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It’s not just the workload that’s killing your human resources (HR) department, but also inefficiencies brought by manual processes and poor technology integration. According to Deloitte’s Modernizing HR: Design Thinking and New Technologies to Help Enhance Employee Experience, cited by Deel, administrative tasks consume 57% of HR employees’ time.
As a business owner and employer, this is deeply concerning. The time spent on mundane administrative tasks (like benefits administration, payroll, and performance evaluation) can be used for high-value HR initiatives and business needs. Fortunately, many of these administrative tasks can be automated. But to do so, you need the best human resource outsourcing solutions.
Human resource outsourcing solutions are every HR professional’s best friend. These technologies transform your HR department into an efficient powerhouse that enhances the HR and employee experience.
This article walks you through the definition of HR outsourcing solutions, followed by a round-up of the best human resource outsourcing solutions. We also included a guide on choosing an HR outsourcing software solution for your business. Without further ado, let’s begin.
Human resource outsourcing solutions are software and platforms that optimize HR services for speed, efficiency, and compliance. These programs enable smoother HR and employee management through cloud technology, automation and AI-powered tools, data analytics, and app integration, allowing in-house HR professionals to focus on core HR needs.
Human resources outsourcing companies provide these software solutions to help clients gain access to cutting-edge HR platforms without the upfront cost of new technologies and software upgrades.
The best human resource outsourcing solutions promise long-term competitive advantage. Check out our round-up of the best HR software solutions below:
Developed in the Philippines, Sprout HR is one of the top human resource outsourcing solutions designed to streamline HR services for all workers.
Boasting end-to-end HR solutions, this award-winning HR software promises comprehensive, AI-powered support for every HR need — whether it’s candidate sourcing or professional development. Sprout HR is ideal for companies looking to modernize their HR services with an all-around platform.
With its Pulse tool and Wellness program, HR professionals can gather employee feedback and help employees prioritize their physical and mental health, respectively.
ADP Workforce is an industry-standard platform used by KDCI Outsourcing to support a wide variety of HR needs, including HR reporting, payroll, talent acquisition, and workforce management.
Designed for companies of different sizes, including medium- and large-sized businesses, this technology provides owners of medium- and large-sized companies the efficiency and flexibility they need to manage and improve workforce performance across all departments.
Pros:
BambooHR is a highly praised HR software solution that seamlessly integrates all HR services into one user-friendly platform, promising a 65% efficiency boost and saving HR professionals 18 hours on HR tasks weekly.
Ideal for differently sized companies, this software solution scales and meets your HR needs as your business grows.
Pros:
Greenhouse is an innovative hiring platform that delivers high returns on your recruitment and hiring efforts, averaging a 589% ROI within three years. With features that minimize hiring biases, this platform is ideal for companies wanting to spearhead or enhance their DEI (Diversity, Equity, and Inclusivity) efforts.
Having consistently won awards such as the “Best Software for Enterprise,” Greenhouse stands as a highly expertised leader in the recruitment field.
Pros:
Workday is a cutting-edge HR software solution that harnesses AI to future-proof your HR department against industry changes.
Trusted by thousands of Fortune 50 and 500 companies, Workday stands as a reliable platform for driving enterprise-level innovation, boosting operational efficiency, and elevating your workforce.
Cons:
SAP SuccessFactors is a software solution aimed at companies with a global workforce. Packed with cutting-edge features, it elevates the mundanity of HR services into a more cohesive, technology-driven experience for all employees.
Based in the Cloud, Zoho People is an HR platform designed for businesses that use Zoho and non-Zoho applications. Delivering agility, efficiency, and innovation, this award-winning software offers a comprehensive suite of features and tools that streamline your HR department’s daily workflow.
Your choice of human resource outsourcing solution can either supercharge your HR department or result in a costly mistake. Here are three tips for choosing the right one for your business.
According to human resource employees, professionals, and leaders (43%), HR technology is effective. However, the best human resource outsourcing solutions won’t benefit you if you don’t know your HR needs. To identify those HR challenges and needs, start by gathering feedback from your HR staff.
HR professionals have first-hand experience with workflow inefficiencies and challenges. Hence, they can provide detailed insights into which functions require the most attention. From there, you can establish goals that meet both your HR and organizational needs.
There are plenty of HR technologies available on the market today. Don’t settle on the first HR software you see. Do thorough research on each software’s features, scalability, AI capabilities, user-friendliness, complexity, data security, and cost.
Check detailed user reviews, or even better, request a demo or take advantage of free trials to get a feel of the software. Most HR solutions entail overcoming a learning curve, so maximize your time with it before making a decision.
An HR outsourcing provider is equipped with the best human resource outsourcing solutions. Despite that, look for BPO companies that have software expertise in your preferred HR solution. For example, if you prefer BambooHR, you can outsource HR services to KDCI Outsourcing as the company has employees who are trained and proficient with said platform.
Though cheaper, always remember that the cost of outsourcing in the Philippines (or elsewhere) may include start-up fees and software upgrade expenses.
The best human resource outsourcing solutions address your specific needs. If you hate the idea of investing in the wrong HR technology, it’s time to partner with outsourcing companies that understand your technology and HR challenges.
At KDCI Outsourcing, we have the best human resource outsourcing solutions that deliver not just speed and efficiency, but also enhanced workforce performance, employee engagement, and competitive advantage. From ADP Workforce Now to Greenhouse, we have HR professionals who excel in your software solution.
As your HR outsourcing service partner, we will do everything in our power to level up your HR department with high-performing offshore HR talent and advanced software.
Experience our AI-powered HR outsourcing services today. Contact us for proposals, inquiries, or price quotes!
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Every business needs human resources (HR) — from recruitment to payroll to employee engagement, that’s a long-established business fact. HR services often come at a significant cost, yet another business fact.
But should that always be the case?
Yes, as companies grow, HR responsibilities scale quickly, and with that comes rising costs. For medium to large businesses in the US, maintaining a full in-house HR team can easily become one of the biggest overhead expenses.
That’s why more organizations are turning to HR outsourcing (HRO) to the Philippines as a smarter, more cost-efficient solution.
Truth is, the answer is quite nuanced. HR outsourcing costs vary depending on the provider, scope of services, company size, and even the country where the outsourced team is based. Still, by looking at industry benchmarks, we can provide realistic estimates that business leaders can use to guide strategic decisions.
In this blog, we’ll break down:
By the end, you’ll have a clear picture of the investment required as well as why HR outsourcing could be one of the smartest financial and strategic moves that you can make for your growing company today.
Ready? Let’s get started.
While the default used to be having a full in-house HR department, more and more businesses are now opting to work with an external provider, typically those located in the Philippines. For medium to large businesses that are looking to scale their operations, this is a far more sustainable option — a strategic HR initiative that empowers the team with experienced HR, sans the excessive overhead costs.
Before we delve into the actual cost of outsourcing HR, it helps to understand why several US companies opt to work with HR outsourcing providers in the Philippines. Here are just some of the key reasons:
As most businesses already know, the costs of outsourcing to the Philippines are significantly lower compared to hiring inshore. The same thing applies to outsourcing HR services. Here’s how that looks: while hiring a skilled HR specialist in the US might cost around $3,900 per month, a comparable, highly capable professional outsourced to the Philippines could run approximately $1,500 per month (inclusive of office space, utilities, and equipment). That translates to around 70% in cost-savings for your business.
English is an official language in the Philippines (adopted from Americans), and it is widely used in education and business, ensuring that communication barriers are minimal. This high level of fluency minimizes friction and reduces the chances of miscommunication on complex HR matters like benefits administration, policy explanation, or internal coordination. Furthermore, the strong historical and cultural ties between the two nations mean that Filipino professionals are generally familiar with US business norms.
The Philippines maturity in the BPO industry as a whole translates to a ready supply of specialized HR service providers — from large global BPO firms to smaller, niche specialists — who operate with established, international-standard processes. This environment is supported by mature payroll platforms, rigorous compliance firms, and reliable technology infrastructure, giving US companies confidence that their sensitive HR data are handled professionally.
When working with an HR outsourcing company from the Philippines, a business can rapidly scale its HR team up to handle peak seasons and then scale down just as quickly during slower periods. This ability to adjust capacity efficiently is crucial for operational health. By using outsourced HR services, companies avoid the significant financial and administrative burden associated with hiring and firing costs, including the complex process of recruitment, onboarding, and potential legal issues related to workforce reduction.
While the time difference between the US and the Philippines is substantial (often 12 to 15 hours), this gap can be strategically leveraged. The Philippine team can work in the US evening and night shifts, handling HR administrative tasks, processing payroll, updating employee records, or managing support requests while the main office is closed. This effectively extends a company’s coverage to nearly 24 hours a day.
With all these benefits and advantages considered, working with an HR outsourcing service provider from the Philippines is a clear strategic move for agile and growing US companies looking for both reduced costs and increased operational efficiency.
There are several distinct engagement models of HR outsourcing that define the scope of services, the degree of shared responsibility, and the legal relationship between the client and the HR outsourcing service provider.
Choosing the correct framework is the first critical step in a successful outsourcing partnership, as the model determines whether a company offloads all administrative tasks, shares co-employment responsibilities, or simply outsources one highly specialized function. If you’re looking to outsource your HR, there is generally four options to choose from:
Full-service HRO is a comprehensive model where a company outsources most HR functions — payroll processing and payroll taxes, compliance, recruitment, etc. It’s best for companies that need to offload administrative burden while retaining full control over their dedicated offshore HR team, making it a frequent choice for establishing a team in the Philippines.
The PEO model uses co-employment, where the PEO shares legal employer responsibilities, handling taxes and group benefits. It is primarily used by smaller companies that want access to enterprise-level benefits and specialized compliance expertise they couldn’t otherwise afford on their own.
RPO is focused exclusively on talent acquisition (recruitment). This model is ideal for companies that need to scale quickly or face high-volume hiring needs, leveraging the specialized RPO provider’s dedicated recruiting infrastructure to rapidly fill roles.
This offers the most flexibility, allowing a company to outsource only specific functions like payroll, training, or compliance, or even HR consultancy services. This model is mostly used by small businesses or medium-sized companies to gain specialized expertise or administrative relief in targeted areas while customizing the monthly or annual fee and retaining control over other functions.
Ultimately, the choice of an outsourcing engagement model — whether comprehensive like HRO, co-shared like PEO, or highly targeted like RPO or Specialized Outsourcing — depends entirely on a company’s strategic goals, current HR pain points, and desire for control. With the model selected, the next step is to drill down into the specifics of the partnership.
Now that the engagement models are clear, let’s briefly discuss the specific services that you can get through an outsourcing provider. While outsourcing the entire HR department is a popular choice, outsourcing specific HR services or functions (depending on your business’ needs) is also an option.
To guide you, here are some of the most commonly outsourced HR roles and functions:
As you can see, your business has the flexibility to choose an engagement model and the specific services that perfectly aligns with your operational needs; whether you need a full-service partnership or a specialized, task-based support.
Back to the main point: the ultimate purpose of this strategic delegation of HR administrative tasks is to achieve dramatic financial efficiency. Therefore, the next logical step in any outsourcing decision is to move beyond function and focus squarely on the bottom line. Let's analyze the expected cost reductions by exploring the actual costs of outsourcing HR staff.
