Oneal Rosero

Scaling a remote business? 🧑‍💼💻 Emapta Global, a leading outsourcing provider with over 1,000 global clients across 30+ countries, did it by simplifying cross-border payments with Payoneer. “With a global workforce spanning the Philippines, Colombia, India, Sri Lanka, Macedonia, Vietnam, and Malaysia, flexible and efficient payment solutions are crucial for building trust and driving productivity,” shared Roy Figueroa, Executive Director at Emapta. Read more about how Payoneer helped Emapta scale globally 👉 https://paynr.co/4owGoSJ

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Hiring Filipino developers, VAs or support agents? Many startups get the structure wrong and end up with tax issues or misclassification fines. This guide explains how to hire properly with an Employer of Record (EOR) and avoid the common pitfalls. 🧾 Legal structure 🕒 Quick onboarding 🔒 IP and compliance handled If you’re scaling globally, this is worth your time: https://lnkd.in/g5Vcyev8 #EmployerOfRecord #RemoteHiring #GlobalWorkforce #StartupPlaybook #HiringGlobal #EOR #RemoteTeams

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This “remote chatting role” email might look like a harmless work‑from‑home offer, but it shows how the OnlyFans ecosystem quietly outsources its most exploitative tasks to low‑income workers in countries like the Philippines. The agency openly says you’ll be “chatting with subscribers on behalf of the creators” – in practice, that means impersonating models, building fake emotional intimacy, and steering lonely men toward higher‑priced explicit content. This is not customer support; it’s scripted emotional manipulation packaged as flexible remote work. For that, the offer is a “guaranteed base” of about 3 USD an hour, plus vague performance commissions, while agencies and creators capture the real profits. The worker absorbs the sexual harassment, maintains the illusion of a personal relationship, and bears the psychological toll of the conversations – all with minimal transparency around employment status, protections, or data handling. From an ethics and compliance perspective, there are serious concerns: fans are often unaware they’re talking to a third‑party contractor, privacy and data security are weakly defined, and the power imbalance between platforms, agencies, and offshore workers is enormous. This is a textbook example of how digital platforms can normalize deception and emotional exploitation under the banner of “remote opportunities.” As professionals, especially those in HR, trust & safety, and operations, we need to look more critically at business models like this. “Remote” and “flexible” should not be cover words for pushing morally compromising work onto people with fewer economic options, while platforms distance themselves from the consequences.

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The hiring landscape is changing fast and keeping pace isn't always easy! Here are 3 key opportunities for companies in APAC to reimagine the way they hire, retain, and develop talent 💡 LinkedIn’s APAC Head Economist Pei Ying CHUA explains why.

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Most people think ethical outsourcing is “nice to have.” I used to think it was expensive. Then I saw what cheap actually costs. Years ago, I kept hearing the same stories about teams in the Philippines: Long hours. Low pay. High turnover. Talented people doing great work… while being quietly undervalued. And founders would shrug and say, “That’s just how outsourcing works.” That belief never sat right with me. So we tried something different. At Team Up Now, we chose to treat remote talent like partners, not line items: Fair pay that reflects real skill. Benefits that create stability. Growth paths instead of dead ends. Workloads that don’t burn people out. Nothing flashy. Just human. Here’s what happened next: Teams stayed motivated and focused. Projects shipped faster, with fewer handovers. Clients stopped “testing” us and started trusting us. Partnerships lasted years, not months. The surprising part? It wasn’t more expensive in the long run. It was more profitable. Because when people feel respected, they don’t just do tasks. They take ownership. Ethical outsourcing isn’t a cost. It’s a strategic advantage hiding in plain sight. Curious how others think about this, where have you seen values actually improve performance?

