The elevation of the Australia-Philippines relationship to a Strategic Partnership in September 2023 marked a transformative moment in bilateral relations. What distinguishes this partnership from other regional arrangements is not merely its economic scale, but the depth of shared values, historical bonds, and complementary strengths that create unique opportunities for businesses on both sides.

What Sets This Partnership Apart 

The Australia-Philippines business relationship stands out in Southeast Asia for several compelling reasons. Unlike purely transactional arrangements, this partnership is built on almost 80 years of diplomatic relations and enriched by over 400,000 Australians of Filipino heritage—Australia’s fifth-largest diaspora community. This human dimension creates natural bridges for business, cultural understanding, and trust that cannot be replicated through policy alone.

The strategic partnership is established in the spirit of friendship, and founded on shared democratic values and a common vision for the region where strategic agency is freely exercised and sovereignty is upheld. This foundation matters profoundly in an era of geopolitical uncertainty, providing businesses with a stable, values-aligned framework for long-term planning and investment.

The partnership benefits from high-level institutional support that few bilateral relationships enjoy. With annual Defence Ministers’ Meetings, biennial Philippines-Australia Ministerial Meetings (PAMM), and dedicated dialogues on trade, investment, and maritime security, the relationship operates through multiple reinforcing channels. More than 250 major Australian companies already operate in the Philippines, employing over 44,000 Filipinos, demonstrating the partnership’s practical impact beyond diplomatic declarations.

Prime Opportunities for Australian Businesses 

The Philippines presents Australian businesses with a dynamic market of 113 million people, robust GDP growth averaging 6% annually, and systematic economic liberalization creating new entry points across key sectors. According to Lanie Dormiendo, Director of International Investments Promotion Service of the Philippine Board of Investments (BOI), the following are the priority sectors for Australian investments.

Mining and Mineral Processing

The Philippines represents one of Southeast Asia’s most compelling mining opportunities, with an estimated AU$1 trillion in untapped mineral reserves of copper, gold, nickel, zinc, and silver. Remarkably, only 5% of these reserves have been explored and mining contracts cover just 3% of potential areas, positioning the Philippines as the fifth most mineralized country globally with massive untapped potential.

The Marcos administration’s mining-friendly policies have revitalized the sector, with metal production increasing almost 32% in 2022 and the Mines and Geosciences Bureau predicting another 190 mining projects in the next 4 years. There are currently 56 operating metallic mines and 7 processing plants or smelters, with significant expansion ahead.

Australian Mining Equipment, Technology and Services (METS) companies are particularly well-positioned, given the Philippine government’s emphasis on responsible and sustainable mining practices. Opportunities span the entire value chain: prospecting, exploration, drilling services, geochemical analysis, extraction, refining and processing, environmental management, community development, and mine rehabilitation. Australian expertise in ESG frameworks, technical services, and sustainable mining practices aligns perfectly with the Philippines’ development goals.

The downstream processing opportunity is equally significant. The government’s focus on value-added mineral processing—transforming raw ores into refined products—creates demand for metallurgical expertise, processing technology, and industrial infrastructure where Australian companies excel.

Electric Vehicle and Battery Precursor Production

The Philippines’s position as a major nickel producer (430,000 metric tons in 2024, representing approximately 25% of global supply) and holder of approximately 3% of global cobalt production creates exceptional opportunities in the electric vehicle battery value chain. However, the country currently exports 90% of nickel as raw ore, missing the lucrative midstream and downstream processing that transforms nickel into battery-grade materials.

The StB Giga Factory, opened in September 2024 in Tarlac, represents the country’s first lithium battery manufacturing facility, aiming to produce batteries for up to 18,000 EVs annually by 2030. This is just the beginning—the Department of Trade and Industry’s Electric Vehicle Incentive Strategy (EVIS) could generate up to ₱11.4 trillion in economic output and create nearly 700,000 local jobs in EV assembly, battery production, and maintenance services.

