u/Gloomy-Snow71

For small business owners, would you rather hire a direct remote contractor or work with an outsourced company?

Just curious to hear your thoughts.
I’m a remote accountant and a CPA based in the Philippines. Most of my clients have hired me directly, but as I plan to expand, I’ve noticed that some businesses seem to prefer working with an outsourced company instead.

What made you choose one over the other? Was it cost, reliability, compliance, easier management, or something else?

For small business owners, would you rather hire a direct remote contractor or work with an outsourced company?

Just curious to hear your thoughts.
I’m a remote accountant and a CPA based in the Philippines. Most of my clients have hired me directly, but as I plan to expand, I’ve noticed that some businesses seem to prefer working with an outsourced company instead.

What made you choose one over the other? Was it cost, reliability, compliance, easier management, or something else?

We’re a Philippines-based Business Process Outsourcing company, helping businesses build dedicated teams and outsource functions to the Philippines.

We’ll be one of the speakers at the Singapore Business Show on August 26–28, and we’d love to meet fellow business owners, founders, and professionals attending the event.

If you’ll be there too, let’s meet! 😊 Feel free to DM me.

We’re a Philippines-based Business Process Outsourcing company, helping businesses build dedicated teams and outsource functions to the Philippines

We’ll be one of the speakers at the Singapore Business Show on August 26–28, and we’d love to meet fellow business owners, founders, and professionals attending the event.

If you’ll be there too, let’s meet! 😊 Feel free to DM me.

For small business owners, would you rather hire a direct remote contractor or work with an outsourced company?

Just curious to hear your thoughts.
I’m a remote accountant and a CPA based in the Philippines. Most of my clients have hired me directly, but as I plan to expand, I’ve noticed that some businesses seem to prefer working with an outsourced company instead.

What made you choose one over the other? Was it cost, reliability, compliance, easier management, or something else?

They’d gone with a “global” EOR because the pitch sounded efficient — one contract, one platform, hire in any country. Everything was fine until an employee in one of their markets had a severance dispute. Turned out their “global” provider didn’t actually operate in that country directly — they were routing through a local partner nobody on the client side even knew existed. Every question had to go through an account manager, who’d relay it to the partner, who’d relay it back. Took close to three weeks to sort out something that should’ve been straightforward, because nobody they were actually talking to understood the local labor law well enough to answer directly.

After that, they moved their core markets over to local EOR providers instead, and apparently the difference was night and day — direct answers from people who deal with that country’s laws daily, more transparent pricing (turns out part of what they were paying was a markup for the hidden local partner), and issues getting resolved in days instead of weeks.

Made me rethink the assumption that “global” automatically means simpler. Seems like it just moves the complexity somewhere you can’t see it until something breaks.

They’d gone with a “global” EOR because the pitch sounded efficient — one contract, one platform, hire in any country. Everything was fine until an employee in one of their markets had a severance dispute. Turned out their “global” provider didn’t actually operate in that country directly — they were routing through a local partner nobody on the client side even knew existed. Every question had to go through an account manager, who’d relay it to the partner, who’d relay it back. Took close to three weeks to sort out something that should’ve been straightforward, because nobody they were actually talking to understood the local labor law well enough to answer directly.

After that, they moved their core markets over to local EOR providers instead, and apparently the difference was night and day — direct answers from people who deal with that country’s laws daily, more transparent pricing (turns out part of what they were paying was a markup for the hidden local partner), and issues getting resolved in days instead of weeks.

Made me rethink the assumption that “global” automatically means simpler. Seems like it just moves the complexity somewhere you can’t see it until something breaks.

CPA for 10 years, and worked in accounting/auditing/tax, and one thing I see constantly: a large share of small businesses here (some estimates say around 65%) don’t have anyone dedicated to their books. It’s the owner doing it on the side, or an Excel sheet nobody’s touched since last quarter.

I get it, it feels like an extra cost. But the businesses that skip this usually pay for it later anyway, just with penalties attached.

A few ways it shows up: missed deductions because receipts weren’t organized, expenses getting disallowed in a BIR audit because there’s no paper trail, penalties from late or wrong filings, and higher audit risk once revenue grows faster than the bookkeeping does.

Bookkeeping isn’t really an expense you cut to save money. It’s infrastructure. It’s what tells you if you’re actually profitable and keeps you out of trouble when the BIR comes asking.

Happy to answer questions if anyone’s deciding whether it’s time to bring someone in, even part-time or outsourced.

We’re curious to hear from business owners, founders, and finance teams.

Whether it’s for SEC compliance, bank loan requirements, investors, or internal reporting—what has been the most challenging part of getting your company’s audited financial statements prepared?

