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.

HRIS software manages people. Hireyoo manages liability.That's not a tagline — it's a category distinction.Workday, Bamb...
26/08/2026

HRIS software manages people. Hireyoo manages liability.

That's not a tagline — it's a category distinction.

Workday, BambooHR, SAP: built to manage people. Timesheets, org charts, leave balances. Genuinely useful for that.

None of them were built for what happens when a termination goes through without twin-notice documentation. Or when SSS, PhilHealth, and Pag-IBIG each miss their own filing deadline in the same month. Or when a DOLE inspector asks for a 201 file that doesn't exist.

44% of NLRC cases trace back to procedural non-compliance — not the underlying dispute. Unremitted SSS contributions carry criminal liability, not just a fine. 15,000+ foreign companies are now running Philippine teams under home-country HR assumptions that don't hold up under Philippine labor law.

That's the gap "people management" software was never built to close — because it wasn't built here.

Hireyoo was. Twelve years of running Philippine HR compliance by hand, turned into software: DOLE-compliant contracts, SSS/PhilHealth/Pag-IBIG/BIR remittance, twin-notice and NLRC-defensible documentation, and a compliance dashboard that shows you the gap before an inspector does.

HR software manages your people.

Hireyoo manages what happens when you get it wrong.

Quiet Exposures: The Compliance Gaps That Don't Show Up Until an Inspection DoesMost Philippine SMEs don't lose sleep ov...
26/08/2026

Quiet Exposures: The Compliance Gaps That Don't Show Up Until an Inspection Does

Most Philippine SMEs don't lose sleep over SSS remittance timing or a missing OSH committee — until a Labor Laws Compliance Officer is standing in the lobby.

Philippine labor compliance is no longer a paperwork exercise you get around to eventually. Under DOLE Department Order 238-23, inspections are no longer purely complaint-driven — DOLE can visit at any time to check records, premises, and registrations. In 2025, DOLE inspected over 33,000 establishments, covering roughly 3.7 million workers.

The numbers: roughly 1 in 5 establishments fail general labor standards on first inspection. OSH compliance sat at 88.7% in 2025 — meaning over 1 in 10 still fall short. Willful non-compliance under DO 252-25 carries a fine of ₱100,000 per day until corrected.

Where the exposure lives: late/incorrect SSS filings, missing OSH committees at 20+ headcount, unfiled Annual Medical Reports (₱20,000–₱50,000/day), undocumented contractor arrangements, and records not inspection-ready on demand.

What a PEO does, plainly: A Professional Employer Organization co-employs your staff with you. You keep hiring and management control; the PEO takes on statutory registration, contribution computation and remittance, government reporting, and the paper trail inspectors ask for. Unlike an EOR (which becomes the full legal employer, typically for companies with no PH entity), a PEO layers compliance infrastructure onto an entity you already operate.

2026 statutory rates: SSS 15% (10% employer share, ₱5,000–₱35,000 salary credit); PhilHealth 5% (2.5% employer share, ₱10,000–₱100,000); Pag-IBIG 2%+2%, capped at ₱200.

Why it protects both sides: Employers convert an open-ended, escalating fine exposure into a fixed monthly cost. Employees get contributions computed and filed correctly and on time — reducing misclassification risk and the chance an SME's stretched payroll process falls behind on any one of three separately-changing agency rate tables.

The arithmetic: A 20-person team on Aleph's PEO at ₱7,500/employee/month runs ₱150,000/month, fully managed. A single willful non-compliance finding accrues ₱100,000/day until corrected — before back-remittances, interest, or disruption costs.

Aleph's PEO starts at ₱7,500/employee/month.

Email [email protected] | alephtalent.org

Aleph Talent Solutions is hiring — 18 openings across Finance, Sales & Marketing, HR, Credit & Collections, Leadership &...
25/08/2026

Aleph Talent Solutions is hiring — 18 openings across Finance, Sales & Marketing, HR, Credit & Collections, Leadership & Operations, and Creative & Client Support. Roles based in Cebu, plus one in San Fernando, Pampanga. Salary ranges are listed on each slide — swipe to find your fit.

Fresh graduates, mid-level pros, and senior leaders are all welcome to apply.

📩 Send your resume to [email protected]

🌐 alephtalent.org

📘 facebook.com/alephtalentsolutions

"We only have one Filipino employee, we don't need an EOR."I hear this constantly. Let's look at the numbers.One Filipin...
25/08/2026

"We only have one Filipino employee, we don't need an EOR."

