Brief Your Offshore Role
Tell us what the person will do, who they will work with and the experience they need. You can prepare a brief online or discuss it with our team. We use that context to recruit Philippine-based people for your business.
What should your brief include?
Describe the recurring work and the outcomes you will review. Include the systems the person will use, the decisions they can make and the situations they should escalate. A job title gives us a starting point; examples of the work make the requirements clearer.
- Main responsibilities and the volume or frequency of the work
- Required experience, tools and any AI experience you want assessed
- Working hours, time zone and the manager who will provide daily direction
Separate Requirements from Training
Identify the skills a person needs on arrival and the knowledge your team will teach them. Your internal processes, customers and approval rules will need an introduction even when someone has experience in a similar role. Share examples that are safe to use in recruitment, without confidential customer or business information.
How does the brief become a hiring plan?
We review your requirements with you and use the agreed brief to guide candidate assessment. Clarify the hours, experience and scope alongside your pricing proposal. If priorities change during recruitment, tell us so the candidate conversation stays aligned with the work.
Your Questions
What should we have ready before speaking with Covela?
A job description is enough to start the conversation. We can discuss the role with you from there. Preparing candidate profiles is a later step that requires a complete brief and confirmed job requirements.
What needs to happen before candidate profiles are prepared?
We need a complete brief and confirmed job requirements before preparing candidate profiles. First-time clients also sign the commercial terms for proceeding with a hire. Profile preparation runs on working days, excluding Philippine public holidays. We agree the delivery schedule when the brief is confirmed.
How soon can someone start?
For a non-urgent search, allow two to four weeks from role approval to candidate selection. The start date then depends on the chosen person’s notice period. We can discuss a faster search when you need someone urgently, although rushing recruitment can limit your choice of candidates.
Should our first offshore hire be junior or experienced?
We generally recommend someone with mid-level or senior experience. In our experience, the training a junior person needs can be harder to provide when regular meetings in person are not possible. This is a recommendation based on what we have seen work well; the right choice depends on your business and its ability to train and support the person.
Can our team work remotely, in an office or in a hybrid arrangement?
Remote work is our default. If you need office or hybrid working, we can arrange it through our network of coworking spaces and serviced offices in Manila and other metropolitan areas. Discuss the location and working arrangement with us when preparing the role.
Can Covela tell us whether a role is too broad?
Your business has the day-to-day context needed to decide how responsibilities should be divided. We flag responsibilities that appear too extensive for one person during the proposal stage. Once someone is working with you, we also raise signs of consistent overwork that come through overtime requests or our HR check-ins. You remain responsible for deciding how to organise the work.
Continue Planning Your Team
Discuss Your Role
Tell us about the work, your team and the arrangements you want to put in place.
Start a brief