Australian companies can participate across multiple entry points: establishing HPAL (High Pressure Acid Leaching) refineries to process nickel ore into high-purity nickel sulfate or mixed hydroxide precipitate (MHP), developing cathode manufacturing facilities, providing engineering and technical services for battery production, supplying specialized materials and equipment, and developing battery recycling infrastructure. The Philippines’ existing lead-acid battery recycling capabilities provide a foundation for transitioning to lithium-ion battery recycling as the EV fleet expands.

With the Philippine government targeting 2.5 million electric vehicles by 2028 and EV registrations growing from 24,286 in 2024 to 29,715 in just the first seven months of 2025, the domestic market is expanding rapidly while ASEAN’s EV pact offers duty-free regional export opportunities.

Renewable Energy Generation and Manufacturing of Energy-related Equipment

The Philippines’s energy transition creates opportunities across generation, storage, and manufacturing. With renewable energy now open to 100 percent foreign ownership and national targets of 35 percent renewables by 2030 and towards 50 percent by 2040, the sector is experiencing unprecedented liberalization.

Australian companies possess world-class capabilities in solar photovoltaic systems, offshore and onshore wind power, geothermal energy (the Philippines already ranks among the world’s top geothermal producers), energy storage solutions and grid integration, smart grid technology, and renewable energy project development and financing—all critical to the Philippines’ energy independence and decarbonization goals.

The manufacturing dimension presents additional opportunities. The Philippines has the potential to become a regional hub for solar panel components, wind turbine parts, energy storage systems, and grid infrastructure equipment. Australian expertise in advanced manufacturing, quality control systems, and technology transfer can help establish these capabilities while serving the growing ASEAN renewable energy market.

The Build-Better-More infrastructure initiative’s 186 projects valued at ₱9.6 trillion includes substantial energy infrastructure, creating demand for engineering, project management, construction, and technology services where Australian firms excel. The integration of renewable energy with mining operations, industrial facilities, and commercial developments offers additional opportunities for hybrid power solutions and microgrid development.

Agribusiness

The Philippines’ agrifood market, estimated at AU$71.9 billion in 2023, represents substantial opportunity for Australian agricultural exporters, technology providers, and investors. Australia currently holds just 6% market share, with significant room for expansion as AANZFTA (ASEAN-Australia-New Zealand Free Trade Area) and RCEP (Regional Comprehensive Economic Partnership) reduce trade barriers.

The trade opportunity is already strong and growing. Australia has become the Philippines’s top source of beef and lamb, second-top source of wines, and leading supplier of fresh table grapes, citrus, and stone fruit. The country imports 99 percent of its dairy, yet Australia supplies only 3.5 percent—enormous untapped potential exists in dairy products, particularly premium and specialty varieties demanded by the expanding middle class.

Beyond direct exports, the Philippines needs agricultural technology and expertise. The modernization of the agricultural sector creates demand for precision agriculture technology, post-harvest handling and processing equipment, cold chain logistics and storage solutions, agricultural inputs and biotechnology, sustainable farming practices and training, and agribusiness development and financing. Australian companies can provide comprehensive solutions from farm to retail, including modern retail formats, quality assurance systems, and supply chain optimization.

The growing middle class, increasing urbanization, and rising consumer sophistication drive demand for premium food products, organic produce, specialty ingredients, and food safety systems—all areas where Australian businesses can add significant value. Investment opportunities extend to contract farming arrangements, joint ventures in food processing, distribution infrastructure, and agricultural research partnerships.

Education

With a median age of just 25 years and a population dividend of highly educated, English-speaking workers, the Philippines offers substantial opportunities for Australian education providers across multiple segments.

The government’s focus on upskilling for advanced manufacturing, technology, semiconductor production, and higher-value services sectors creates demand for technical and vocational education and training (TVET) programs, industry partnership programs and work-integrated learning, professional credential and certification programs, executive education and management development, and technology-enabled learning platforms. Australian institutions can deliver these through local partnerships, offshore campuses, online delivery, or hybrid models.

The mining sector partnership demonstrates the potential—the Philippines-Australia Resources Education Excellence Program (PAREEP) provides scholarships for Filipino students in mining engineering, geology, metallurgy, mine safety, environmental management, and community development, supported by both governments and private companies.