Some common issues we’ve heard include:

1. Missing or incomplete accounting records
2. Delays in providing audit requirements
3. Reconciling accounts before the audit
4. Tight filing deadlines
5. Uncertainty about what’s actually required

We’re a team of CPAs that recently started offering accounting, tax, and audited financial statement support, so we’re trying to better understand the real pain points businesses experience—not to sell, but to learn where firms can genuinely improve.

Would love to hear your experiences, whether good or bad.

I’ve been reading a lot about EOR services lately and I’m curious about real-world experiences.

If you were choosing an Employer of Record (EOR) in the Philippines, what would matter most to you?
Would it be payroll accuracy, labor law compliance, responsiveness, pricing, HR support, technology, or something else?

For those who’ve worked with an EOR before, what made you trust your provider? And if you’ve had a bad experience, what went wrong?

A little context: our team is made up of CPAs and HR professionals with experience in recruitment, payroll, Philippine labor law compliance, accounting, tax, and audit. We’ve had plenty of discussions internally about what businesses actually expect from an EOR, so I thought it would be interesting to hear perspectives from people who’ve actually used one.

I’ve been reading a lot about EOR services lately and I’m curious about real-world experiences.

If you were choosing an Employer of Record (EOR) in the Philippines, what would matter most to you?
Would it be payroll accuracy, labor law compliance, responsiveness, pricing, HR support, technology, or something else?

For those who’ve worked with an EOR before, what made you trust your provider? And if you’ve had a bad experience, what went wrong?

A little context: our team is made up of CPAs and HR professionals with experience in recruitment, payroll, Philippine labor law compliance, accounting, tax, and audit. We’ve had plenty of discussions internally about what businesses actually expect from an EOR, so I thought it would be interesting to hear perspectives from people who’ve actually used one.

We’re Virtus Accounting & Business Solutions, a CPA-led firm composed entirely of licensed CPAs with diverse expertise in bookkeeping, accounting, taxation, audit, customs compliance, and finance.

Our team includes professionals with experience in private companies, audit firms, as well as former BIR and BOC practitioners.

If you’re still looking for tax accounting or bookkeeping support, we’d be happy to help. Feel free to reach us at info@virtusabs.com , or you can dm me :)

Is connects transferrable?

Hi everyone!

I'm a CPA with over 10 years of experience in accounting, payroll, tax, and compliance. I've worked with startups and international companies expanding their teams in the Philippines. I also co-founded **Virtus**, a Philippine-based accounting and HR outsourcing firm.

One question I hear often is: **"What is an Employer of Record (EOR), and do I need one?"**

An Employer of Record (EOR) is a solution that allows a company to legally hire employees in another country without establishing its own local entity. The EOR becomes the legal employer for compliance purposes while the client manages the employee's day-to-day work.

An EOR typically handles:

* Employment contracts compliant with local labor laws
* Payroll processing
* Tax withholding and government remittances
* Statutory benefits (SSS, PhilHealth, and Pag-IBIG in the Philippines)
* HR administration and employee onboarding/offboarding
* Labor law compliance and employment documentation

This is often a good option for companies that want to:

* Hire their first employee in the Philippines
* Build a remote team quickly
* Test the market before setting up a local company
* Reduce the administrative burden of managing local employment compliance

At Virtus, we help international businesses navigate Philippine employment regulations, payroll, tax compliance, bookkeeping, and EOR services so they can focus on growing their business.

If you're considering hiring in the Philippines or simply have questions about EOR, payroll, employment costs, or local compliance, feel free to ask in the comments or send me a DM. I'm happy to share insights and help where I can.

We’re a team of experienced CPAs at Virtus Advisory & Solutions, and we’ve seen businesses lose time and money simply because tax and customs compliance can get overwhelming.
Whether it’s:

●	BIR tax compliance  
●	Bookkeeping and financial reporting  
●	BOC audits and customs compliance  
●	Import/export documentation  
●	Business advisory

We’re always happy to share practical insights and help businesses better understand their compliance obligations.

What’s the most challenging part of dealing with the BIR or BOC? Drop your questions or experiences below—we’d be glad to discuss them. If you prefer, feel free to send us a DM.

I’ve had a few conversations with new business owners, and same questions coming up.

We wanted to hire talents from the Philippines because the talent is great and cost are lower. What's the easiest way to do it?

If you're thinking or planning about it, let me shared to you what I've learned.

DM or comment here

I’ve been talking to a few founders recently, and one question keeps coming up:

“We want to hire in the Philippines because of the talent and lower costs—but where do we even start?”

The affordable labor is what gets most companies interested. But what many don’t realize is that hiring overseas also means dealing with local labor laws, payroll, taxes, and statutory benefits.

