It's built into the salary line on your invoice, a twelfth each month, so there's no lump sum at Christmas.

Monthly in advance, on seven-day terms, with one invoice covering their salary at cost and the $599 fee. The $1,999 recruitment fee is a one-off invoice.

Yes, and you're the judge of it, because nobody gets an offer you haven't approved. 96% of the roles we fill are right with the first person we place [placeholder]. Pay in the Philippines reflects the cost of living there, so the same budget buys more experience than it would in New Zealand or Australia. Everyone passes eight steps of vetting before they start, and in 2026 two shortlisted candidates were dropped at reference stage.

Eight steps, and yes, you choose. The steps: a CV screen, a pre-screening assessment, your shortlist, an HR interview, a technical test where the role needs one, your interview, reference checks, and the pre-employment requirements, including AI Certification. You pick the shortlist and interview them before any offer is made.

Not on day one, any more than a local hire would, which is why the first tasks to move are the ones that are already repeatable - we pick those out together on the call. Onboarding is documented and run by us, and writing down the tasks you hand over is part of it. Ronda, your Customer Success Manager, checks in with you and with them every month.

Yes. Their salary passes through at cost, with no margin taken, and on top of it they get 13th-month pay, the Philippine statutory contributions (SSS, PhilHealth and Pag-IBIG), Maxicare health cover, 15 days' leave a year, long-service leave, and work from home. Pricing lists each one with its closest equivalent at home. Their pay changes only with your approval. Our modern slavery policy is public.

Use AI, and have someone to run it. AI handles more of the routine work every year, but someone still has to run it, check what it produces and connect it to your systems. Every Admin Professional passes Outrun AI Certification before day one - communication, problem solving, basic agents, privacy, choosing the right model, transcription and content - and you decide which AI tools and models they use on your work. On the call we work out what to automate, what to hand to a person and what stays with your team.

With one Admin Professional, we give you as much notice as we can; with two or more, they're cross-trained to cover each other. You choose which public holidays your team observes. They're employed under Philippine labour law, so if you ask them to work a Philippine regular holiday, the holiday premium passes through at cost.

You direct the work; we look after the person. In practice:

• You set the priorities and the standard in week one, then manage the outputs. Any change to their pay needs your approval.
• Ronda, your Customer Success Manager (New Zealand-based), runs onboarding, the monthly check-in with you and with them, and the monthly report, and she's your first call if something isn't working.
• Our Philippines HR team runs payroll, leave, compliance and pay reviews (with your approval), and anything HR.
• Your Admin Professional does the work, in your tools and your hours. We ask them to tell you when they're stuck or stretched, and the monthly check-in is where it comes out if they don't.

Tell them early that the admin is going offshore, not their jobs, and that the point is to give them their time back. We can give you a suggested order and wording for those conversations; whether you use it is up to you.

Your clients care about the judgment and service they get from your people, and an Admin Professional gives your people more time for both. Some of our clients tell their customers; some don't. On the call we'll talk through what to say, and when - and the call itself is confidential.

No. The person in the local role stays, and gets back the hours they were losing to work that doesn't need them. Looking to replace a team you already have? That's a harder conversation. Book the call anyway - we'll tell you straight whether it works.

Nothing long-term: there's no minimum term. Notice is one week in the first six months, two weeks from six to twelve months, and four weeks after that. Their salary changes only with your approval, and our fees change only with three months' notice.

We replace them, free. It doesn't happen often: 96% of the roles we fill are right with the first hire, and when it's the wrong person, for whatever reason, we know within 21 days [placeholder figures]. If the person isn't right in the first 180 days, for any reason, yours or theirs, we recruit a replacement with no new recruitment fee, and a replacement typically starts within 27 days of your go-ahead. If they resign and you don't want a replacement, you can drop the seat within 14 days at no charge.

Most stay: the average time in a role we've filled is 4.2 years, against 2.8 for a local hire in New Zealand and 2.6 in Australia [placeholder figures]. Some people do leave early, which is why the guarantee runs for 180 days. Part of the monthly fee goes on writing the role down, so a departure is a handover: the replacement starts with the tasks documented, and sometimes before the person leaving has gone.

Our record is the best answer we have: 96% of the roles we fill are right with the first hire, people stay 4.2 years on average [placeholder figures], and we've placed 211 people with 71 New Zealand and Australian businesses since 2019 - 31 of those businesses (44%) have come back to hire again. When a placement isn't right in the first 180 days, we replace the person free.

Yes, and here's how, so you can judge it yourself. Confidentiality is in every employment contract, and data protection training is part of induction. Work is done on virtual desktops with standard screen monitoring, and we agree a security plan with you at handover. Our people work under the Philippine Data Privacy Act 2012, which carries criminal penalties, and we follow New Zealand's Privacy Act 2020. We don't hold ISO 27001, and we won't imply we do. Our Data Processing Addendum is public.

About five and a half weeks from your go-ahead to their first day, with a signed offer at about 25 days. The range is 15 to 98 days; the longer ones are usually waiting on interviews or decisions at the client's end.

Not if someone senior is losing a good part of their week to admin. The test is whether there's 20 hours a week of admin or support work that doesn't need your senior people. If there isn't, it usually doesn't stack up, and we'll tell you so on the call.

Yes, and many do: 31 of the 71 businesses we've placed people with (44%) have come back to hire again. With two or more, they're cross-trained to cover each other's leave.

Yes. Our standard shifts cover Sydney, Melbourne and Perth hours, and the Pricing page has an Australian view.

Thirty minutes with Tom, and no commitment. You'll leave with four things: a straight answer on fit, the shape of the role, a firm number for your situation, and the next step, or none. It's confidential: nobody in your business needs to know you're exploring this until you decide to.

Yes. Ask on the fit call and we'll put you in touch with a client in your industry - manufacturing and professional services today, more as clients agree. They'll tell you what worked and what didn't, and we don't sit in on the call.