International student recruitment remains strong, with Filipino students representing a significant cohort in Australian universities. Opportunities exist to expand pathway programs, articulation arrangements, and transnational education offerings that allow students to begin studies in the Philippines before transitioning to Australia.

The quality assurance and accreditation sector presents another opportunity, with Australian educational expertise valued for developing curriculum frameworks, assessment standards, teacher training programs, and educational technology integration. Research collaboration between Australian and Philippine universities, particularly in areas like agriculture, renewable energy, marine science, and disaster resilience, creates mutual benefits and strengthens institutional relationships.

IT-Business Process Management

The Philippine IT-BPM industry, generating almost AU$60 billion (US$40 billion) in export revenues in 2025 with 1.9 million workers and projected to reach AU$63 billion (US$42 billion) in 2026, represents opportunities for Australian businesses beyond traditional outsourcing relationships.

The sector is evolving from contact centers toward higher-value services. Growth in Global Capability Centers (GCCs) and Knowledge Process Outsourcing (KPO) delivers more specialized, knowledge-based services in financial services, healthcare services management, IT and software development, animation and game development, data analytics and AI services, and cybersecurity operations. Australian companies can establish Philippine operations to access this talent pool for regional and global service delivery.

The Philippines is actively expanding its IT-BPM presence in Australia, with approved PEZA investments in the first half of 2025 reaching PHP72.36 billion (AU$1.8 billion), marking a 59% increase, with the IT-BPM sector as a major driver. Filipino IT-BPM professionals are highly regarded for their technical expertise, problem-solving abilities, English proficiency, and cultural alignment with Western business practices.

Australian opportunities include establishing offshore development centers and shared services hubs, partnering with Philippine providers for digital transformation services, investing in IT-BPM infrastructure and facilities, developing specialized training and capability development programs, and collaborating on emerging technologies like artificial intelligence, blockchain, and cloud computing. The CREATE MORE (Corporate Recovery and Tax Incentives for Enterprises to Maximize Opportunities for Reinvigorating the Economy) Act’s allowance for up to 50% remote work while retaining tax incentives provides operational flexibility.

The sector’s decentralized growth, reaching regional hubs like Cebu, Iloilo, Bacolod, Davao, Cagayan de Oro, and Clark, offers cost advantages compared to Metro Manila while maintaining access to quality talent. As the industry transitions toward AI-augmented services and more complex functions requiring empathy, cultural understanding, and sophisticated problem-solving—areas where Philippine workers excel—opportunities for Australian-Philippine collaboration will intensify.

Additionally, Dormiendo states that “the IT-BPM [sector] provides one of the most compelling opportunities for Australian businesses in the Philippines. Recognized globally for its ability to deliver world-class business and digital services at scale, the country has built a strong reputation based on its deep talent pool, cost competitiveness, and robust infrastructure. This sector encompasses a wide range of services, including contact centers, global shared services, information technology and software development, healthcare information management, as well as creative fields such as animation and game development.“

Underappreciated Philippine Advantages

Australian businesses often overlook several competitive advantages that make the Philippines an exceptional investment destination.

Talent Quality and Scalability

Beyond being the second-largest business process outsourcing hub globally, the Philippines produces tens of thousands of engineers, IT professionals, and technically skilled graduates annually. More than cost savings, it’s about accessing talent that combines technical proficiency with English fluency, cultural adaptability, and strong service orientation. Companies like GHD have grown from a handful of employees to over 1,000 in the Philippines, leveraging this talent pool for regional and global operations.

Strategic Geographic Position

The Philippines serves as more than a single market—it’s a platform for accessing ASEAN’s 672 million consumers and US$4 trillion economy. Through membership in AANZFTA and RCEP, businesses established in the Philippines benefit from preferential access to the world’s largest trading bloc. The archipelago’s location along critical maritime routes enhances its role in regional supply chains.

Recent Regulatory Reforms

The Philippine government has systematically dismantled investment barriers through landmark legislation. The CREATE MORE Act introduced a 20% corporate income tax rate for registered enterprises and enhanced incentives. The Public Services Act amendments now allow 100% foreign ownership in telecommunications, airports, seaports, railways, and renewable energy—sectors previously restricted.