That’s why many startups use an Employer of Record (EOR). It lets you legally hire employees in the Philippines without setting up a local company. The EOR handles the compliance side, while you focus on building and managing your team.
It’s not the right solution for every business, but for companies hiring their first few employees or testing the market, it can save a lot of time and administrative work.

As a CPA working with international businesses, I’ve noticed there are a lot of misconceptions about hiring in the Philippines—from employment costs to payroll and compliance.

If you’re hiring (or thinking about it), what’s been your biggest question or concern? I’d love to hear your experience and share what I’ve seen in practice.

Hi everyone!

I'm a CPA with over 10 years of experience in accounting, payroll, tax, and compliance. I've worked with startups and international companies expanding their teams in the Philippines. I also co-founded Virtus, a Philippine-based accounting and HR outsourcing firm.

One question I hear often is: "What is an Employer of Record (EOR), and do I need one?"

An Employer of Record (EOR) is a solution that allows a company to legally hire employees in another country without establishing its own local entity. The EOR becomes the legal employer for compliance purposes while the client manages the employee's day-to-day work.

An EOR typically handles:
• ⁠Employment contracts compliant with local labor laws
• ⁠Payroll processing
• ⁠Tax withholding and government remittances
• ⁠Statutory benefits (SSS, PhilHealth, and Pag-IBIG in the Philippines)
• ⁠HR administration and employee onboarding/offboarding
• ⁠Labor law compliance and employment documentation

This is often a good option for companies that want to:
• ⁠Hire their first employee in the Philippines
• ⁠Build a remote team quickly
• ⁠Test the market before setting up a local company
• ⁠Reduce the administrative burden of managing local employment compliance

At Virtus, we help international businesses navigate Philippine employment regulations, payroll, tax compliance, bookkeeping, and EOR services so they can focus on growing their business.

If you're considering hiring in the Philippines or simply have questions about EOR, payroll, employment costs, or local compliance, feel free to ask in the comments or send me a DM. I'm happy to answer all your questions.

Hi everyone!

I'm a CPA with over 10 years of experience in accounting, payroll, tax, and compliance. I've worked with startups and international companies expanding their teams in the Philippines. I also co-founded Virtus, a Philippine-based accounting and HR outsourcing firm.

One question I hear often is: "What is an Employer of Record (EOR), and do I need one?"

An Employer of Record (EOR) is a solution that allows a company to legally hire employees in another country without establishing its own local entity. The EOR becomes the legal employer for compliance purposes while the client manages the employee's day-to-day work.

An EOR typically handles:

• Employment contracts compliant with local labor laws
• Payroll processing
• Tax withholding and government remittances
• Statutory benefits (SSS, PhilHealth, and Pag-IBIG in the Philippines)
• HR administration and employee onboarding/offboarding
• Labor law compliance and employment documentation

This is often a good option for companies that want to:

• Hire their first employee in the Philippines
• Build a remote team quickly
• Test the market before setting up a local company
• Reduce the administrative burden of managing local employment compliance

At Virtus, we help international businesses navigate Philippine employment regulations, payroll, tax compliance, bookkeeping, and EOR services so they can focus on growing their business.

If you're considering hiring in the Philippines or simply have questions about EOR, payroll, employment costs, or local compliance, feel free to ask in the comments or send me a DM. I'm happy to share insights and help where I can.

Hi everyone!

I'm a CPA with over 10 years of experience in accounting, payroll, tax, and compliance. I've worked with startups and international companies expanding their teams in the Philippines. I also co-founded Virtus, a Philippine-based accounting and HR outsourcing firm.

One question I hear often is: "What is an Employer of Record (EOR), and do I need one?"

An Employer of Record (EOR) is a solution that allows a company to legally hire employees in another country without establishing its own local entity. The EOR becomes the legal employer for compliance purposes while the client manages the employee's day-to-day work.

An EOR typically handles:

• Employment contracts compliant with local labor laws
• Payroll processing
• Tax withholding and government remittances
• Statutory benefits (SSS, PhilHealth, and Pag-IBIG in the Philippines)
• HR administration and employee onboarding/offboarding
• Labor law compliance and employment documentation

This is often a good option for companies that want to:

• Hire their first employee in the Philippines
• Build a remote team quickly
• Test the market before setting up a local company
• Reduce the administrative burden of managing local employment compliance

At Virtus, we help international businesses navigate Philippine employment regulations, payroll, tax compliance, bookkeeping, and EOR services so they can focus on growing their business.

If you're considering hiring in the Philippines or simply have questions about EOR, payroll, employment costs, or local compliance, feel free to ask in the comments or send me a DM. I'm happy to share insights and help where I can.