Virtual Assistant
Inbox and calendar, data entry, documents, scheduling and the follow-ups that slip.
Hire an offshore HR and recruitment coordinator in the Philippines
Give your hiring and people admin a dedicated owner. Explore offshore professionals with relevant HR and recruitment experience, discuss your process and systems, then agree the employment cost and terms before hiring.
From USD$1,400 a monthA$2,020 · NZ$2,510 · full-time, before tax
- Works with your tools
- SEEK, LinkedIn, Workable, BambooHR, Employment Hero, Google Workspace
- Works with your team
- Your business hours, AU or NZ time
Trusted by teams at
What a hr & recruitment coordinator takes on.
Job ads, candidate screening, interview scheduling, onboarding paperwork and HR records.
- Draft job ads and post them to the job boards you choose
- Screen applications against criteria you set and shortlist for your review
- Schedule interviews, send reminders and keep candidates informed
- Prepare offer letters and contracts from your templates, for your approval
- Send onboarding paperwork and track completion of new starter checklists
- Keep HR records, leave balances and policy documents up to date
See what your next
hire could save.
Compare the local annual salary with our full-time starting price. Choose your market and team size to see the difference.
Your roleHR & Recruitment Coordinator
Compare with a local hire in
Full-time people
Local salary estimate
NZ$62,000
NZD a year · NZ$5,167 a month
HR & Recruitment Coordinator · New Zealand
Ramp Remote from
NZ$30,120
NZD a year · NZ$2,510 a month
Full-time Philippines hire · before tax · 49% of the local cost
Potential annual savingsNZ$31,880
51% below the local salary estimate.
1 full-time person · your quote confirms the total.
Comparison uses the local salary estimate published by Ramp Remote and this role’s starting service price. The figures have different inclusions. Experience, benefits, taxes and one-off costs may vary. Your quote confirms the total.
What changed for a client
40%
“During a period of rapid growth, [Ramp Remote] gave us access to talent we couldn’t find on our own. They guided each hiring manager through the process, helping us secure the right people with the right skillsets—perfectly matched to our culture. This has significantly reduced the cost of our delivery and back office by upwards of 40%.”
Paul PrichardGroup CEO, Overdose DigitalFind the right person for the work.
What good looks like
Agree a clear hiring and onboarding rhythm. Useful measures include job ads published to your timetable, shortlists that match your criteria, interviews scheduled without clashes and onboarding checklists completed.
Define who makes each hiring decision, who approves offers and contracts, and how candidate and employee information is stored and shared.
Assess the right fit
Our catalogue candidates are reviewed and interviewed by our team.
Discuss experience with your job boards and HR systems, the roles you recruit for and your hiring volume. Ask the candidate to explain how they screen applications consistently, handle a scheduling clash and keep candidate and employee records confidential.
Agree any practical exercise with our team, using fictional information, such as screening sample CVs against a role brief. Confirm the candidate's level of responsibility; do not assume a coordinator can give employment law advice or make hiring decisions. Give only the access the role needs to HR records.
From your brief to their first day.
Meet the person. Understand the cost. Start with a plan you’ve agreed together.
Tell us what you need
Share the work, experience and hours you need. You can start with a role enquiry or discuss someone you have seen in the catalogue.
Meet your shortlist
Review suitable people, discuss relevant experience and interview the candidates you want to consider. Agree any role-specific assessment with us.
Agree the hire and get started
Review the full quote, service terms and working arrangements before committing. Then plan access, handover and onboarding together.
Before you hire.
What the monthly price includesThe starting price is a guide for a full-time hire in the Philippines. Your quote confirms the total for your chosen person, agreed hours and service arrangements.
- Experience and scope: specialist skills, seniority and the responsibilities you need affect the price.
- Hours and coverage: agree the working week, time-zone overlap and any evening or weekend needs.
- What is included: ask for the breakdown of employment costs, our service, equipment and any one-off charges, with currency and applicable taxes stated.
We confirm these details before you commit. The starting price is not a fixed quote for every candidate.
Timing depends on the brief, candidate availability, interviews and any notice period. We will agree the next update and a target start date with you once those details are clear. If the right person is not currently available, we can recruit to your brief.
- Set the process: agree screening criteria, templates, record access and who approves each hiring step.
- Work one vacancy through: go through the job ad, shortlist and interview scheduling together.
- Review onboarding and records: check the new starter paperwork and HR records, then agree the ongoing cadence.
You can discuss a role without committing to a hire. Before proceeding, review your written quote and agreement for payment timing, currency and taxes, notice requirements, the support included and what happens if the hire is not the right fit.
We will confirm replacement arrangements and any conditions in your agreement before you proceed.
Tell us who you need.
You don’t need a finished job description. Start with the work you want off your plate.
- What happens next
- Our team reviews your brief, asks any follow-up questions and discusses suitable people and pricing with you.
- No account, no commitment
- Prefer email? hello@rampremote.com