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Hire an offshore HR and recruitment coordinator in the Philippines
Give your hiring and people admin a dedicated owner. Explore offshore professionals with relevant HR and recruitment experience, discuss your process and systems, then agree the employment cost and terms before hiring.
From USD$1,400 a monthA$2,010 · NZ$2,500 · full-time, before tax
- Works with your tools
- SEEK, LinkedIn, Workable, BambooHR, Employment Hero, Google Workspace
- Works with your team
- Your business hours, NZ, AU or US time
Trusted by teams at
About the role.
What does an offshore HR and recruitment coordinator do?
They handle the administration around hiring and people records, while hiring decisions stay with you.
Draft job ads and post them to the job boards you choose
Screen applications against criteria you set and shortlist for your review
Schedule interviews, send reminders and keep candidates informed
Prepare offer letters and contracts from your templates, for your approval
Send onboarding paperwork and track completion of new starter checklists
Keep HR records, leave balances and policy documents up to date
Which software do they use?
Typical tools include SEEK, LinkedIn, Workable, BambooHR, Employment Hero and Google Workspace. Each profile lists the software that person has used, so you can pick someone who already knows yours.
Hiring decisions and employment advice stay with you. A coordinator can prepare documents and follow your process, but employment law advice should come from a qualified HR adviser or lawyer.
See what your next
hire could save.
Compare the local annual salary with our full-time starting price. Choose your market and team size to see the difference.
Your roleHR & Recruitment Coordinator
Compare with a local hire in
Full-time people
Local salary estimate
NZ$62,000
NZD a year · NZ$5,167 a month
HR & Recruitment Coordinator · New Zealand
Ramp Remote from
NZ$30,000
NZD a year · NZ$2,500 a month
Full-time Philippines hire · before tax · 48% of the local cost
Potential annual savingsNZ$32,000
51% below the local salary estimate.
1 full-time person · your quote confirms the total.
Comparison uses the local salary estimate published by Ramp Remote and this role’s starting service price. The figures have different inclusions. Experience, benefits, taxes and one-off costs may vary. Your quote confirms the total.
What changed for a client
40%
“During a period of rapid growth, [Ramp Remote] gave us access to talent we couldn’t find on our own. They guided each hiring manager through the process, helping us secure the right people with the right skillsets—perfectly matched to our culture. This has significantly reduced the cost of our delivery and back office by upwards of 40%.”
Paul PrichardGroup CEO, Overdose DigitalFind the right person for the work.
What good looks like
Agree a clear hiring and onboarding rhythm. Useful measures include job ads published to your timetable, shortlists that match your criteria, interviews scheduled without clashes and onboarding checklists completed.
Define who makes each hiring decision, who approves offers and contracts, and how candidate and employee information is stored and shared.
Assess the right fit
Our catalogue candidates are reviewed and interviewed by our team.
Discuss experience with your job boards and HR systems, the roles you recruit for and your hiring volume. Ask the candidate to explain how they screen applications consistently, handle a scheduling clash and keep candidate and employee records confidential.
Agree any practical exercise with our team, using fictional information, such as screening sample CVs against a role brief. Confirm the candidate's level of responsibility; do not assume a coordinator can give employment law advice or make hiring decisions. Give only the access the role needs to HR records.
Your next hr & recruitment coordinator could change your day.
More capacity for your business. More time for the work that needs you. Tell us who you need and we’ll help you find the right fit.
Let’s find your personStart with a conversation. Agree the full quote and terms before you hire.
From your brief to their first day.
Meet the person. Understand the cost. Start with a plan you’ve agreed together.
Tell us what you need
Share the work, experience and hours you need. You can start with a role enquiry or discuss someone you have seen in the catalogue.
Meet your shortlist
Review suitable people, discuss relevant experience and interview the candidates you want to consider. Agree any role-specific assessment with us.
Agree the hire and get started
Review the full quote, service terms and working arrangements before committing. Then plan access, handover and onboarding together.
How do I fill my HR & Recruitment Coordinator role in the Philippines?
Start with a brief for your HR & Recruitment Coordinator role: the responsibilities they will own, the systems they will use and the working hours you need to overlap with your team in New Zealand or Australia. Meet candidates against that brief and agree the total monthly cost before choosing a start date.
With Ramp Remote, we employ and support your person in the Philippines. You provide the business context, set priorities and review their work. Start with one clear responsibility and a named manager, then expand the role as the handover takes hold.
Before you hire.
What the monthly price includesThe starting price is a guide for a full-time hire in the Philippines. Your quote confirms the total for your chosen person, agreed hours and service arrangements.
- Experience and scope: specialist skills, seniority and the responsibilities you need affect the price.
- Hours and coverage: agree the working week, time-zone overlap and any evening or weekend needs.
- What is included: ask for the breakdown of employment costs, our service, equipment and any one-off charges, with currency and applicable taxes stated.
We confirm these details before you commit. The starting price is not a fixed quote for every candidate.
Timing depends on the brief, candidate availability, interviews and any notice period. We will agree the next update and a target start date with you once those details are clear. If the right person is not currently available, we can recruit to your brief.
- Set the process: agree screening criteria, templates, record access and who approves each hiring step.
- Work one vacancy through: go through the job ad, shortlist and interview scheduling together.
- Review onboarding and records: check the new starter paperwork and HR records, then agree the ongoing cadence.
You can discuss a role without committing to a hire. Before proceeding, review your written quote and agreement for payment timing, currency and taxes, notice requirements, the support included and what happens if the hire is not the right fit.
We will confirm replacement arrangements and any conditions in your agreement before you proceed.
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