last updated: august 2025
let me be blunt about this
most salary guides online are written by people who have never actually hired from the Philippines
ive been placing Filipino talent since 2021
processed 43,000+ applications through our 4-level vetting protocol
and seen the salary data from $1M, $4M, and $10M+ ecommerce businesses
here's what companies are actually paying in 2025
(and why most of you are doing it wrong)
breaking news: you get what you pay for
when i started hiring in 2021, i made every mistake in the book
chased price over value
hired at $2/hr thinking i was getting a "good deal"
spoiler alert: i wasn't
want to know what $2/hr quality looks like?
exactly what you'd expect
the kind of talent worth betting your business on?
they're not applying to your $2/hr job posts
based on our placements across different business sizes:
entry level (no direct experience)
- range: $3-5/hr
- monthly: $520-865
- what you get: strong character, teachable, high potential
experienced (1-2 years relevant experience)
- range: $5-7/hr
- monthly: $865-1,210
- what you get: proven track record, faster onboarding
specialized roles (3+ years, specific skills)
- range: $7-12/hr
- monthly: $1,210-2,080
- what you get: expertise that moves your business forward
executive/leadership level
- range: $10-15/hr
- monthly: $1,730-2,600
- what you get: someone who thinks like an owner
mistake #1: obsessing over hourly rates
stop thinking in hours
start thinking in outcomes
my Philippines team doesnt punch a clock
they hit goals
you're not paying for time
you're investing in results
mistake #2: comparing apples to oranges
"but i can hire someone locally for $15/hr"
cool story
can they work while you sleep?
do they have zero commute drama?
will they stick around for 3+ years?
when you factor in the full cost of employment
Philippines talent at $5-8/hr often outperforms local hires at $15-20/hr
mistake #3: ignoring the currency advantage
i pay my team in USD
even though they live in the Philippines
why?
- protects them from peso fluctuations
- predictable budgeting for both sides
- builds loyalty (small decisions like this matter)
when the peso dips against the dollar, their buying power goes up
not their stress
here's what our clients are paying by function:
administrative roles
- data entry: $3-4/hr
- executive assistant: $5-8/hr
- project coordinator: $6-9/hr
customer service
- chat support: $4-6/hr
- phone support: $5-7/hr
- customer success manager: $7-10/hr
marketing & sales
- social media manager: $5-8/hr
- content writer: $6-9/hr
- appointment setter: $6-10/hr
- sales manager: $8-12/hr
technical roles
- graphic designer: $6-10/hr
- web developer: $8-15/hr
- data analyst: $7-12/hr
ecommerce specific
- amazon VA: $5-8/hr
- inventory manager: $6-9/hr
- product researcher: $4-7/hr
- ppc manager: $8-12/hr
the REAL cost of a bad VA isn't the $500/month salary
it's your attention being stolen from what actually moves the business forward
bad hires cost you:
- months wasted on training someone who doesn't stick around
- anxiety of never fully trusting them
- hours creating ultra-detailed SOPs because they can't think for themselves
- walls hit from broken English
for me, the most expensive hire is the one i have to make twice
english proficiency matters
Philippines ranks #20 globally for English proficiency
55% of adults speak it (that's 55 million people)
but 45% don't
perfect English commands premium pricing
and it should
experience in your industry
someone who's managed amazon stores before?
they're worth more than someone learning from scratch
BUT
our most successful placements have been candidates with no background in the industry
the overlooked ones
with strong character that i could teach
location within the Philippines
metro manila = higher cost of living = higher salaries
rural areas = lower expenses = more competitive rates
skill specialization
generalists: $3-6/hr
specialists: $6-12/hr
experts: $10-15/hr
if $900/month feels too expensive
you're not ready to hire
here's my framework:
stage 1 business (under $10k/month)
budget: $500-800/month
hire: administrative support to handle the basics
stage 2 business ($10k-50k/month)
budget: $800-1,500/month
hire: specialized role that directly impacts revenue
stage 3 business ($50k+/month)
budget: $1,500-3,000/month
hire: leadership level talent who can scale systems
most people approach overseas hiring backwards
they post on onlinejobs.ph
wait for applications
interview a few people
pick whoever has the best English
that's not hiring
that's hoping
our 4-level vetting protocol:
1. initial application (76% drop-off rate)
2. written response scenarios
3. character-focused interview
4. client "hell yes" test
we filter out 99% of applicants
so you only talk to people worth your time
mistake: starting too low
"let's see how they do at $3/hr then we'll increase"
terrible strategy
you attract bottom-tier talent
then wonder why they're not performing
mistake: no clear growth path
great talent wants to see progression
not just cost-of-living adjustments
mistake: ignoring performance incentives
my team has unlimited bonus potential
aligned incentives = aligned outcomes
if they ask for:
- payment in advance
- cash transfers outside payroll
- salary increases before starting
- rates significantly below market
run
quality talent knows their worth
paying in USD isn't just nice
it's strategic
protects your team from:
- peso devaluation
- local economic instability
- unpredictable purchasing power
protects your business from:
- constant salary renegotiations
- talent jumping ship for currency reasons
- budget fluctuations
performance bonuses
tie directly to business metrics
revenue goals, efficiency improvements, project completions
skill development bonuses
completed training programs
new certifications
expanded responsibilities
loyalty bonuses
yearly service anniversaries
referral rewards for bringing in great talent
the Philippines has an abundance of $2/hr heads
but the 1% of Filipino talent?
they're not applying to your bottom-dollar job posts
yes, high-agency VAs cost more
(trust me, you can afford it)
but the return on investment is exponential
because you need someone who becomes your operator
not a task-monkey
we own a consistent talent pipeline through our newsletter to remote workers in the Philippines
3,298 subscribers as of today
every week we send:
- how to land remote jobs
- how to excel in current roles
- guest features from our team
- client job openings
that last one is the big one
it's what most people subscribe for
eventually, 100% of our placements could come from this newsletter
sign client → send email → get applicants
an asset in motion
salary inflation is real
top talent rates have increased 15-20% since 2023
demand for quality Philippines workers is outpacing supply
specialization premium growing
generalists are getting commoditized
specialists command higher rates
ai won't replace vas
but VAs who use AI will replace those who don't
factor this into your hiring criteria
cheap labor is expensive
expensive talent pays for itself
most founders hire once at $2/hr
then find me
the best hire i ever made wasn't the cheapest
it was the one i never had to replace
one great VA buys back your time, energy, and sanity
one bad VA? well... you already know
stop asking "how cheap can i get a VA?"
start asking "how do i find a VA so good i NEVER have to hire again?"
ready to hire the right way? we handle the entire process from sourcing to placement. 14 day delivery. top candidates.
book a strategy call: [link]
-zack
p.s. all these numbers come from real placements. your mileage may vary based on how well you can lead.
