Aleph Talent Solutions

Aleph Talent Solutions Aleph Talent Solutions is not a recruitment agency. Aleph Talent Solutions works with talent-intensive businesses in Luzon, Visayas, and Mindanao.

We are a workforce infrastructure; enabling companies to hire, employ, and retain people in the Philippines without taking on legal, payroll, or compliance risk. Aleph Talent Solutions is a human resource solutions firm that provides business support for recruitment & executive search, end-to-end hiring, compensation and benefits structure, accounting, payroll, and government reports compliance,

and training and development. With our extensive experience in recruitment, headhunting, sourcing, business development, and training and development Aleph Talent Solutions will match the best person, skills, talent, and experience to the right position and honing previously untapped wherewithal of fresh graduates, preparing them for the job market. We are seasoned recruiters, headhunters, and human resource practitioners that work according to RECRUITMENT QUALITY and HIT RATES. We are not in the business of “merely endorsing” candidates. We are in the business of helping businesses expand and grow. We want our hires to be your best hires.

Most companies hiring in the Philippines don't know what they don't know.They miss statutory obligations. They misclassi...
26/05/2026

Most companies hiring in the Philippines don't know what they don't know.

They miss statutory obligations. They misclassify contractors. They bundle costs they can't explain. And when something goes wrong — with DOLE, with the BIR, with a separation — they're caught off guard.

We built Aleph specifically so that doesn't happen to you.

Philippines-only. No generalist playbook. Just deep, current knowledge of the Labor Code, SSS, PhilHealth, Pag-IBIG, BIR, and every compliance layer in between — applied with care, every single month.

We copy your team on payslips. We send end-of-month accounting without being asked. We apply for payroll bank cards for your people. We flag problems before you notice them.

And when you need to hire, onboard, or navigate something complicated — we're here for that too.

This isn't a vendor relationship. It's a partnership. Your team in the Philippines deserves to be looked after properly, and so do you.

If you're hiring in the Philippines — or thinking about it — let's talk.

📩 [email protected] | alephtalent.org

PEOPLE. PLACE. PARTNERSHIP. 🤝When two companies obsessed with excellence decide to work together, something shifts — not...
26/05/2026

PEOPLE. PLACE. PARTNERSHIP. 🤝
When two companies obsessed with excellence decide to work together, something shifts — not just for the businesses involved, but for every founder, every foreign company, and every Filipino professional who has ever felt like the system wasn't built for them.
Aleph Talent Solutions Corporation and KMC Teams & Workspaces are officially partners. Together, we're bringing you a level of service the Philippine market has never seen in one place.

THE PROBLEM WE'RE SOLVING
Growing a business in the Philippines means the same pain points on repeat: great people but no HR backbone to keep them. Talent you want to hire but no local entity to do it through. A team that's scaling but a workspace that can't keep up. Vendors who promise the world — then ghost you after the contract is signed.
We've heard it dozens of times. From foreign founders building remote teams in Cebu. From startups juggling compliance while closing their next round. From business owners who just want someone to pick up the phone when things go sideways.
That's exactly what Aleph and KMC are here to fix. Together.

WHAT ALEPH BRINGS
🔷 EOR — Hire Filipino talent without a local entity. Aleph becomes the legal employer: contracts, payroll, SSS, PhilHealth, Pag-IBIG, BIR, HMO, offboarding — all handled.
🔷 HR Management & PEO — Policies, compliance, performance frameworks, DOLE alignment, and on-call HR counsel from Day 1.
🔷 Recruitment & TaaS — Dedicated recruiter capacity, shortlists in 5–7 days, 6-month replacement guarantee. No bandwidth issues. Ever.
🔷 Payroll Administration — End-to-end processing, statutory remittances, and BIR Form 2316. On time, every time.

WHAT KMC BRINGS
🟠 Private Offices, Proworking Spaces, Virtual Office Solutions, and Built-to-Suit environments across prime Cebu locations — designed for teams that take their workspace as seriously as their work.

WHY THIS WORKS
People and place are inseparable. You cannot build a high-performing team in a substandard environment. You cannot fill a beautiful office with unmanaged, non-compliant employees. When both are done right, the results compound.
✅ People hired, onboarded, and legally employed — Aleph
✅ HR compliance, payroll, and labor law — Aleph
✅ Premium workspace and virtual office — KMC
✅ Zero bandwidth issues. Zero dropped balls. Full accountability.
Whether you're a foreign company entering the market, a scaling startup that's outgrown DIY HR, or an executive done babysitting vendors — this was built for you.
You bring the vision. We bring the people, the compliance, and the space to grow into. 🇵🇭✨

📩 [email protected]
📍 1B Tower 1 Citylights Gardens, Apas, Cebu City 6000
📞 0917 888 7208 | 032 344 7926

Most foreign companies hiring in the Philippines are working off incomplete information. Here's what the numbers actuall...
26/05/2026

Most foreign companies hiring in the Philippines are working off incomplete information. Here's what the numbers actually say.