As we go through the numbers, keep in mind that these are general estimates from the available data on HR outsourcing. If you want to get a bespoke quote that matches your exact HR needs, feel free to talk to our team at KDCI Outsourcing about your HR needs.
In the meantime, let’s do a focused, ballpark HR cost comparison to establish the true financial advantage of offshore HR staffing. To contextualize how much a company can save through outsourcing services, we’ll first outline how much it typically costs to hire an HR expert locally, in the US.
To accurately frame the savings, we first benchmark the full cost of comparable domestic talent: a mid-level HR Specialist or Generalist in the US typically commands an annual base salary in the range of $70,000 to $100,000+.
When including the additional costs — mandatory employee benefits, health insurance, paid leaves, and retirement contributions — the employer’s (your business) total cost is significantly higher. For private industry workers, total benefit costs average approximately 42% of the base wage, giving you a total of around $98,000 to $150,000 annually per HR staff.
Now, consider the investment required to staff the same HR functions through a Philippine-based HR outsourcing provider:
The full cost per HR staff member in the Philippines (including salary, government-mandated benefits, and the provider’s operational & management margin) generally falls in the range of $1,200 to $5,000 per person per month — depending on the outsourcing provider, the skill level of the staff, and the level of engagement among other factors (which we’ll also discuss later).
Even if you get HR services at the higher end of the range, the HR outsourcing cost total would only be around $60,000 annually per HR staff. As such, by moving the equivalent of these HR functions offshore, your company has the potential to reduce its operational spend on a per-person basis, resulting in a cost reduction of up to 80% compared to having an in-house HR staff.
Again, this is merely a generalized starting point. The final, actual cost will be defined by the specific HR services you prioritize, the complexity of your requirements, and the pricing structure of your chosen outsourcing partner.
Having established the significant financial advantage of leveraging offshore HR talent and detailed the cost benchmarks for specific outsourced functions, the critical next step is to understand how those costs are actually structured and billed.
Here are the factors that will push costs up or down:
The cost is driven by the number and complexity of functions outsourced. Generally speaking, a single, transactional service (say, payroll services only) is the lowest in terms of cost. The price escalates significantly for a full-scope model, which bundles strategic functions like recruitment, advanced compliance, and technology. The more services you bundle, the higher the fixed flat fee or per-employee fee.
Higher legal and operational complexity directly increases the price. Costs rise when the outsourced team must support intricate financial and legal scenarios, such as managing multi-state US payrolls, processing complex variable compensation plans, or ensuring compliance with specialized labor laws. This complexity requires the HR outsourcing providers to dedicate higher-skilled, more expensive resources.
Pro-tip: outsourcing providers typically reward volume. Small engagements (1 to 4 staff) often incur a higher per-employee-per-month (PEPM) rate due to fixed overhead costs. However, once a company scales to 5 or more dedicated HR staff, it starts qualifying for tiered pricing, volume discounts, and bundled administrative rates, which effectively drive the per-person cost downward.
The market standing of the HR outsourcing company and technological infrastructure directly influence their fee structure. Top-tier, global HR outsourcing companies command a premium for their minimized risk profile, robust technology, and comprehensive global compliance. Smaller, boutique providers offer lower pricing but typically present tradeoffs in technology, service redundancy, or global compliance breadth.
The inclusion of advanced technological capabilities introduces recurring supplementary costs. The fees for the utilization, licensing, and management of advanced systems — such as comprehensive HRIS, ATS, reporting dashboards, and workforce automation — are typically passed on to the client using the HR outsourcing services as an additional subscription or technology fee, layered over the base labor cost.
When offshoring to the Philippines, the total operational cost must legally and financially account for fixed local employment requirements. The fully loaded cost includes mandatory employer contributions to the state-run social insurance (SSS), national health insurance (PhilHealth), housing fund (Pag-IBIG), and the government-mandated 13th-month pay. These government-set employee benefits must be calculated and included by the provider in the total monthly investment figure.
These factors, then, would constitute the total costs you have to pay for when outsourcing HR staff. Remember: a good outsourcing provider will discuss all these costs with you upfront so you’re not surprised by hidden fees when the invoices come along.
While we’re on the subject of invoices, let’s talk about how businesses actually pay for outsourced HR services when working with an external provider.
When you partner with an HR outsourcing provider, the costs are delivered through one of several structural pricing models designed to align the provider’s fee with your risk appetite, management style, and scale.
This is the most common pricing model, especially for Employer of Record (EOR) services. The client pays a fixed, recurring service charge for each employee. EOR provider fees typically range from $190 to $900 per employee per month. It offers clear, predictable budgeting for rapidly scaling teams.
In this option, the client pays a single, set monthly retainer or flat fee for a defined scope of service, regardless of minor headcount changes. This is preferred for budget stability, with full-service retainers often ranging from $1,000 to $5,000 per month.
This model is less common for full-scope EOR services in the Philippines but is sometimes used by PEOs and BPO firms for administrative functions. Under the Percentage of Payroll structure, the provider charges a fee that is a defined percentage (typically 2% to 8%) of the total gross payroll they manage for the client.
For non-recurring tasks that fall outside the standard scope, providers will switch to a Project or Hourly Rate basis. This model is used for one-off advisory services such as a legal compliance audit, custom policy design, or specialized consulting. The client pays for the actual time spent and materials used, with hourly rates for general HR support.
Most large engagements use a hybrid pricing model, combining a core PEPM base rate with variable add-ons for specialized services. Crucially, volume discounts are applied as the client scales their headcount, making it the most common and cost-effective structure for a growing offshore team
The pricing model will be decided based on the services you need and the engagement model you prefer. At the end of the day, it’s still about finding the exact HR solution that matches your business’ specific goals — and the framework that will help you achieve them.
Now, we answer the most important question:
The short answer is yes. After all, that’s what the numbers are suggesting.
The biggest, most obvious win, of course, is the cost advantage. We’ve established that labor and operational costs for HR talent in the Philippines are significantly lower than in the U.S., translating to savings of up to 80% per HR staff. This allows you to scale up your support team without completely blowing your budget. That’s an ROI that one can see almost immediately.
However, the longer-term value of HR outsourcing is about empowering your internal team. Think about all the time your current high-cost managers spend on transactional, time-consuming HR administrative tasks like processing payroll, administering benefits, and handling routine compliance paperwork. By delegating this tedious work to a specialized, cost-effective team overseas, your HR leaders are freed up to focus on the things that actually drive your business such as talent retention, cultural development, and strategic planning.
At the end of the day, outsourcing makes the difference between HR being a costly administrative necessity and a strategic tool for growth. And the way we see it is this: any investment towards business growth is always worth it.
You now know the numbers: you can save up to 80% by outsourcing your HR function.
If your business is ready for growth and you need to scale your HR support quickly and cost-efficiently while maintaining total compliance assurance, the question isn’t if you should outsource — it’s who you should partner with.
At KDCI Outsourcing, we specialize in building dedicated HR teams tailored to your business’ needs. From payroll and compliance to recruitment, training, and employee engagement, we deliver solutions that let you focus on strategy while we handle the complexities of workforce management. Whether you need support for specific HR functions or a broader outsourcing partnership, we have flexible engagement models that help you scale with confidence.
Let’s talk about how we can support your HR needs. Contact KDCI today.
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A well-functioning human resources (HR) department is vital for improving productivity, enhancing employee engagement, and reaching organizational goals. Sadly, this is far from reality. HR departments are overwhelmed with pressure to meet employee expectations and stay ahead of evolving regulations and technological advancements.
Although your HR department is your organization’s pillar of support, it can crumble when challenges and issues become too unbearable. As such, there is a growing demand for human resource outsourcing. As of 2024, the market value of HR outsourcing was $42,455.08 million USD. By 2032, its value could amount $68,978.07 million USD.
If you’re looking to jump on the HR outsourcing train, now’s the time to do so. This article tackles the 10 advantages of human resource outsourcing, written in detail to help you envision these benefits.
HR outsourcing can be an intimidating and exciting venture for any business. Before reaping the advantages of human resource outsourcing, let’s take a look at whether this strategy is right for your business:
From access to high-caliber talent to streamlined HR management, HR outsourcing offers plenty of benefits to businesses. Below, let’s explore the top 10 advantages of human resource outsourcing:
Onshore outsourcing HR severely limits your talent pool to your geographic location. If you need specialized expertise, expect higher labor costs that reflect the vast knowledge and experience of high-caliber human resources professionals. On the bright side, what’s great about offshore outsourcing HR is the choice of talent available at your fingertips.
Need an HR compliance officer or a C-level recruitment specialist? The best HR outsourcing companies can provide you with cost-effective, top-performing HR talent who are screened and vetted by expert recruitment teams.
These professionals not only meet your desired qualifications in terms of skills, experience, and knowledge, but they’re also culturally compatible with your organization.
Maintaining an internal HR department gives you better oversight of your team. Though true, labor and overhead costs can soar quickly. The Society for Human Resource Management (SHRM) found that the average cost of hiring an employee is $4,683 USD and $28,329 USD for executives.
This makes ramping up headcount less viable during peak seasons for recruitment, performance evaluation, and compliance. However, outsourcing HR functions to an HR outsourcing provider can slash your labor and overhead expenses by a fraction. Outsourced HR employees are cheaper, which makes workforce scaling a more attainable goal from a financial standpoint.
Outsourcing companies also provide employees with the equipment, tools, and technology to deliver outsourced HR services. Unlike running an internal human resources department, there’s no need to pay for additional rent or utility bills.
Here’s the truth: There’s no “right” time for a technology upgrade. However, leaving upgrades to the backseat for far too long can cost your HR department dearly. Productivity loss, delays, errors, and security threats — all these can undermine HR operations, deteriorate efficiency, and increase your company’s risk of non-compliance.
While an IT professional may provide a band-aid solution, continuously using legacy software can increase costs by 20% to 25% each year. If you’re looking to balance technology upgrades with cost savings, HR outsourcing is your best bet.
Equipped with state-of-the-art HR outsourcing solutions and AI tools, HR service providers can support your department’s HR responsibilities with less financial investment from your end. Plus, it gives your internal HR department peace of mind knowing that they can rely on the provider to secure sensitive employee data.
Efficiency is your HR department’s best friend. Efficiency translates to a smooth workflow and organizational success. Obviously, you won’t achieve these if your HR staff is powering through endless tasks and experiencing burnout.
One of the benefits of outsourcing human resources is boosting operational efficiency. With the help of automation tools, outsourcing companies can streamline repetitive and time-consuming administrative tasks, such as interview scheduling, application tracking, and payroll administration.
In effect, your internal team won’t be slowed down by low-value tasks and can dedicate more time to core business activities.
Organizations mostly rely on HR professionals for compliance. Thus, they shoulder the responsibility for knowing all relevant federal, state, and local employment laws, workplace health and safety standards, and data privacy regulations. Amendments or changes? HR staff need to update themselves — or risk paying a higher price for non-compliance.