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Clear Communication Should Not Depend on the Platform You Use. Global teams use different tools every day. One meeting happens on Zoom, another on Google Meet, and client discussions often move to Microsoft Teams. For Filipino professionals, switching platforms should never mean switching confidence 🫰🏻 Krisp Accent Conversion works seamlessly across Zoom, Google Meet, and Microsoft Teams without any complicated setup. Once enabled, it converts Filipino accents into clear American English in real time while preserving tone, emotion, and personality. There is no delay, no robotic voice, and no disruption to the workflow. ➖ Meetings feel natural, conversations stay fluid, and collaboration improves instantly. ➖ Clear communication should follow you everywhere. Krisp makes sure it does. 🔗https://lnkd.in/gxBJXvSE #KrispAI #GoogleMeet #Zoom #MicrosoftTeams #FilipinoProfessionals

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True digital migration is more than just having a social media account; it’s about moving your operations from disconnected spreadsheets to a single, real-time ecosystem. By eliminating the hassle of manual encoding, your team can finally focus on what matters more. Discover how an ERP acts as the foundation that allows Filipino SMEs to step up to the competition. Read more: https://lnkd.in/gDiF6F9u

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Another honest question for OnlineJobs.ph. Can we please talk about VA agencies posting job ads on the platform? From what I understand, OnlineJobs.ph was originally built to connect Filipino VAs directly with international clients and companies, not to become a recruitment board for VA agencies. Yet today, agency posts are everywhere. And the problem? They’re hard to filter, often disguised as direct clients, and usually come with: - Lowball rates - Vague job scopes - “Client matching” promises - Multiple layers between the VA and the actual decision-maker This makes it unnecessarily difficult for skilled Filipino professionals to find legitimate, direct, long-term opportunities. If the goal of the platform is transparency and fair work, then maybe it’s time to: ✔ Clearly separate agency posts from direct clients ✔ Or limit postings to international companies and direct employers only ✔ Or at least give applicants proper filtering tools Because right now, many VAs spend hours applying, only to realize they’re dealing with an agency that wasn’t clearly disclosed. Filipino VAs don’t just need more jobs. We need better systems. We need clearer boundaries. And we need platforms that truly protect the spirit of direct remote work. This isn’t about attacking agencies. It’s about clarity, fairness, and respect for the talent using the platform. Curious to hear from fellow VAs and even clients, what’s been your experience with this?

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The Philippines isn’t “entry-level talent” That's just another misconception I keep running into The Philippines is great for operators. People who:  • Run systems  • Own processes  • Improve workflows  • Keep businesses stable while founders chase growth Many of our hires have:  • 10+ years of experience  • Managed teams  • Worked for global companies  • Seen multiple growth stages The issue isn’t seniority. It’s how roles are designed. If you hire task-doers, you’ll get task-doers. If you hire owners, you’ll get owners. The talent is already there and at Remotify we make sure to be your local HR partner

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Job hunting can feel overwhelming — but it doesn’t have to be. Whether you’re a fresh graduate, changing industries, or re-entering the workforce, here’s a no-fluff guide to help you start strong and stay on track. 1. Build a Solid Foundation First Your base toolkit matters: Resume: Clean format, keyword-optimized, and tailored for each role. Focus on outcomes and skills. LinkedIn Profile: Think of it as your online resume. Add a compelling headline, a detailed ‘About’ section, and a friendly, professional photo. Portfolio (if applicable): Crucial for tech, design, and content roles—show off your work! Use GitHub, Behance, Notion, or a personal site. 2. Let Tech Do the Heavy Lifting Use digital tools to work smarter, not harder: Set job alerts on platforms like LinkedIn, Naukri, Hirect, Glassdoor, Indeed, Instahyre, Foundit (Monster), Wellfound (AngelList), and Internshala (for internships). Use Google Jobs: Just type “Jobs near me” or “Remote [job title] jobs.” Helpful Chrome Extensions: Huntr – track job applications. Jobscan – tailor your resume for each JD. Simplify – autofill job applications. 3. Networking is Still Your Superpower Don’t just apply—connect. Reach out to alumni, ex-colleagues, and LinkedIn connections with personalized, respectful messages. Engage with posts, share your learnings, or even document your job hunt—it boosts your visibility and makes you memorable. 4. Be Consistent, Not Just Motivated Motivation comes and goes. Systems stick. Dedicate 1–2 focused hours a day to job searching. Use a spreadsheet or Trello board to track applications, follow-ups, and interviews. Celebrate every win: a reply, a call, a coffee chat—it’s all progress. 5. Upskill with Purpose No need to hoard random certifications—learn what your target roles actually require. Tech roles? Focus on: SQL, Python, Power BI, JavaScript, AWS, etc. Non-tech roles? Think: Excel, Communication, CRM tools, Project Management, or Data Analysis. Use platforms like Coursera, Udemy, YouTube, or free bootcamps. 6. Take Care of Your Mental Space This journey can be emotional—don’t ghost yourself. Join job-seeker communities (Slack groups, Discord servers, LinkedIn groups, or Reddit threads). Talk to friends, mentors, or a career coach. Journal. Meditate. Breathe. You’re human before you’re a candidate. Final Word: Job hunting isn’t a race. It’s a process. You’re not behind—you’re building something powerful. If you’re currently searching, I see you. You’ve got this. 💪 And if you’ve found any hidden gem of a job site, or a tactic that worked wonders for you—drop it in the comments.👇 Let’s crowdsource this journey and help each other win. #Post #repost #Jobhunting #thought