I hear this constantly. Let's look at the numbers.

One Filipino hire still triggers:

📌 SSS registration (mandatory from employee #1)

📌 PhilHealth enrollment (mandatory from employee #1)

📌 Pag-IBIG registration (mandatory from employee #1)

📌 BIR withholding tax compliance (TRAIN Law, from employee #1)

📌 13th month pay — no minimum headcount required

There is no "small enough to skip" threshold in Philippine labor law. One employee = full statutory obligation. EOR isn't a large-company convenience — it's risk transfer for foreign employers who don't have local registration to run payroll compliantly in the first place.

Now the second misconception I see just as often — regularization.

Article 296 of the Labor Code (formerly Art. 281) is short, but most onboarding docs get it wrong:

🔹 Probationary period: max 6 months from the start date

🔹 To validly extend probation OR fail an employee at the 6-month mark, employers must have communicated reasonable standards for regularization at the time of engagement — in writing, ideally in the offer/contract

🔹 No documented standards at hiring = the employee is deemed a regular employee by operation of law, from day one, regardless of what the contract says

🔹 After 6 months without valid just-cause termination, the employee automatically becomes regular — this happens even if no one "confirms" it

Most disputes I review don't hinge on performance. They hinge on missing paperwork at the hiring stage.

If your onboarding docs don't spell out regularization standards in writing, you're carrying legal exposure you probably don't know about — whether you're running payroll for 1 person or 100.

CTA: Pull up your onboarding docs this week. Check if regularization standards are actually written down. If you're not sure, or you're hiring your first Filipino employee as a foreign company — email us: [email protected]

Scaling fast? We built a practical HR checklist that keeps growth compliant and productive. ✅ Job architecture that clar...
25/08/2026

Scaling fast? We built a practical HR checklist that keeps growth compliant and productive. ✅ Job architecture that clarifies roles and speeds hiring. ✅ Onboarding workflows that cut time-to-productivity. ✅ Compliance docs that smooth audits and reduce risk. The result: lower turnover, faster ramp-up, and predictable people operations. Ready to scale with confidence? Visit https://wix.to/dpnrwH8 to get started.

We are looking for a seasoned BPO Sales Team Lead for an outbound account selling cloud-based telco services B2B. This i...
24/08/2026

We are looking for a seasoned BPO Sales Team Lead for an outbound account selling cloud-based telco services B2B. This is an office-based, night shift position at Oakridge Mandaue.

DM or us send your application to [email protected]

Scaling your Philippine team shouldn't mean signing a 12-month office lease before you've even hired your first employee...
19/08/2026

Scaling your Philippine team shouldn't mean signing a 12-month office lease before you've even hired your first employee.

Aleph Talent Solutions Corporation is now partnered with KMC Solutions — giving Employer of Record (EOR) clients and growing teams flexible workspace access across 30+ locations nationwide, from Metro Manila to Cebu and beyond.

Here's why this matters for foreign employers and scaling businesses:

📍 30+ KMC locations across the Philippines — put your team where the talent is, not where your lease says you have to be

🚫 No reservation fees for a full year — zero upfront cost to secure flexible workspace

🔓 No lock-in required for 12 months — test the market before you commit to physical space

💰 Capital stays where it belongs — funding growth, hiring, and payroll instead of sitting in a security deposit

For the 15,000+ foreign companies already employing Filipino talent — and the many more exploring it — office space is usually the first, and most rigid, commitment on the list. This partnership removes that friction entirely.

Testing the waters with your first Philippine hire? Scaling from 5 employees to 50? Aleph's 12+ years running EOR, PEO, CoR, and payroll operations — 5,000+ hires facilitated across real Philippine and foreign-employer engagements — now comes paired with real, flexible physical workspace to match.

This is what compliance-native, founder-friendly EOR should look like: no rigid overhead, no wasted spend, no unnecessary risk. Just the infrastructure to hire compliantly and scale confidently in the Philippines — on your timeline, not your landlord's.

Ready to build your Philippine team without the real estate headache?

📩 [email protected]

🌐 alephtalent.org

Thinking of hiring in the Philippines but not ready to set up a local entity? Here's the data on why EOR solves your two...
19/08/2026

Thinking of hiring in the Philippines but not ready to set up a local entity? Here's the data on why EOR solves your two biggest blockers: trust and speed.