The true cost of employing someone in the Philippines isn't the salary on the offer letter. Statutory obligations — SSS, PhilHealth, Pag-IBIG, 13th month pay (PD 851), and leave monetization — stack the total employer cost to 30–37% above gross salary. That's not a rounding error. That's a budget line.

And it's not just cost. Philippine labor law protects security of tenure at the constitutional level. Termination without the twin-notice rule and documented just or authorized cause doesn't just create risk — it creates NLRC exposure. Misclassifying a full-time worker as a contractor doesn't reduce liability. It creates it.

Global EOR platforms can get you in the door. Depth keeps you out of DOLE hearings.

Swipe through all 6 myths → and if any of these hit close to home, let's talk.

📩 [email protected] | alephtalent.org

Periquet v. NLRC. G.R. No. 91298. Decided 1992. Governing authority on quitclaims in Philippine labor for over three dec...
21/05/2026

Periquet v. NLRC. G.R. No. 91298. Decided 1992. Governing authority on quitclaims in Philippine labor for over three decades.

The three-part test it established has not changed:

Voluntariness of ex*****on

Reasonableness of consideration

Full understanding of rights surrendered

Most quitclaims circulating in Philippine workplaces fail at least one of these — not because employers are acting in bad faith, but because the document was drafted without reference to the test and has never been audited against it.

The enforceability gap looks like this:

Philippine courts construe ambiguity in labor contracts against the employer (Art. 1702, Civil Code). A blanket "all claims" waiver is ambiguous by design. It does not tell the employee what rights they are surrendering. The NLRC does not need to rule in the employee's favor on the merits — it only needs to find that the employee did not knowingly waive the specific right being claimed.

This happens routinely.

DOLE Labor Advisory 06-20 requires specificity in settlement and waiver agreements. The implied corollary is that generality creates enforceability risk. Every right waived must be named. Every consideration must be traceable. Every voluntary ex*****on must be documented — not merely assumed from the presence of a signature.

What the audit reveals:

We examine four structural elements: voluntary ex*****on documentation, consideration itemization, specificity of rights waived, and counsel advisory. Most documents have two of the four. Some have three. Very few have all four at the level required for NLRC scrutiny.

The practical consequence: separation documents are being used as closing instruments when they are not legally closed.

The case for infrastructure over incident response:

Organizations that operate at scale — multi-site, multi-jurisdiction, high-turnover — have the highest exposure. A separation document that fails in one case creates a template risk across every other case where the same document was used.

Remediation after an adverse NLRC ruling costs multiples of what a document audit costs upstream.

📩 [email protected] | alephtalent.org

We are looking for seasopned IT Helpdesk reps for our client in Cebu IT Park!
20/05/2026

We are looking for seasopned IT Helpdesk reps for our client in Cebu IT Park!

Under the Philippine Labor Code and DOLE Department Order 174, non-compliant employment arrangements carry penalties tha...
20/05/2026

Under the Philippine Labor Code and DOLE Department Order 174, non-compliant employment arrangements carry penalties that begin at the employer level and compound upward — SSS, PhilHealth, Pag-IBIG exposure alone can represent 36 months of unremitted contributions per employee.

Add illegal dismissal risk from undocumented separations, RA 10173 liability from unsecured onboarding data, and the cost of replacing a mid-level hire at 1.5–2x annual salary — and informal HR is not a cost-saving posture. It is deferred liability.

These five signs are the surface read. The audit exposure runs deeper.

Aleph builds the infrastructure. Before the scare becomes the settlement.

Hiring in the Philippines from Australia or New Zealand? Before your first contract or payslip, there are six things you...
18/05/2026

Hiring in the Philippines from Australia or New Zealand? Before your first contract or payslip, there are six things you need to understand — and most ANZ founders learn them the hard way.

The rules are different here. Security of tenure is a constitutional right. The twin-notice rule is mandatory for every dismissal. And a full-time remote worker who follows your schedule, uses your tools, and works exclusively for you is almost certainly a regular employee — regardless of what the contract says.

Then there's the cost. A PHP 80,000/month hire costs closer to PHP 108,000 all-in once SSS, PhilHealth, Pag-IBIG, and 13th month pay are correctly factored in. That's not a surprise you want in your second quarter.

We put everything into a free guide: the 30–37% statutory breakdown, EOR vs PEO vs direct hire, termination mechanics, payroll obligations, and the six mistakes we see ANZ companies make repeatedly.

Need help? [email protected]

Most labor violations in the Philippines don't happen in dramatic confrontations. They happen quietly — on payday, in HR...
17/05/2026

Most labor violations in the Philippines don't happen in dramatic confrontations. They happen quietly — on payday, in HR systems that were never set up properly, in termination calls made over the phone instead of in writing.