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In the Philippines, affiliate marketing thrives on trust, authenticity, and community. We’ve compiled the definitive best practices to help brands navigate this unique market; choosing the right creators, maintaining trust, and scaling high-performing content. If the Philippines is on your growth roadmap, this video is your playbook. #AffiliateMarketing #CreatorEconomy #LiveCommerce #Philippines #EcommerceSEA #MicroInfluencers #Transparency #IntrepidAsia

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After recruiting in the Philippines for 4 years and now moving here I'm seeing everything so clearly about why some offshore ventures fail and what makes the great one's work. One of the things that keeps showing up in various forms is COMMITMENT. ✅ Commitment to the time you'll need to spend interviewing and assessing people ✅ Commitment to running a timely recruitment process and providing decent feedback so you don't lose candidates ✅ Commitment to training and onboarding your people in a way that ensures their success not just throwing them in the deep end and seeing if they sink or swim ✅ Commitment to working in a remote model and building strong comms channels where your people feel engaged and part of the team. If you're going offshore to pick up and put down on a whim and expecting plug and play, think twice.

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We’re excited to announce our partnership with GovWorx! GovWorx is reimagining 9-1-1 communications with AI-powered QA and training tools—helping emergency call centers boost performance, streamline training, and tackle staffing challenges head-on. In under a year, they’ve landed 100+ customers and launched products like CommsCoach, BluAssist, and MedAssist. Now, we’re teaming up to take things to the next level—investing in product, go-to-market, and scale across public safety. GovWorx is our 5th GovTech investment in 4 years, and we couldn’t be more pumped to back a team that’s all-in on mission and innovation. Read the news here: https://lnkd.in/dfJrBdDj Check out our GovTech experience here: https://lnkd.in/dfsUipXh #GovTech #PublicSafety #911 #PrivateEquity #SerentCapital #GovWorx #CommsCoach #AI #EmergencyResponse

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I’ve never understood international companies entering the Philippines and only wanting to pay market or below-market rates. An extra 10–20% goes a long way in securing the best talent, keeping your team happy, and improving retention. It seems many companies enter the Philippines with one thing in mind: cost savings. Yes, cost savings are an obvious benefit, but they shouldn’t be everything. The savings can range anywhere from 40–80% compared to the West. Clients looking to save 80% will not get the long-term results they want, and often it’s the same people who later claim that offshoring doesn’t work. Invest in your team and target 40–50% savings. Pay the extra 10–20%, headhunt the top 10% of talent, maintain quality, and keep your staff happy, retained, and loyal for the long term. #PhilippinesTalent #Offshoring #GlobalTeams #HiringStrategy #TechTalent #RemoteWork #Recruitment #TalentAcquisition #BPO #SMEs #StartupHiring #PeopleFirstHiring

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Using SendGrid but still struggling with email authentication? This video shows how to correctly set up SPF, DKIM, and DMARC for SendGrid—so your emails land in inboxes, not spam folders. 🔐 ➡️ Watch it on YouTube: https://lnkd.in/gT27J72P #sendgrid #emailauthentication #emailsecurity #dmarc #powerdmarc

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ICYMI: GCash and SendWave have strengthened their global partnership to make sending money home faster, more secure, and more accessible for overseas Filipino workers. Filipinos abroad can now remit directly to a Philippine mobile number via SendWave, or cash in to their own GCash Overseas accounts using their US, UK, or Canada mobile numbers—ensuring instant access to funds from virtually anywhere. Read more: https://lnkd.in/g67-a2r8

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