1. You don't have to bet on "is this client legit."

Under an EOR arrangement, the risk isn't absorbed on faith — it's secured. Aleph requires a Performance Bond before any employee is onboarded:

→ PHP 150,000 minimum for 1–5 employees
→ Scales with headcount (up to PHP 1M+ for 51+)
→ Refundable in full within 60 days post-termination
→ Draws only apply on funding failure, insolvency, or uncured breach

That bond means payroll gets funded even if a relationship goes sideways — the employee is protected, and so are you. No entity registration required to get this protection in place.

2. Entity setup takes months. EOR takes days.

Registering a Philippine entity to hire directly means:
→ SEC registration
→ BIR TIN + Certificate of Registration
→ Separate SSS, PhilHealth, Pag-IBIG employer registration
→ LGU business permits

Realistic timeline: 6–8 weeks minimum, often longer.

Under EOR, Aleph is already registered (SEC, BIR, SSS, PhilHealth, Pag-IBIG) as the legal employer. Once employee documents are complete:
→ Onboarding: 5 business days standard, 3 business days priority
→ Payroll live within the first cycle
→ No entity, no local registration, no waiting on government processing times

The math:
Onboarding fee: PHP 7,500/employee (one-time)
Monthly EOR management fee: PHP 9,500/employee or 12% of gross monthly salary, whichever is higher
Compare that to entity setup costs + 2 months of lost productivity waiting for registration to clear.

For companies hiring Filipino talent without a Philippine entity, EOR isn't a workaround — it's the compliant, faster, and better-secured path from day one.

11+ years doing this in-market. Statutes, not shortcuts.

Entity setup takes months. EOR/CoR takes days.Registering a Philippine entity to engage contractors or remote hires dire...
18/08/2026

Entity setup takes months. EOR/CoR takes days.

Registering a Philippine entity to engage contractors or remote hires directly means:
→ SEC registration
→ BIR TIN + Certificate of Registration
→ Separate SSS, PhilHealth, Pag-IBIG registration (if reclassified as employment)
→ LGU business permits

Realistic timeline: 6–8 weeks minimum, often longer.

Under CoR/EOR, Aleph is already registered (SEC, BIR, SSS, PhilHealth, Pag-IBIG) as the compliant intermediary. Once documents are complete:
→ Onboarding: 5 business days standard, 3 business days priority
→ First payment cycle live immediately after
→ No entity, no local registration, no waiting on government processing times

The math:
CoR management fee: PHP 8,000/contractor/month
Compare that to entity setup costs + 2 months of lost time waiting for registration to clear — while your remote hire sits idle or, worse, unpaid.

For companies engaging Filipino contractors and remote talent without a Philippine entity, CoR/EOR isn't a workaround — it's the compliant, faster, and better-secured path from day one.

11+ years doing this in-market. Statutes, not shortcuts.

Non-payment from international clients is one of the most common risks remote workers and independent contractors in the...
17/08/2026

Non-payment from international clients is one of the most common risks remote workers and independent contractors in the Philippines face. Here's why an EOR/CoR structure exists — and why it changes the outcome.

The problem it solves:

When there's no bond, no contract, and no local structure behind the arrangement, a contractor has no recourse if a client disappears at payday. "Waiting for funds" becomes a permanent excuse with zero consequence.

How the structure fixes it:

→ Performance Bond required before any engagement begins. PHP 150,000 minimum (1–5 headcount), scaling with volume. This is posted by the client — not the contractor — as security for payment.

→ Bond draws are automatic on funding failure. Two consecutive missed cycles, insolvency, or an uncured breach triggers a draw — no court order needed, no chasing, no "bank issue" excuses accepted.

→ Contracts are executed and reviewed before work starts, not negotiated informally over chat. Scope, pay rate, and payment terms are fixed in writing under Philippine law, with PDRCI arbitration in Cebu as the dispute mechanism if it ever comes to that.

→ Pay is benchmarked, not lowballed. Rates are set against actual Philippine salary data for the role and experience level — not "what's cheap because you're overseas." A contractor's pay shouldn't be a function of how desperate a client thinks they are.

The filter this creates:

Clients unwilling to post a bond or sign a contract are self-selecting out. That's not a loss — that's the system working. A legitimate client with real money to run a business has no issue securing the arrangement. If they refuse, that refusal is the answer.

Contractors deserve payment certainty. Clients deserve accountability on both sides. That's what the structure is for.

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