According to Globalscape, non-compliance can cost companies an average of a whopping $14.82 million USD (versus the cost of compliance at $5.47 million USD). Unfortunately, internal HR professionals are already overwhelmed with cumbersome administrative tasks. This makes meeting compliance standards more challenging, thus increasing your company’s risk of fines, penalties, and lawsuits.
Working with an HR compliance officer from an external HR provider can help your business avoid compliance issues. Using their knowledge of employment laws, workplace standards, and data privacy regulations, an HR compliance officer can ensure that every business function adheres to legal requirements in your home country.
Because an HR compliance officer has experience with international compliance, they can promise that your organization’s employment practices comply with global labor standards and the country’s local laws.
Nowadays, employees have higher standards and expectations. In addition to fair compensation and attractive benefits, they also want purpose, work-life balance, and a non-toxic workplace.
That’s why attracting the right talent is a challenge in its own right. You need to identify your Employer Value Proposition (EVP), enhance employer branding, improve hiring processes, and prioritize diversity, inclusion, and equity (DEI). One bad hire can cost your business $17,000 USD, so you wouldn’t want to scrimp on recruitment and talent acquisition.
An external HR provider can support your talent attraction initiatives with fresh perspectives and insights into your hiring pipeline. To attract skilled and culture-fit candidates, your provider will employ AI technologies and analytics, refine job descriptions, and improve your employer branding. This reduces the financial repercussions of onboarding ill-fit employees or bad hires.
A company invests in its employees because they are its greatest asset. Competitive salaries, appraisals, attractive benefits, supportive leaders, and an inclusive workplace culture can make employees stay in your organization. But there’s another thing that makes them stay — career growth.
Naturally, employees want to grow their careers and unlock their true potential. This is possible with self-learning and the help of your HR department. But if your in-house HR is swimming in administrative tasks, outsourcing HR is your solution.
Working with an offshore training and development specialist opens your mind to new perspectives and best practices on career development.
Utilizing their knowledge of instructional design and adult learning strategies, your outsourced training and development specialist can design professional development programs that support self-learning, maximize your employees’ potential, and meet organizational goals. As a result, your workforce will perform better and become more productive.
Companies offer a wide range of employee benefits, including medical insurance, paid time off (PTOs), scholarships, and remote work arrangements. Since job seekers look at an organization’s benefits, your own benefits can either attract or repel potential employees. Of course, the more competitive your benefits are, the more likely your existing employees will be happy, productive, and loyal.
Unfortunately, low employee engagement, lack of awareness, and poor employee-HR coordination are detrimental to effective benefits administration. This is where outsourced HR and benefits administration takes the spotlight.
An HR outsourcing provider can integrate a third-party benefits administration software into your system, streamlining benefits enrollment and verification and centralizing employee benefits into an accessible self-service platform. This minimizes errors and gives HR employees more time for core business activities.
Furthermore, outsourced benefits administrators can offer suggestions for designing attractive benefits that appeal to your employees. They can also leverage AI and data analytics to identify trends and tailor benefits according to a staff member’s unique needs.
Payroll processing is a meticulous HR function. While payroll is associated with numbers and calculations, it is more than meets the eye. It’s about compliance, credibility, reputation, and trust. In fact, every payroll error you address sets your company back an average of $291 USD — which can add up if left uncontrolled.
Consequently, payroll mistakes can lead to poor employee satisfaction, inefficiencies, and financial loss. If your company has missed payroll deadlines or faced compliance issues, it may be time to outsource payroll to an HR outsourcing company.
Outsourced payroll specialists can handle the bulk of your payroll, leveraging advanced payroll software to streamline the calculation of benefits, minimize data and calculation errors, and ensure that all payslips are delivered to the correct employee.
These payroll specialists can also help your internal team prepare payroll and annual tax reports on time, so your company avoids fines and lawsuits from non-compliance.
HR management is tough. Companies entrust HR managers with tasks involving compliance, recruitment, talent management, workplace discipline, and performance evaluation. Alarmingly, human resources is a department that’s rife with burnout. Whether it’s excessive workload or empathy fatigue, HR staff and managers also crave support for their struggles.
This is where outsourcing HR management comes into play. With their out-of-the-box perspectives and knowledge of HR best practices, offshore HR managers can assist your in-house managers with developing training programs, enforcing company policies, managing your workforce, and maintaining legal compliance.
Because outsourced HR managers leverage AI, workflow and processes are streamlined to reduce your internal HR management team’s workload. This enables them to focus on high-value internal HR initiatives.
You can reap the advantages of human resource outsourcing by applying these two HR outsourcing best practices:
Choosing a provider is one of the most important steps to take when outsourcing HR. The right vendor has the following:
In some cases, the red flags show up when your offshore HR team is working on a trial project. But don’t let this stop you from finding the right vendor. Know what you want, set your expectations, and keep vetting outsourcing partners.
Outsourced HR services are only as good as the offshore staff behind them. To leverage the advantages of human resource outsourcing, set realistic performance standards and conduct regular feedback sessions.
This way, you can identify areas for improvement, assess your team’s ability to maintain compliance, and help your HR staff reach key performance indicators (KPI). The better your team performs, the more likely you’ll achieve organizational goals.
At KDCI Outsourcing, we can help you achieve the benefits of human resource outsourcing with our world-class offshore outsourcing solutions — carefully tailored to meet your organizational and staffing needs.
We source, vet, and onboard HR professionals who meet your requirements and exhibit values, ethics, and mindsets that mesh well with your organizational culture. With our expertise in automation and AI technologies, we can optimize all HR functions for efficiency and scalability.
Build a dedicated HR team and let’s elevate your HR with KDCI. Contact us for a quotation or proposal today!
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People are the core of every business. This is true in every industry, at all stages of growth, even and especially when AI takes the spotlight in business operations. It’s the employees that drive innovation, execute strategies, and ultimately determine whether a company succeeds or fails.
As such, the process of managing people — your business’ human resource (HR) function — becomes increasingly complex as the organization scales. HR processes tend to expand in scope as the business evolves, from functions like payroll and compliance to recruitment and overall employee performance management. So, what once worked for a smaller team often becomes unsustainable as the business grows and onboards more team members.
The global demand for human resource outsourcing is accelerating exponentially, with a $39-billion current market size that is expected to hit over $57 billion by 2033. It’s because businesses, especially medium to large organizations, are recognizing that outsourcing HR can be an ideal solution for businesses looking to both cut costs and maximize strategic value.
From payroll and compliance management to recruitment and training, HRO provides flexibility and expertise that allow leaders to focus on core business growth. In a highly competitive market, that could be the difference between thriving and being left behind as other businesses in your niche move ahead.
This guide explores everything decision-makers need to know about human resource outsourcing:
By the end, you’ll have a clear framework to make a strategic choice for your organization’s HR future. Let’s get started.
Human Resource Outsourcing (also popularly known as HR Outsourcing or HRO) is when a business delegates some or all of its HR functions to an external provider. These providers are equipped with specialized systems, processes, and expertise that many companies would otherwise need to build internally.
Instead of building large internal HR departments, companies can leverage outsourcing HR functions to cut costs, ensure compliance, and scale operations without compromising employee engagement and experience. Data shows that around 42% of large businesses are currently outsourcing at least one HR function. Because of its nature, this solution is best for medium to large businesses who are currently in a growth phase and in need of an efficient HR department, minus the overwhelming overhead costs.
As you explore outsourcing options, you have probably encountered a number of confusing acronyms — HRO, PEO, RPO. Now, these can sound similar (and they do have some intersections and overlaps), but they function differently. Understanding the distinctions is essential because choosing the wrong model can lead to inefficiencies, compliance complications, or misalignment with the organization’s long-term goals.
Let’s go through them one by one:
As already discussed above, this refers to the delegation of specific HR functions to external HR outsourcing companies while employees remain under the company’s direct employment. The outsourcing partner delivers services such as payroll, benefits administration, compliance management, training, or performance monitoring.
For medium to large enterprises, human resources outsourcing services are attractive because it reduces the administrative burden while still allowing business leaders to retain full strategic oversight of the workforce. The relationship is straightforward: the company maintains complete employer control, while the HRO provider acts purely as a service partner.
A Professional Employer Organization, on the other hand, operates on a co-employment model. In this arrangement, the PEO shares legal employer responsibilities with the business. Employees are technically employed by both the company and the PEO, with the latter managing payroll, benefits, and compliance under its own employer identification number.
This structure is particularly useful for small to mid-sized businesses that want to provide enterprise-level benefits and maintain regulatory compliance without investing heavily in building HR infrastructure internally. However, for larger organizations, the co-employment aspect can sometimes feel restrictive, as it requires sharing responsibilities that many enterprises prefer to keep in-house.
Lastly, there’s Recruitment Process Outsourcing which is more specialized. In this model, an external RPO partner manages all or part of a company’s recruitment and hiring activities. This HR staffing solution can include job advertising, candidate sourcing, interviews, background checks, and onboarding. Unlike a PEO, the RPO provider does not assume co-employment responsibilities; instead, they act as an extension of the company’s internal talent acquisition team.
For organizations experiencing rapid growth, high-volume hiring, or expansion into new markets, recruitment process outsourcing provides speed, efficiency, and access to a deeper talent pool, all while ensuring that new hires remain directly employed by the company itself.
Since we’re only focusing on fully answering the question “What is human resource outsourcing?” in this article, we’ll now proceed with discussing the other aspects that make HRO what it is and how it can benefit your business today and long into the future.
One of the biggest advantages of human resource outsourcing is its flexibility. Organizations can outsource just a few HR functions or their entire HR department, depending on business needs. That said, its scope can range from transactional services like payroll to strategic functions such as performance management and workforce planning.
Below are the core HR services that are commonly outsourced by businesses across the US and why they matter to you:
Payroll is one of the most complex, sensitive, and time-consuming HR tasks. Errors in payroll can greatly affect employee satisfaction. In addition to that, they can also lead to compliance penalties and reputational damage. Outsourcing payroll to an HR outsourcing firm ensures accuracy in payroll processing, timeliness of distribution of salaries, and compliance with every relevant employment law and government requirement.
For businesses, outsourcing payroll means predictable costs and reduced legal exposure, while freeing internal teams for higher-value work.
Hiring (and retaining) the right people is a competitive advantage, but recruitment is time-intensive and resource-heavy. It’s one of the human resources functions that cost the most to invest in, and also among the most costly if not done right. Outsourcing recruitment to a third-party provider can cover:
An HR outsourcing provider often has larger talent networks, recruitment HR technology (AI screening tools), and deep market insights. This gives your business the benefit of faster hiring cycles, lower hiring costs, and a higher quality of talent entering the organization.
Designing and managing employee benefits is critical to attracting top talent and their subsequent retention, but it’s also heavy in terms of administration. Its challenging nature is the reason why it’s also among the most outsourced human resource functions. Outsourced HR services for benefits administration empower your company to:
As a strategic retention tool, outsourcing benefits administration allows you to offer a more competitive and comprehensive compensation package without the added workload to your internal team.
Once employees are on board, the next step is to make sure that they stay with benefits that go beyond compensation. They expect continuous growth opportunities throughout their stay in the company, but building employee training programs internally requires significant resources. So, most businesses typically outsource training and development functions for:
HRO providers usually have ready-made learning platforms, industry-specific programs, and expert facilitators, helping companies upskill employees at scale. This empowers your business with improved workforce performance and reduced turnover without the cost of building an in-house L&D team.