Here's what the law actually requires:
Under DOLE rules, your employer must issue an itemised payslip every pay period. No payslip means no paper trail — and no paper trail is the first sign that something is structurally wrong.

Under the Social Security Act, PhilHealth regulations, and Pag-IBIG Fund rules, statutory registration is mandatory from your first day of employment. Non-remittance of contributions is not a minor HR lapse. It is a criminal offence. You are entitled to request your contribution records — and if your employer refuses, that answer tells you everything.

Termination in the Philippines has procedural requirements under the Labor Code: a written Notice to Explain, a hearing, and a written Notice of Termination. Being told verbally that your services are "no longer needed" is not legal separation. It is an illegal dismissal with a paper trail your employer is hoping you won't pursue.

Presidential Decree No. 851 entitles all rank-and-file employees who have rendered at least one month of service to 13th month pay — regardless of employment status, regardless of designation, payable on or before December 24. "We're cutting it this year" is not a legally defensible position.

Overtime work beyond eight hours must be compensated at a minimum of 25% above your regular hourly rate — 30% on rest days, 30% on special holidays, and higher premiums on regular holidays. "We'll give you time off instead" requires your written consent. It is not a unilateral employer decision.

If your employer has placed you on back-to-back fixed-term or project-based contracts — particularly the common pattern of 5-month renewals designed to avoid the 6-month regularisation threshold — that is illegal contractualisation under DOLE Department Order 174-17. If your role is necessary and desirable to the regular business operations of your employer, you are entitled to regular employment status.

The pattern here is consistent: violations do not announce themselves. They look like administrative gaps, informal practices, and verbal agreements that benefit exactly one party.
If any of these items describe your current employment situation, you have options. File a complaint with your Regional DOLE office. Consult a labour law practitioner. Or reach out to us — workforce compliance infrastructure is what we build.

📩 [email protected]
🌐 alephtalent.org
📍 Cebu · Manila · Davao

The Philippines is one of the best decisions a remote-first company can make.Top-two globally in English proficiency. Ra...
16/05/2026

The Philippines is one of the best decisions a remote-first company can make.

Top-two globally in English proficiency. Rates 60–75% below ANZ and US. Time zone coverage across SGT, AEST, and JST.

But the moment a foreign founder makes their first Philippine hire, ex*****on falls apart — not from lack of will, but lack of structure.

"We'll just pay them as contractors." Here's the problem: BIR treats long-term integrated contractors as employees. DOLE can reclassify your arrangement mid-flight. Statutory benefits — SSS, PhilHealth, Pag-IBIG — are mandatory. And global EOR platforms bundle statutory costs with a 15–20% markup and escalate your Philippine compliance questions to a generalist.

When Aleph acts as your EOR, your worker is employed. Properly. Statutory contributions filed and remitted. 13th month pay handled. Contractual SLAs. Statutory pricing at actual cost — always transparent.

Philippines-only. Founder-led. No surprises.

📩 [email protected] 🌐 alephtalent.org

Aleph Talent Solutions has active openings across Cebu, Manila, and Davao — director-level to specialist, across tech, c...
16/05/2026

Aleph Talent Solutions has active openings across Cebu, Manila, and Davao — director-level to specialist, across tech, construction, operations, and marketing.

If you're ready to move, send your CV to [email protected] or visit alephtalent.org.

Tag someone who's looking. 👇

Most BD strategies are just noise at scale.100 messages sent. 3 replies. 0 clients. And the temptation is to send 200 ne...
15/05/2026

Most BD strategies are just noise at scale.

100 messages sent. 3 replies. 0 clients. And the temptation is to send 200 next time.

Volume isn't the answer. It never was.

The firms that grow deliberately — the ones that build client relationships that last and refer and compound — are not the ones sending the most outreach. They're the ones who are the clearest about who they're for, the most consistent in showing up with something worth reading, and the most patient about letting the right relationships develop at the right pace.

Here are the five principles we build on at Aleph.

→ Know exactly who you're for. Specialisation beats reach every time. A message written for everyone lands with no one.

→ Lead with what you know. Insight opens doors. Pitches don't. If the first thing a prospect hears from you is useful, you've already done more than most.

→ Follow up like a human. Once. With context. Not a template blast with their first name swapped in.

→ Make the ask easy to say yes to. One question. One next step. No friction. The harder you make it to respond, the less likely they are to.

→ Nurture, don't pursue. The right client comes back. Stay visible, stay credible, stay patient.

One client who trusts you completely is worth more than twenty who kind of know your name.

Aleph is a Philippines-only EOR and workforce compliance firm. We work with a deliberately small number of clients — and we work with them closely. That's the model.

If the Philippines is in scope for your team's expansion, let's talk.

📩 [email protected] 🌐 alephtalent.org

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