Managing employee performance requires consistent monitoring, data collection, and alignment with company strategy. While it can be tedious, access to this data allows business leaders to make informed decisions for the company. Outsourced HR providers can help you:
Instead of HR managers struggling with spreadsheets, executives gain access to data-driven insights that support better workforce planning and strategic decision-making with the help of a reliable outsourcing provider.
By delegating the HR responsibilities we have listed here, growing businesses significantly reduce HR workloads and get cost savings at the same time. Doing so enables you to focus on things that matter the most, such as healthier employee relations and a culture that supports the overall business growth.
Human Resource Outsourcing has become a cross-industry practice, but its adoption is particularly strong in sectors where compliance, scalability, or workforce management are especially challenging.
While any business can benefit from outsourcing HR, certain industries have leaned into outsourcing more, specifically HR outsourcing services, because of their structural demands and growth patterns. The following are the top 3 industries are outsourcing HR functions:
The technology industry is one of the heaviest users of HRO. Tech companies scale rapidly, often expanding across multiple countries in short periods of time. This creates immediate complexity in payroll, benefits, and compliance. At the same time, the competition for top talent is fierce.
By outsourcing HR, technology firms gain faster access to global recruitment networks, streamlined onboarding processes, and automated payroll systems that support distributed teams.
In healthcare, the motivations for using outsourced HR functions are very different. This industry is heavily regulated, with strict requirements for licensing, training, and compliance with labor laws and safety standards.
The stakes are high since mistakes in HR compliance can result not only in financial penalties but also in risks to patient care and institutional credibility. Healthcare organizations use HRO providers to manage credential verification, ongoing training programs, and employee scheduling across diverse roles. By outsourcing, healthcare executives ensure regulatory compliance while freeing internal leaders to focus on patient outcomes and clinical innovation.
The finance sector also relies heavily on HRO, but here the emphasis is on confidentiality, risk management, and strict adherence to global compliance standards. Banks, insurance companies, and investment firms must navigate complex labor laws, data privacy regulations, and internal audit requirements.
Outsourcing HR to trusted providers allows financial institutions to maintain airtight compliance while still providing competitive employee benefits that attract top-tier talent. For executives, the decision to outsource is less about operational convenience and more about safeguarding reputation and maintaining investor confidence.
While these three are the top industries when it comes to HR outsourcing, it cannot be denied that HR outsourcing can benefit every industry — in fact, we have no doubt that this list will soon change as more and more businesses utilize outsourced HR functions.
As mentioned above, when outsourcing HR functions you can choose to outsource only specific functions or hand over your entire HR operation. This makes HRO adaptable to different business stages, whether you’re a company scaling rapidly, expanding into new markets, or simply looking to streamline day-to-day HR tasks.
Typically, businesses outsource these HR roles and functions:
From recruitment and payroll administration to benefits management and compliance, nearly every HR task can be outsourced depending on the organization’s needs. The goal is to relieve internal teams of routine or highly specialized responsibilities so that your team can focus on strategy, while still ensuring employees receive consistent, high-quality support.
Business leaders turn to human resource outsourcing not only for convenience, but because it delivers real strategic value. Beyond delegating a task, it’s a move that businesses make to streamline operations, reduce costs, and ensure that leadership is focused on driving growth rather than managing administrative tasks.
Here are the core benefits of HRO for medium to large enterprises:
With HR tasks handled externally, executives and managers can concentrate on strategy, customer growth, and innovation instead of getting tied up in payroll disputes or compliance paperwork. This sharper focus helps streamline business operations and strengthens the overall competitiveness of the business.
Running a full in-house HR department is expensive since salaries, training, software, and compliance costs all add up. HR outsourcing transforms these into scalable, predictable expenses that grow with business needs, giving organizations a leaner cost structure.
HRO providers bring specialists in employment law, compliance, benefits administration, and employee engagement. Instead of struggling with limited internal expertise, companies gain immediate access to best practices and extensive industry knowledge.
HR demands rise and fall with hiring surges, restructuring, or expansion into new markets. Outsourcing ensures HR capacity adjusts quickly, without the delays and expenses of building an internal team from scratch.
An ideal HR outsourcing provider is one that invests in HRIS platforms, payroll automation, and advanced analytics. When you work with one, the business benefits from these tools without the upfront costs, while executives gain real-time insights for better decision-making.
To access these benefits, it’s important to identify the exact needs of your business and work with an external provider that has expertise in your specific needs. It’s also important to acknowledge that while the benefits of HR outsourcing are many, it still comes with risks and challenges.
Understanding the potential downsides is essential to making an informed decision and ensuring the partnership works smoothly. Here are some of the common challenges encountered by businesses when outsourcing their HR:
By outsourcing, leaders place key HR functions in the hands of an external partner. While this saves time, it can sometimes make executives feel less connected to employee relations. While this is a natural feeling, there is a solution: maintain oversight through clear reporting and regular reviews.
HR is closely tied to company culture, and an external provider may not fully capture an organization’s values or ways of working right away. Without careful onboarding of the provider, employees may feel a disconnect. Strong communication helps align your culture with your outsourced HR provider.
Sensitive employee and company information are crucial HR responsibilities, and outsourcing introduces an element of risk to this. Reputable HRO providers invest heavily in data security and protection, but business leaders should still evaluate security protocols to ensure compliance and confidentiality.
While these challenges are inevitable, they are not really dealbreakers. With the right provider, as well as following HR outsourcing industry best practices, most risks can be significantly reduced or eliminated altogether.
Careful partner selection, clear service level agreements, and consistent communication create accountability and alignment. Ultimately, the organizations that have been using HRO (there are a lot of them!) have found that the benefits still outweigh the risks.
By now, it’s clear that HR outsourcing is a strategic investment for businesses looking to scale their operations. But it’s equally important to recognize that outsourcing is never a one-size-fits-all solution. The real question for businesses is whether their organization is at a stage where HRO creates meaningful impact.
A good way to find out is by asking (and answering) the right question:
If your business is expanding rapidly, struggling with compliance, or carrying high HR overhead costs, outsourcing may be the logical next step. Similarly, if HR bottlenecks are starting to hurt employee experience and retention, it may be time to explore an HRO partnership that can relieve internal pressure while raising service quality.
If you answered “yes” to one (or more) of the questions above, it may be the right time to explore HRO as a strategic partnership.
If you’ve been asking yourself whether outsourcing is the right move for your business, you’re not alone. Many growing companies reach a point where HR tasks become too complex, too costly, or too time-consuming to manage in-house.
That’s where the right partner can make all the difference.
At KDCI Outsourcing, we specialize in building dedicated HR teams tailored to your business. From payroll and compliance to recruitment, training, and employee engagement, we offer flexible engagement models that let you focus on strategy while we handle the complexities of workforce management. Whether you need support for specific HR functions or an entirely outsourced HR team, we’re here to help you scale with confidence.
Let’s talk about how we can support your HR needs. Contact KDCI today.
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A business’s greatest asset is no other than its employees. Companies invest in talent not only to keep operations running and achieve organizational goals, but also to serve as representatives to customers, clients, and would-be employees. While employees are mostly responsible for their own learning, human resources (HR) management also plays a vital role in their development.
HR management is more than managing employees; it’s tapping into their skills, knowledge, experience, and potential to drive success in the workplace and in their individual careers. However, technological advancement in HR, evolving regulations, and turnover are troubling HR managers more than ever.
The good news? Outsourcing HR management gets HR managers back on track and elevates their HR game in ways that make organizational and employee success more attainable — that is, without straining your current workforce.
If the idea of outsourcing sounds good to you, this comprehensive article will teach you everything about outsourcing in human resource management.
From the name alone, HR management is a function that involves managing HR staff and other employees in the company. This includes recruitment, performance management, and employee engagement. It is also integral to workplace safety, compliance with employment laws, and fulfillment of organizational and individual employee goals.
HR managers are the leaders of the HR department. From recruitment to compliance, they wear multiple hats to keep the department and the organization running smoothly. Let’s tackle each of their responsibilities below:
Human resources managers are responsible for writing and posting job descriptions as well as sourcing, screening, interviewing, and onboarding employees into the company. They also orient employees on workplace policies and provide support to new hires.
These professionals liaise with team leaders, supervisors, or project managers to conduct performance reviews for potential salary increases and promotions within the department.
HR managers monitor employees’ training needs and create appropriate professional development programs.
Human resources managers create and oversee compensation and benefits packages for employees. These HR professionals factor in workplace needs in designing these packages to ensure that employees are well-compensated and healthy, thereby improving retention.
HR managers enforce company rules and regulations and impose sanctions — such as a suspension or a written warning — on employees to correct behavior, improve performance and productivity, and promote workplace safety. Depending on the severity of the violation, HR managers can terminate employees.
Leveraging their interpersonal, creative, and analytical thinking skills, they mediate and resolve conflicts between employees to promote well-being and avoid resentment.
Human resources managers keep abreast of changes in workplace safety standards and employment laws to ensure the organization maintains regulatory compliance and meets industry standards.
This section explores some of the benefits of outsourcing in human resource management.
Whether your employees work in the finance, HR, or marketing department, professional development is key to making themselves relevant, competitive, and future-ready in the workforce of tomorrow. When companies prioritize professional development, retention is greatly enhanced.
Gallup and Workhuman surveyed full-time and part-time 4,439 US adult employees. When asked if their company pushed them to upskill, the participants — who were 18 years old and above — answered “strongly agree.” Due to this encouragement, the report found that these employees have a 47% lower chance of seeking new job opportunities.
However, professional development involves resources. From developing training programs to finding an appropriate mentor or training venue, this initiative can leave HR departments stretched too thin, thus deprioritizing core business activities. Additionally, training programs should be tailored and engaging for all employees; otherwise, they won’t fully invest in their development.
An HR outsourcing provider can augment your team with HR managers and other HR experts who can develop training programs that are tailored to address skill gaps, encourage leadership, and meet workforce needs.
With the help of advanced employee training software, staff members have a clearer picture of their career trajectory, so the skills they learn suit their current position or prepare them for a future role in the organization. This encourages self-learning while also providing HR managers with data on the effectiveness and engagement of the training courses.
If there’s something that HR departments should never neglect, it’s compliance. Compliance makes the difference between a lawful organization and costly lawsuits. As the primary drivers of compliance, HR staff familiarize themselves with employment laws, workplace standards, and data privacy regulations, so the company fulfills its legal duties and avoids penalties.
With the amount of workload that HR managers face, there’s a tendency for compliance to be relegated to the back seat. Workplace bias, discrimination, and harassment are just a few of the compliance challenges HR managers face. Let’s also not forget that compliance issues can originate from payroll processing errors and a lack of qualified legal guidance.
HR outsourcing companies employ HR managers who are knowledgeable of employment laws and workplace standards at all levels of government. They help your business navigate the complexities of legal frameworks, ensuring your business remains fully compliant with local (overseas) laws and standards.
Outsourced HR managers can also review workplace policies and conduct compliance training, so your workplace becomes a positive environment for all employees — regardless of their gender, age, or race.
Local labor is more expensive, with the average cost of hiring sitting at $4,683 USD per hire. Obviously, recruiting and hiring costs differ between roles, companies, and industries. According to the US Bureau of Labor Statistics, HR managers earn an annual median salary of $140,030 USD.
As labor costs rise due to inflation, businesses turn to cost-effective options, such as contract workers and offshore outsourcing services, to offset costs while still benefiting from the specialized expertise of these contract and outsourced professionals.
Outsourcing to the Philippines drastically slashes your labor and overhead expenses, thanks to its lower wages and cost of living. In fact, on average, Filipino HR managers earn $10,482.54 USD to $12,579.05 USD a year.
By collaborating with an HR outsourcing provider, you can work with cost-effective HR managers who possess the same or higher caliber as local HR managers. Because outsourcing HR tasks puts less strain on your budget, you can better plan for future HR and business investments.
While outsourced HR services carry plenty of advantages to your business, be prepared to encounter these challenges when outsourcing in human resource management:
HR outsourcing may be cost-effective, but it’s easy to fall prey to overspending and compromising your company’s financial health if you don’t track your expenses. HR outsourcing costs encompass everything from labor to compliance fees. Hidden fees, such as currency exchange rates and technology upgrades, can likewise affect your budget.
No outsourcing company is perfect. However, an HR outsourcing company that doesn’t understand the nuances and peculiarities of your workplace culture can lead to unmet needs and expectations. Hence, you might end up being dissatisfied with the provider’s quality of HR services.
Data security and privacy are critical to HR outsourcing. Outsourcing does carry a degree of risk, as you’ll be allowing the HR outsourcing provider to process and store your data. If the outsourcing company’s security infrastructure is weak and employee data gets leaked, you’ll be in for a lot of trouble with your internal resources and, of course, the law.
In HR outsourcing, interactions take place virtually. Unfortunately, time zone differences can mean delayed responses and lost productivity. Because time is of the essence when outsourcing in human resource management, your HR outsourcing firm can adjust to your business hours for real-time HR support.
This section resolves the challenges discussed in the previous section. Follow these best practices to reap the benefits of HR management outsourcing:
It’s all about creating a budget and being aware of the costs of human resources outsourcing. Do extensive research on the Philippines’ cost of living and average salaries for HR managers. Consider also the project complexity, headcount, software, and your preferred experience level of HR managers. All these factors can influence your monthly total bill.
Additionally, don’t forget to ask for the breakdown of costs. The right HR outsourcing provider is transparent and will be happy to dissect the expenses of their outsourcing services.
While outsourcing expenses vary from provider to provider, anticipating all the possible costs can better financially prepare your business for expected and unexpected expenses. This way, you can enjoy the fruits of your provider’s service offerings and achieve a high outsourcing ROI.
The provider you’ll work with can make or break your company’s HR management operations. Well-experienced HR outsourcing companies possess deep knowledge of your industry.
Thanks to this knowledge, they can understand industry nuances and requirements. Because these HR and payroll service providers have worked with different clients, they can tailor their outsourced HR management services to your business needs.
In line with this, choose an outsourcing company experienced in outsourced HR management. Likewise, it would be better if the external provider has ample experience in providing HR management outsourcing services to clients operating in your industry. This minimizes the risk of unmet expectations and dissatisfaction with the outsourcing company.
Never, ever skip cybersecurity. This starts with vetting your HR outsourcing partner’s cybersecurity capabilities.
Probe into the provider’s IT infrastructure, data security practices, remote work policies, fraud detection measures, and risk management strategies. Ask about their background-checking processes and how they hire HR managers with integrity. Most importantly, check if the company is certified by the International Organization for Standardization (ISO).
When outsourcing in HR management, you’ll want to err on the safe side since your employees’ data is at stake. One data breach or insider threat can expose your data to hackers and cyber criminals.
If you’ve already started working with an HR outsourcing company, don’t make the mistake of being too complacent with your data security. Here are three tips:
When outsourcing in human resource management, the company has already prepared offshore HR managers who have agreed to work on your schedule. Building trust and forming a strong relationship with your offshore HR management team boils down to communication. Without proper communication, the partnership crumbles — and that’s something you wouldn’t want to happen.
Here are five tips for effective communication:
At KDCI Outsourcing, we understand the vital role of HR management in driving organizational success. Our offshore HR managers are equipped with all the right skills — from technical to soft skills — to handle your HR department and liaise with your internal team.
By integrating AI, automation, and modern HR technologies into your workflow, we can enhance your HR operations, improve operational efficiency, reduce errors, usher in innovation, and free your internal resources from boring administrative tasks.
Let KDCI Outsourcing oversee your HR department. Hire an HR manager or build a full HR team with us. Let’s get talking today!
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Outsourcing has become a powerful strategy for businesses that want to scale efficiently, reduce costs, and stay competitive in a fast-changing market. Among the world’s top outsourcing destinations, the Philippines continues to stand out in 2026, thanks to its skilled workforce, strong cultural alignment with Western businesses, and government-backed infrastructure.
In this article, we’ll explore the top outsourcing companies in the Philippines and highlight what makes them leaders in the industry. Whether you’re a startup looking to build your first offshore team or an established enterprise aiming to expand operations, this comparison will help you identify the right partner to match your business goals.
If you’re looking to scale your operations and considering working with an outsourcing company from the Philippines to delegate some of your business’ functions, then this article is written for you.
With a rich history of being the world’s “call center capital” — known for offshore customer service operations that support various global and multinational companies, the business process outsourcing (BPO) industry in the Philippines has successfully evolved.
Today, it is an intricate, fully-developed system that now supports a wide range of outsourcing services and offshore business processes, including but not limited to:
From customer support, IT, accounting, and finance, to creative design, HR, logistics, and procurement, outsourcing companies in the Philippines now empower businesses with functions that used to only be available inshore, at significantly more cost-effective rates.
With its skilled, English-speaking workforce, strong cultural compatibility with American, Australian, and European businesses, as well as a government-backed outsourcing infrastructure, the country has become the go-to destination for companies looking to outsource business functions. It’s the reason why a lot of offshore outsourcing companies have risen to fame over the past couple of years.
That’s exactly why we created this guide. Below, you’ll find a detailed breakdown of the Top 10 Outsourcing Companies in the Philippines (2026 Edition) — who they are, what they do best, and why you might want to consider them for your business.
Whether you’re a medium-sized business looking for a small but dedicated team offshore or a larger organization preparing to scale with outsourced staff, this list will give you a clear picture of the landscape and help you make a confident decision.
Let’s get started.
If you’ve been looking for the best countries for outsourcing solutions, we’re also almost positive that most, if not all, of the lists included the Philippines as a top destination for offshoring and outsourcing, as has been the case for decades now.
But, why exactly? What’s in it for you when you outsource to the Philippines?
So, before diving into the list of top outsourcing companies in the Philippines, let’s quickly cover the five key reasons why this country remains to be a global leader and the most ideal outsourcing destination in 2026:
The Philippines offers significant cost savings, allowing organizations to save up to 70% on staffing and operational costs compared to hiring domestically. This is primarily due to the lower cost of living and more competitive wages in the Philippines.
Beyond just salaries, however, outsourcing to the Philippines also lets businesses save on overhead expenses like office space, equipment, and utilities since these are already incorporated into the fees. This allows for a reallocation of capital to other critical business functions like research and development or marketing, driving revenue growth and productivity, without compromising quality (in essence, value for money).
The country boasts a large and diverse pool of professionals with extensive industry experience. Each year, hundreds of thousands of college graduates enter the workforce with degrees in fields like IT, business administration, finance, and human resources.
This talent pool is not only highly educated but also known for strong work ethic and dedication. The workforce is skilled in a wide range of services, from customer service and data entry to more complex tasks such as software development, financial analysis, and property management.
A key advantage is the high level of English proficiency among Filipinos since English is an official language and is primarily used in business and education. This fluency, coupled with a neutral accent, ensures seamless communication with clients and customers from Europe, Australia, and the US.
Additionally, the Philippines has a strong cultural affinity with Western cultures, particularly the United States, which facilitates smooth collaboration, reduces cultural misunderstandings, and fosters a productive work environment. The Filipino culture’s emphasis on hospitality and customer service is a natural fit for client-facing roles, so you can rest assured that your offshore team can meet the specific needs of your growing business.
The Philippine government has played a crucial role in nurturing the country’s BPO sector. It has implemented various programs and policies to encourage foreign investment that will support the industry’s growth and innovation.
As such, every BPO company in the Philippines is empowered by: (1) tax incentives and duty exemptions for registered BPO companies; (2) investments in infrastructure to support the industry’s technological needs; and (3) training programs aimed at upskilling the workforce in areas like IT, data analytics, and English proficiency.
When you choose to outsource to the Philippines, you are taking advantage of a well-developed industry with a continuously developing tech and structure, backed by strong government support that is geared to empower your business, too.
The Philippines’ large labor pool and established outsourcing ecosystem make it easy for businesses to scale operations up or down as needed. Whether a company needs to start with a small team of a few agents or expand to a large-scale operation, the infrastructure and talent are readily available through BPO services from the Philippines.
This flexibility is a significant advantage, allowing businesses to adapt to market fluctuations and manage their growth without substantial financial risk. The BPO industry is also highly adaptable to different work models, including remote and hybrid arrangements, further enhancing its appeal. Whatever phase your company is in, you can utilize outsourcing to match your client needs and drive forward your business’ ongoing success.
Of course, to maximize all the advantages that we have covered above, it is important to find a BPO company that will truly match your business’ specific needs.
Choosing the right outsourcing partner is a critical business decision and you need to do it with all the information you can get. After all, it’s not just about finding a company with a good reputation, it’s about finding one that’s a perfect fit for your specific needs — both in terms of technical skills and overall culture.
So, as you evaluate potential outsourcing partners in the Philippines, here are the key factors you should be checking:
With the above criteria in mind, we have compiled a list of the best outsourcing companies in the Philippines — so you don’t have to! These are the companies that are preferred by most businesses across the US and Australia, which offer services across customer support, IT and software development, human resources, and more.
Let’s get to know them.
Company & Service Overview:
KDCI Outsourcing is a Pasig City-based outsourcing company with years of experience and is committed to helping businesses succeed. KDCI focuses on building high-performing teams of skilled professionals in the Philippines, enabling companies worldwide to achieve their goals. KDCI empowers experts in fields like accounting and financial services, customer support, back office services, IT and web development, among others.
KDCI’s Strengths:
With flexible engagement models and a personalized approach to recruitment, KDCI hires and trains your offshore staff based on your brand’s culture. They also help ensure continuous team improvement by making sure that your offshore team seamlessly integrates with your organization and provides your inhouse teams the support they need.
KDCI is best for companies that want a hands-on outsourcing partner to build teams that feel like an extension of their in-house staff.
Company & Service Overview:
As a global BPO leader with a significant presence in the Philippines, Concentrix provides a full spectrum of customer experience management services, integrating advanced analytics and technology to deliver end-to-end solutions.
Concentrix’ Strengths:
Concentrix offers a full suite of omnichannel support, including voice, chat, social media, and email. They are also highly focused on optimizing the entire customer journey and leveraging their robust infrastructure to manage large-scale operations.
Concentrix is best for businesses looking for data-driven customer experience solutions with the ability to scale globally.
Company & Service Overview:
One of the most recognized names in the outsourcing industry, Teleperformance has a massive footprint in the Philippines, providing a wide range of services from customer care and technical support to finance and back-office operations.
Teleperformance’s Strengths:
With years of experience in the outsourcing industry, Teleperformance specializes in providing multilingual support and have made significant investments in technology and AI-driven solutions integrated with human expertise to enhance service delivery.
Teleperformance is best for companies that need enterprise-grade outsourcing solutions with guaranteed reliability from a trusted global leader.
Company & Service Overview:
Foundever specializes in customer experience management and digital solutions. The company is particularly known for its focus on employee training and engagement, which it believes directly improves service quality. Foundever offers services across customer support, technical support, sales and retention, back-office support, and more.
Foundever’s Strengths:
This outsourcing company is recognized for its high employee satisfaction, which leads to better service delivery. It offers a range of omnichannel solutions supported by innovative tools and has extensive experience across various industries including healthcare, tech, and hospitality among others.
Foundever is best for businesses that prioritize consistent, empathetic, and people-centric customer experiences.
Company & Service Overview:
Alorica delivers customer experience and back-office solutions across numerous industries such as banking, healthcare, and retail. The company differentiates itself through its use of digital-first and data-driven insights to personalize customer interactions and streamline operations.
Alorica’s Strengths:
Alorica leverages advanced digital transformation tools, including chatbots and analytics. It offers a wide range of scalable customer experience and back-office services and has a strong global reputation.
Alorica is best for companies that want tech-enabled outsourcing to enhance customer engagement and optimize their operations.
Company & Service Overview:
Cloudstaff specializes in providing skilled, remote staff and teams to businesses worldwide. They hire and train virtual assistants, accountants, marketing specialists, and other professionals for various industries. With a strong focus on technology and an employee-first culture, they offer future-forward and enterprise-grade solutions for companies looking to build their offshore workforce.
Cloudstaff’s Strengths:
They have a strong emphasis on providing a positive work environment, which helps in staff retention. Their model is highly flexible and transparent, allowing clients to have more direct control.
Cloudstaff is best for businesses of all sizes that want to build a dedicated, remote team that feels like an extension of their in-house staff.
Company & Service Overview:
TaskUs is a multinational outsourcing company with a strong presence in the Philippines. It specializes in digital-first support and content moderation. It has a strong presence in tech-enabled industries like SaaS, fintech, and gaming, and emphasizes flexible scaling to meet the demands of rapid growth.
TaskUs’ Strengths:
TaskUs has established itself by providing scalable outsourcing solutions to fast-growing tech companies and startups. The company focuses on agile solutions that bring trained team members and advanced tech together.
TaskUs is best for high-growth businesses or startups that need a scalable and tech-savvy outsourcing partner.
Company & Service Overview:
IBM brings its enterprise-level, AI-powered outsourcing capabilities to the Philippines, offering expertise in a wide range of services including IT, finance, HR, and customer service. With cutting-edge AI assets and trained agents, IBM takes pride in empowering end-to-end business transformation.
IBM’s Strengths:
IBM provides global IT expertise and digital transformation solutions. The company is highly focused on AI adoption, data security and compliance, making it an ideal choice for businesses looking for multi-function outsourcing from a trusted provider.
IBM is best for medium to large businesses that need a reliable partner for IT and back-office services.
Company & Service Overview:
MicroSourcing specializes in offshore staffing and managed services, providing a unique model that allows businesses to build dedicated offshore teams that feel like an extension of their in-house staff. They can hire and build teams for marketing, finance, real estate, e-Commerce and other industries.
MicroSourcing’s Strengths:
MicroSourcing offers flexible staffing options, from hiring a single role to building full, integrated teams. They are particularly strong in creative, IT, and back-office roles and provide clients with a high degree of transparency and control.
MicroSourcing is best for organizations that want direct control over their outsourced teams while still leveraging a BPO’s expertise and infrastructure.
Company & Service Overview:
More popularly known as TTEC, Teletech is another global leader in customer experience with strong operations in the Philippines. They provide a comprehensive suite of services, including customer support, digital solutions, and back-office services.
TeleTech’s Strengths:
TTEC has made significant investments in digital customer engagement tools and offers 24/7 global coverage. The company has deep expertise in customer retention and satisfaction, ensuring a high-quality service experience.
TeleTech is best for companies that want global customer experience solutions with a strong and reliable Philippine delivery center.
The Philippines continues to lead the global outsourcing industry, and in 2026, businesses of all sizes are taking advantage of its talent pool, infrastructure, and cost benefits.
Whether you’re just getting started with outsourcing to scale your ongoing business operations or looking for a new partner to explore more offshore staffing solutions, the companies on this list represent some of the best options available for building a reliable, skilled, and scalable offshore team.
Today, outsourcing is about strategically scaling your business while focusing on what you do best — provided that you’re working with the right partner.
Still not quite sure who to choose? Start by asking us.
At KDCI Outsourcing, we specialize in helping medium to large businesses build dedicated offshore teams that deliver world-class support without the overhead costs of hiring in-house.
From customer service to IT to human resources, we help you build a dedicated team that matches your brand and business goals. With a client-focused approach and a proven track record of helping businesses scale sustainably, we make it easier for you to focus on growth with an experienced, outsourced team.
So, let’s talk about how we can support your outsourcing needs in 2026. Contact KDCI today.
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Human resources is the key that holds your business together. While HR departments play a significant role, managing them comes with its own set of challenges, such as labor shortages, burnout, skill gaps in AI, budget constraints, and operational inefficiencies. To address these challenges, businesses resort to human resources outsourcing.
HR outsourcing offers significant advantages that in-house HR teams can’t. If this strategy is on your radar right now, this guide will teach you how to outsource human resources the right way.
This tutorial helps you understand the process and best practices for outsourcing human resources. Put the following procedures into action, and you can reap the many benefits of outsourced HR.
If outsourcing is a new venture for your company, you have to understand what outsourced HR is as well as its benefits and drawbacks.
To start, HR outsourcing is a process of delegating HR functions to a third-party vendor in a foreign country, providing HR support in outsourced human resource management, background checking, benefits administration, payroll, HR management, and recruitment.
Some of the benefits of outsourced HR include:
On the other hand, HR outsourcing has its drawbacks, such as:
By researching HR outsourcing, you’ll know what to expect and make smart decisions for your business.
HR outsourcing is not an overnight decision; it’s a commitment and an investment for long-term success. Before you outsource human resources, it’s important to have a good, hard look at your company’s HR functions — some even use HR consultancy services to find clear answers. For starters, here are four signs you need to outsource human resources:
Remember, employees are looking for more than just a good paycheck. They also want to work for companies with ample professional development opportunities, competitive benefits, and a non-toxic work environment.
HR outsourcing providers can enhance your talent acquisition and retention strategies, refine your training programs, and improve your workplace culture, so you can attract and retain high-performing employees.
This data exemplifies the demand for automation and efficiency while addressing evolving workforce needs. However, when done in-house, technology upgrades can be expensive.
But when you outsource human resources, the service provider can integrate advanced HR technologies and tools into your day-to-day workflow to automate tedious processes and simplify the HR experience for internal staff.
Outsourced HR compliance officers can take care of your compliance needs, leveraging their expertise to ensure your company is free from workplace hazards and discriminatory employment practices.
Just by looking at the signs above, you already have a rationale for outsourcing as well as a clear idea of which HR services to outsource. Don’t solely rely on observation, though. Interviews, surveys, and data analytics can shed light on blind spots and provide data-driven insights on the current state of your HR department and workplace.
HR outsourcing may be a more cost-effective venture, but it doesn’t mean coming in unprepared for all the possible costs you might incur. When you outsource human resources, expect the following expenses:
Scope of work, project complexity, experience level of outsourced employees, headcount, pricing model, and location can also affect your total outsourcing fee.
While it’s hard to determine the exact amount of money you’ll need for outsourcing HR, understanding outsourcing costs can help you prepare a realistic monthly budget, minimize overspending, and measure your outsourcing ROI.
Don’t forget to account for long-term business goals. At some point in the partnership, your business will grow, and you’ll want a budget that will scale to your current business needs.
It’s so easy to be overwhelmed by the ubiquity of human resources outsourcing companies online. Even Googling “HR outsourcing companies” yields a lot of results.
If you’ve grown tired of the classic Google method, consider chatting with ChatGPT for prospects. Here’s a fun fact: Our lead asked ChatGPT for the best Philippine AI companies, and one of the recommendations included KDCI Outsourcing.
By using ChatGPT, you can find and shortlist potential outsourcing providers much faster than a traditional Google search. These recommendations are not random, though. In fact, they are based on multiple factors, such as the company’s reputation and expertise as well as the SEO rankings and quality of published content. These data make it easier for ChatGPT to curate HR outsourcing companies.
Another method — albeit a more human one — is by asking your network (virtual or otherwise) for suggestions. All it takes is the right people to help you find the right provider.
Whether you’ve found 10 or 20 potential outsourcing companies, the next step is to vet your prospects. When evaluating potential outsourcing partners, take note of the following:
At this point, you’ve probably removed a few potential partners from your list. Let’s move on to the next step.
The vetting doesn’t stop at the initial screening. Booking a meeting with an outsourcing partner is a huge opportunity to dive deep into their capabilities as a provider. Here are questions you can ask during the meeting:
Transparent and trusted outsourcing providers are more than eager to answer all your questions. They understand that you’re risking your data and investing money into their services, so they want nothing but the best for you.
Most importantly, use this meeting to set your expectations and performance metrics with the vendor.
It’s normal to feel reluctant when making big decisions. Most of the time, marketing claims are just claims until they’re proven right in front of your eyes. Those answers from your interview questions? Maybe they’re not enough to make you fully commit to the partnership. Thankfully, HR outsourcing companies offer trial periods.
Think of trial periods (or trial projects) as a “demo” or “preview” of the provider’s expertise and service quality. What’s great about accepting a trial project is that it exposes most of the green and red flags of your offshore HR team and the HR outsourcing company itself.
Here are the green flags to look out for:
Conversely, here are the red flags:
If the trial period did not work out as expected, it’s okay to move on to other prospects. It’s better to go through the whole vetting process than waste time and money on the wrong HR outsourcing partner.
What if my offshore HR employees passed the trial period? Congratulations! You can now officially outsource human resources. To build a long-lasting outsourcing relationship, follow these tips:
Outsourcing partnerships take time to build. So long as the relationship is grounded in trust, accountability, and shared responsibility, there’s a huge chance that it will last for years.
At KDCI Outsourcing, we help medium to large-sized businesses scale their in-house HR department with a dedicated offshore HR team from the Philippines. Our staffing solutions are designed to augment your existing team with outsourced roles in payroll, HR data analysis, recruitment, talent acquisition, and many more.
With our strict hiring process and commitment to innovation, we ensure that our AI- and human-driven HR services exceed your expectations and meet your business needs.
If you’re looking to outsource human resources and build your own team, contact us now for assistance!
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For businesses today, customer experience is EVERYTHING. So much so that a smooth, personalized, and reliable interaction with your brand can mean the difference between winning a long-term client and losing one to the competition. The stakes are high.
So, off the top of your head, how much is your business currently investing on customer service? More to the point, are you getting maximum return on investment out of it?
For a lot of medium to large businesses (those who are in a space of continuous growth and are currently looking to scale their operations), keeping customer service in-house can be expensive and often unsustainable. Recruiting, training, and retaining skilled customer service agents takes significant time and budget — valuable resources that could be redirected to driving core business growth instead.
With an outsourced customer service industry so rich, it has been dubbed as the “call center capital of the world,” the Philippines has become the go-to destination for businesses that want to deliver top-notch customer service while keeping costs manageable.
With a large pool of English-speaking talent, a strong cultural alignment with businesses in the US, Australia, and Europe as well as decades of proven expertise in business process outsourcing, the country continues to attract companies of all sizes across various industries.
The good news for growing businesses: outsourcing customer service is one of the smartest ways to scale your business operations. Whether it’s managing calls, responding to live chats, or handling escalations, outsourcing to the Philippines lets you access skilled professionals without the overhead of hiring in-house.
So, in this guide, we’ll walk you through the benefits of outsourcing customer service to the Philippines, key considerations before making the move, practical tips for success, and the top providers in 2026 that are well-suited for businesses like yours.
Keep reading to learn more.
The Philippines has been the global leader in BPO services for more than two decades. While the outsourcing space in the country has now expanded to various spaces including finance, human resources, and even AI-powered recruitment, customer service remains to be one of the most in-demand offshore outsourcing services for US businesses.
But what exactly makes it such an attractive option, especially for businesses like yours who are looking for cost-efficient yet high-quality solutions?
Here are 5 of the key reasons why Philippine customer service outsourcing is highly preferred:
The Philippines ranks consistently as one of the largest English-speaking nations in the world, with strong proficiency in both written and spoken communication. Filipinos are also known for their neutral accent, making them easily understood by Western customers.
When you hire a customer service team from the Philippines, you are tapping into a pool of skilled professionals who can clearly and effectively connect with your English-speaking customers.
On top of their excellent communication skills, Filipino customer service representatives are often praised for their professionalism, empathy, patience, and customer-first mindset.
The country’s cultural alignment with the US, Australia, and Europe makes it easier for businesses to outsource without worrying about tone or communication gaps. This way, you’re not only meeting your customers expectations in terms of language, you’re also strengthening your business with customer service operations that are aligned with your team’s culture.
Outsourcing to the Philippines allows companies to save up to 60 to 70%, because of lower labor costs as opposed to hiring in-house staff in Western countries. Typically, the average monthly cost of having one customer service representative ranges from $349.79 USD to $437.23 USD.
The best part is, this affordability doesn’t come at the expense of quality — Filipino BPO agents are trained to deliver professional, world-class service. So, you can rest assured that your customers will be getting excellent customer service, at a fraction of the costs. Talk about value for money!
With decades of experience, the Philippines boasts mature outsourcing ecosystems and strong call center services that empower all types of businesses.
From robust telecommunications infrastructure and tools to Philippine government support through tax incentives and training programs, the customer service and BPO industry in the Philippines is an intricate system that you can fully depend on. Businesses outsourcing here can rest assured that the systems in place are reliable and sustainable.
Known for enterprise-scale outsourcing which often requires hundreds of agents, the Philippines is also friendly to smaller setups. Many providers now offer flexible engagement packages where medium-sized businesses can start with just a few agents and scale as needed.
If you’re currently in a growth phase and just looking for ways to take some of the tedious tasks off your staff’s plate, having an offshore team for your customer service function might just be the best way to go.
Want to learn more about outsourcing customer service to the Philippines? Explore this further here: The Pros & Cons of Outsourcing Customer Service to the Philippines.
For now, let’s move on to the benefits of customer service outsourcing.
From a holistic perspective, customer service outsourcing is mostly about creating a lean, competitive advantage that allows businesses to grow faster. If you’re managing a business that is currently in this phase, you can definitely consider having a Philippine team of customer service agents to help you scale faster (and, of course, smarter).
Here’s how medium to large businesses can benefit from outsourcing their customer service functions:
Outsourcing your customer support is one of the most effective ways to lower your operational expenses without sacrificing quality.
Instead of shouldering the significant financial burden of an in-house team — including salaries, benefits, rent for office space, training materials, and tech infrastructure — you can tap into a more cost-effective model. Outsourcing significantly reduces these overhead costs, allowing you to invest your savings back into your business.
Most managers know this: finding, hiring, and training a high-performing customer support team can be a time-consuming and expensive process.
When you outsource, you skip the extensive (and expensive) recruitment and onboarding stage and get immediate access to a pool of seasoned professionals who are already vetted, trained, and prepared to handle a variety of customer interactions, from voice support to live chat and email. These experts from customer service outsourcing companies bring with them a wealth of experience, ensuring your customers receive top-tier service from day one.
Freeing up your internal resources from the day-to-day demands of customer service allows your leadership team to concentrate on what truly drives your business forward. Think of it as a way to take your time back.
By entrusting support to a specialized partner, you can redirect your attention and energy toward strategy, product innovation, and market expansion. This strategic shift ensures that your core business objectives remain the priority, accelerating your company’s ongoing growth and competitive advantage.
Of course, the ultimate goal of any support function is to create a positive experience for your customers, and outsourcing to the Philippines can help you achieve this.
Philippine customer service agencies are known for their commitment to service excellence. Their agents are not only highly trained but also possess a natural sense of empathy, leading to quicker issue resolution, smoother interactions, and a more positive overall experience for your customers. This level of service helps you build brand loyalty and a strong reputation.
Business needs can change quickly, and your support team needs to be able to adapt.
Outsourcing gives you a level of flexibility and scalability that is difficult to match with an in-house team. Whether you need to start with just a few agents or plan to double your team in response to a growth spurt or seasonal demand, your outsourcing partner can seamlessly adjust the team size to meet your needs. This ensures you always have the right level of support without the logistical hassle or long-term commitment of hiring new full-time employees.
To maximize all these benefits, it’s important to make sure that you are doing outsourcing right.
While there is no one-size-fits-all approach to having a successful offshore team for your customer service needs, there are industry best practices that you can follow in order to make the most out of customer service outsourcing.
Once a business decides to outsource, it’s easy to view the relationship as a simple transaction: simply paying another company to handle a task. However, the most successful outsourcing relationships are built on collaboration.
The key here: outsourcing is a partnership. Consider your outsourced customer service team as an extension of your own company, with your chosen provider acting as a true collaborator in achieving your business goals. By following these best practices, you can ensure your outsourcing partnership will truly empower you to have a more efficient, scalable, and customer-centric organization.
Before you begin the search for a partner, you must first define your goals. What do you want to achieve through outsourcing? Is your primary goal to reduce costs, extend your support hours, or perhaps improve your customer satisfaction scores?
Clearly outlining these objectives will help you select the most suitable partner and establish a clear framework for measuring success. This first step ensures that your partnership is built on a strong foundation of shared understanding and purpose.
Jumping in with a massive team from the start can be risky. A better approach is to begin with a manageable team, maybe around 5 to 10 customer service agents.
This “crawl before you run” strategy allows you to test the waters, refine your processes, and build trust with your outsourcing partner without a huge upfront investment. Once you’re confident in the process and the partnership, you can seamlessly scale your team as your business grows.
It’s easy to think that more channels are always better, but that’s not always the case.
Take a strategic look at your customer base and determine which communication channels — such as live chat, email, phone support, or social media — are most effective for your business. Focusing on the right channels prevents you from wasting resources on platforms that don’t resonate with your customers and ensures you’re meeting them where they are.
When outsourcing customer service and technical support services, it’s crucial to maintain a healthy level of involvement.
This means establishing regular check-ins, performance reviews, and robust reporting systems to ensure your customer service operations remain aligned with your business goals. Active oversight ensures that you retain visibility and control, keeping the outsourced team integrated with your business and aware of your expectations.
The agents you hire will be the voice of your brand. Therefore, it’s essential to choose a partner whose culture and values align with your own.
Look for a provider who shares your commitment to customer service, communication style, and ethical standards. This alignment ensures that your outsourced team acts as a natural extension of your company, providing a seamless and authentic experience for your customers.
While these are typically the tips that businesses who successfully outsource customer service follow, it’s important to identify the approach that works best for your own business. After all, no one knows your business like you do.
If you need more information about the customer service outsourcing process, read: How to Outsource Call Center Services to the Philippines.
Now that we’ve gone through the what, the why, and the how, it’s time to discuss the who of customer service outsourcing. As we’ve already established that this is a partnership, who you’re outsourcing this function to can make a huge difference.
Not all outsourcing providers are made equal, that’s a fact. So, to help you choose one, here’s a look at some of the leading outsourcing companies in the Philippines that are well-suited for medium to large businesses looking for dedicated customer service teams in 2026.
Based in Pasig City, KDCI Outsourcing specializes in building custom, on-brand call center teams for businesses. Their process involves a personalized approach, from vetting and training agents to aligning them with your brand’s unique voice and goals. They focus on quality and efficiency by providing certified customer service agents for various channels like email, live chat, or phone.
Beyond offshore staffing, KDCI ensures continuous improvement through managed operations. They provide a dedicated account manager to oversee your customer service and gather data, ensuring your business has the necessary insights to refine and enhance its support strategy for optimal performance.
Sutherland Global Services offers comprehensive, data-driven customer interaction services. They provide seamless omnichannel support across voice, chat, and email, ensuring a consistent customer experience. Their use of data analytics helps businesses gain valuable insights into customer behavior for more personalized and effective interactions.
With an established global presence, Sutherland offers scalable solutions and multi-language support while maintaining local expertise. They also invest heavily in specialized training for their agents and integrate advanced technologies like AI to streamline processes, ensuring high-quality and efficient service.
As a global leader in customer experience, Concentrix focuses on a strategic approach to enhance customer engagement. They specialize in customer journey mapping to identify key touchpoints and opportunities for improvement. Their omnichannel strategy ensures a cohesive experience across all channels, from online to phone.
Concentrix leverages data and analytics to personalize each interaction, making it relevant and engaging for the customer. They also prioritize employee experience, recognizing that a motivated and engaged team is key to delivering superior customer service.
Alorica provides a wide range of customer experience solutions designed to transform how businesses interact with their customers. They create customized strategies for various industries, offering everything from customer service and technical support to sales solutions. Their services are supported by digital innovations like chatbots and a strong global presence.
A key part of Alorica’s strategy is a strong focus on workforce solutions. They use a data-driven approach to understand and predict customer behavior, enabling businesses to make informed decisions while managing a talented and well-equipped team.
Foundever offers a suite of customer experience solutions aimed at fostering meaningful customer interactions. Their core strength lies in their omnichannel approach, which ensures a consistent and integrated experience across all communication channels. This is backed by a global presence that provides multi-language support with local cultural expertise.
Foundever utilizes data-driven strategies and innovative technology, including AI, to enhance efficiency and customer engagement. They place a strong emphasis on their human resources, providing continuous training and development to ensure a skilled and motivated workforce that is ready to deliver on-brand service.
If you are looking for more options, check out: The 10 Best Call Centers in the Philippines.
Now, let’s talk about your business specifically! Let’s find out if you’re ready to outsource your customer service function.
Go ahead and ask yourself (and your team) these questions:
If you answered “yes” to at least one of these, outsourcing customer service and support could be the strategic move your business needs in 2026.
The Philippines has long been the world’s customer service hub — and for good reason. With its skilled workforce, strong cultural alignment, and cost-efficient solutions, it offers medium-to-large businesses the opportunity to provide world-class customer experiences without breaking the bank.
At KDCI Outsourcing, we specialize in building dedicated customer service teams tailored to your business needs. Whether you need a few agents to cover multiple channels or a growing support team to scale with your operations, we’re here to help you deliver seamless customer experiences.
Let’s talk about how we can support your customer service goals in 2026 and beyond. Contact KDCI Outsourcing today.
Technology becomes obsolete — fast! Breakthroughs in technology have not only opened doors for hyperconnectivity, but also convenience and advancements in many industries. Hence, businesses are now faced with a silent obligation to modernize and keep up with technological advancements.
Even employees, including IT staff, are pressured to upskill to meet industry and business demands. It’s not just that, though. From heavy workload to skill and knowledge gaps, IT teams have become overwhelmed and stretched thin with too many things on their plates.
For forward-thinking companies and employees, one strategy reigns supreme: Information technology outsourcing (ITO). As one of the commonly outsourced departments, IT outsourcing has become a vital avenue for business innovation and success.
Whether it’s hiring external experts for a project or bolstering cybersecurity for an extra layer of protection, outsourcing empowers businesses for the future of IT and futureproofs them against sophisticated cyber threats. This article explores ITO meaning, benefits, and use cases. If you’re looking to harness IT outsourcing, read on below.
Information Technology Outsourcing, or ITO in short, is when a company contracts with a third-party outsourcing provider in a developing country to perform IT functions and processes, including cybersecurity, software development, IT support, and web hosting. Businesses engage in ITO to cut costs, maintain competitive advantage, and enhance operational efficiency.
Onshore outsourcing IT is a practice of partnering with a domestic outsourcing partner. Since the client will be working with locally outsourced employees, this strategy eliminates cultural barriers and promotes a collaborative experience that isn’t bound by significant time zone differences.
However, this model may be the most expensive due to the cost of local labor. With labor shortages and limited geographical scope, companies may find it challenging to hire a specialized IT expert within their home country.
Nearshore outsourcing is when a company outsources IT processes to external providers in a nearby geographical location. In this case, a US company outsources IT projects to Brazil, Colombia, or Mexico.
Nearshore ITO offers the right balance of lower labor costs, cultural compatibility, and minimal time zone differences. Unfortunately, political instability and a limited talent pool may push companies away from nearshoring IT.
Offshore ITO is the full package of outsourcing: Cost savings, a wider talent pool, and linguistic and cultural compatibility. It is when a company partners with an external service provider in a faraway geographical location. Hence, if a US-based business offloads IT projects to the Philippines or Malaysia, it’s considered offshore outsourcing.
Offshore outsourcing companies provide round-the-clock support to ensure faster development cycles and project completion. They also employ IT professionals who are proficient in English for seamless communication with clients.
Although this outsourcing model is the most cost-effective among all models, its success lies in clear, regular communication and effective team management.
Businesses — even those with existing internal IT teams — benefit from ITO. Below, let’s explore how the advantages of IT outsourcing pave the way for business success:
One of the best benefits of information technology outsourcing is increased access to external experts with the same expertise and qualifications you’re looking for locally. But if there’s one thing that sets global talent apart from local hires, it’s cost-effectiveness.
To begin with, the average hiring costs in the US sit around $4,683 per hire. However, this amount can be higher in the IT industry. Let’s look at how much each IT professional takes home in the US per year:
On the other hand, here’s how much a Filipino IT professional earns for the same roles annually:
By hiring talent from a developing country like the Philippines, you can save on labor, training, and equipment costs by as much as 70%!
These professionals are also equipped with world-class skills that they acquire and hone from their college education, certifications, and work experiences. This ensures that all outsourced projects will be handled and accomplished by top-notch experts.
While tools and software are staples of the 21st-century business environment, they constantly evolve. Spiceworks found that IT budget increases were planned by more than half of surveyed companies (66%), citing IT infrastructure upgrades as their rationale (52%).
Upgrades come not just with training and consulting costs, but also operational delays and lost productivity. Hence, companies are then faced with two choices: Keep up or get stuck. However, not upgrading also costs businesses lost opportunities for scalability and innovation and puts them at a higher risk of cybersecurity threats.
If you want that much-needed upgrade without the significant capital investment, you can partner with an IT outsourcing company. The best IT outsourcing companies come equipped with the most sophisticated tools — including artificial intelligence and cloud technology — to support your IT needs and integrate into your workflow. This also minimizes learning curves associated with learning a new tool or software.
Speaking of upgrades, enhanced cybersecurity deserves its own spot here. According to the World Economic Forum, survey participants were most concerned about the following organizational cybersecurity risks:
Statistics also found that by 2029, companies can lose $15.63 trillion USD due to cybercrimes, up from a 2025 forecast of $10.5 trillion USD. Thankfully, ITO can help minimize your company’s risk of cybercrime.
ITO offshore outsourcing companies boast secure IT infrastructures, deploy on-site security systems, and implement data security practices. They also employ URL filtering systems, firewalls, VPN tools, updated antivirus programs, and end-to-end data protection solutions for safe data access, processing, handling, and storage.
With a round-the-clock IT team that monitors network activity, conducts security audits, and executes response strategies outlined in the company’s business continuity plan, your business is less likely to face downtimes caused by cyber threats.
To further ensure data integrity and confidentiality, ITO companies conduct rigorous employee background checks to avoid insider threats and internal data breaches. Because these providers train employees on cybersecurity, your company will get the peace of mind it deserves.
The fast-paced nature of today’s business environment thrives on productivity and efficiency.
Thankfully, outsourcing brings the gift of operational efficiency. Engaging in information technology outsourcing doesn’t mean laying off or firing your entire internal IT team; it’s about augmenting your organization with the right external expertise.
Collaborating with an IT outsourcing partner allows you to build a dedicated offshore team for non-core IT tasks, enabling your in-house staff to focus on core business activities and IT competencies. This eliminates delays in internal IT projects and builds operational efficiency necessary for business growth.
As they say, time is money. After all, the first business to make waves in the market can mean gaining a huge competitive advantage over other competitors. What if your company wants to accelerate development and be the first to release an all-new, groundbreaking software? Of course, the solution is information technology outsourcing.
Partnering with one of the best BPO companies speeds up time-to-hire and helps you scale your workforce, significantly cutting out development time without increasing labor costs. Combine round-the-clock external expertise with the provider’s advanced technologies, and you’ll be launching your software before your competitors do.
Here are four examples of IT functions to outsource to an ITO company:
If your business develops software or platforms, you’ve probably had your fair share of making users wait as your help desk specialist escalates the issue to a more qualified specialist.
Increased ticket volume is another problem if your company lacks manpower, which further delays ticket resolution. For customers, this screams poor and inefficient technical support.
Outsourcing help desk support to one of the top help desk outsourcing providers or ITO companies can do wonders. Benefits include:
Developing software is a rewarding experience. But the work involved in development is rife with challenges associated with software development. On top of unclear project requirements, software developers are grappling with tight deadlines, quality assurance, frequent upskilling, and evolving software requirements.
Partnering with a reliable IT outsourcing partner eases these challenges. Let’s take a look at the perks of outsourcing software development:
Those stunning websites you see online are all thanks to the hard work of web developers and designers. But when one website looks good on a certain browser (say Google Chrome or Firefox), but looks bad in another, it’s poor cross-browser compatibility.
If we throw in mobile compatibility, website optimization, user-friendliness, and security threats into the mix, you’ll end up with a stressed-out team of web developers. That’s where outsourcing web development comes into play. By collaborating with an IT outsourcing company, you’ll get:
Whether your customers are using desktop computers or smartphones, cybersecurity should never be taken for granted. Alarmingly, cyber threats have now permeated mobile phones through dubious applications, unsecured networks, and network spoofing.
With the sophistication of cyber threats, businesses are left scrambling for the best cybersecurity talent. Looking at the average salary of a US cybersecurity specialist, hiring one costs a lot of money. Labor shortages at home add to the challenge, as well.
On the other hand, cybersecurity specialists struggle with not just stress, but also with compliance and security management. After all, businesses rely on these professionals to protect and ensure resilience against cyber risks and disruptions.
As mentioned earlier, ITO can bolster cybersecurity. The benefits of outsourcing cybersecurity include:
As companies rely on technology for productivity, ITO has inevitably become the present and future of business strategies. IT outsourcing enables businesses to find qualified IT talent, adopt new technologies, drive innovation, and reallocate resources to high-value IT operations. In the Philippines, there are a plethora of IT outsourcing providers.
The best one is no other than KDCI Outsourcing. Our offshore staffing solutions are designed to harness your business’s growth potential in your industry, whether that’s finance, human resources, IT, property management, or real estate.
From software developers to security analysts, our outsourced IT professionals will handle your non-core IT tasks and fortify your business security framework with cutting-edge cybersecurity solutions.
Ready to outsource your next (or pending) IT projects? Get in touch with our outsourcing team today, and let’s help you get started!
What started out as a few agents, has grown into an invaluable partnership with KDCI. With more than 40 team members, we are lucky enough to count as part of our Cedar Family. Thank you so much KDCI for making our Company better!
We have found KDCI to be a consistently reliable partner, always willing to ‘go the extra mile’ to ensure our valued customers receive the best possible service.
KDCI plays a very important role in our catalog and content operations. They are responsive, kind, and always willing to help us as much as possible. We have been working together for more than 4 years, and we hope our partnership will be even more fruitful in the future.
Having collaborated with KDCI.co for our creative needs, I can confidently attest to their unparalleled expertise and dedication. Their team consistently delivered innovative solutions that not only met, but often exceeded our expectations. Their professionalism and attention to detail are commendable.
KDCI were able to grow with us with any future requirements. We have a lot to do when it comes to our business, and everytime we come back, they're right there with us and able to deliver.
KDCI's team has been instrumental in helping us not only modernize our platforms but also increase the experiences for the customer, and to deliver on the tsunami of content that came their way.
We had a lot of difficulty finding qualified talent in the United States. Honestly, I don't think we had thought about outsourcing at all as a potential option, but we were very open to it once we heard about it. We love our KDCI team. They're just like a regular part of our team, it's just that they're thousands of miles away.
It's been five years since we started working with KDCI, and it just keeps getting better and better. We've grown together and achieved a lot of shared success. Overall, they're incredibly professional yet fun to work with. We are incredibly happy to have found them.
We're so glad we partnered with KDCI to develop a unique platform that delivers personalized customer experiences without compromising functionality or security. It was an amazing experience, I won't hesitate to start another project with them again.