The Green Lanes for Strategic Investments program fast-tracks approvals for priority projects, addressing historical concerns about bureaucratic delays. These reforms reflect genuine commitment to improving the investment climate, not just rhetorical promises.

The TEZ (Tourism Enterprise Zone) Framework

“One competitive advantage often overlooked is the TEZ framework, which offers fiscal incentives, streamlined regulation, and government-supported infrastructure—ideal for high-impact tourism projects,” says Atty. Karen Mae Sarinas-Baydo, Assistant Chief Operating Office for TEZ Management Sector – TIEZA (Tourism Infrastructure and Enterprise Zone Authority). The TEZ framework was established under Republic Act No. 9593 (Tourism Act of 2009) as a strategic investment program designed to help develop specific sectors with high potential for tourism.

Atty. Sarinas-Baydo also highlights the Philippines’s young and highly adaptable workforce that’s ready to support tourism operations, hospitality services, and investment-driven developments. “These advantages position the Philippines as a natural partner for sustainable tourism development and regional expansion,“ she adds.

Strong Credit Ratings

According to Dormiendo, the Philippines continues to enjoy reaffirmed investment-grade credit ratings from major international agencies, which “validate the country’s sound macroeconomic fundamentals, fiscal discipline, and consistent policy environment“:

• A- (Stable) – R&I
• A- (Stable) – Japan Credit Rating Agency
• BBB (Stable) – Fitch Ratings
• BBB+ (Positive) – S&P Global Ratings
• Baa2 (Stable) – Moody’s

These ratings help reinforce the confidence of global investors.

Economic Resilience and Stability

Despite global headwinds, the Philippines maintains investment-grade sovereign credit ratings, sound macroeconomic fundamentals, and positive business sentiment. Remittances from overseas Filipino workers, representing 8.3% of the GDP, provide consumption stability and reduce economic volatility. This resilience matters especially for businesses planning investments for the long term.

How Organizations Support Philippine Operations

A sophisticated ecosystem of Australian and Philippine agencies works collaboratively to facilitate business establishment and expansion.

Austrade and Investment Facilitation

Austrade plays a central coordinating role through its Southeast Asia Economic Strategy to 2040 and the market-specific guide Invested: The Philippines to 2040. The agency provides market intelligence, facilitates high-level introductions, organizes investment missions, and helps Australian businesses navigate regulatory requirements.

Investment Deal Teams in Australia and Southeast Asia work closely with investors throughout their investment journey, from initial feasibility through establishment and expansion. Austrade’s Landing Pads program offers Australian startups and scaleups soft-landing facilities, mentorship, and networks to establish operations in Southeast Asia, including the Philippines.

The Philippine Board of Investments

The BOI serves as the Philippine government’s lead agency for industry and investment promotion, providing comprehensive, end-to-end assistance to both Filipino and foreign investors. Its main goal is to help investors navigate regulatory requirements, secure incentives, and coordinate efficiently with relevant government agencies. The BOI even goes beyond investment servicing to assist businesses in addressing operational concerns, connecting with government support programs, and exploring opportunities for expansion, diversification, or reinvestment.

The agency also plays a vital role in policy formulation, being a leader in the implementation of Executive Order No. 18 (EO18), which institutionalized the Green Lane for Strategic Investments. By leading industry and investment promotion, the BOI proactively positions the Philippines as a competitive hub for manufacturing, innovation, technology, and sustainable development.

The Philippine Tourism Infrastructure and Enterprise Zone Authority

TIEZA, as the investment promotion agency for tourism in the Philippines, provides end-to-end facilitation to foreign businesses and investors. It helps foreign investors with site selection, registration with the TEZ, incentives management, and coordination with local and national partners. The agency ensures clarity and alignment with national tourism priorities, highlighting the Philippines as a stable, well-supported environment for Australian businesses.

Financial Support Mechanisms

The Southeast Asia Investment Financing Facility, with AU$2 billion in capital, leverages Australian private sector investments in the region. The Partnerships for Infrastructure program provides early-stage project preparation support and co-investment opportunities, reducing risk for Australian firms entering Philippine infrastructure projects.

Export Finance Australia offers loans, guarantees, and insurance products that help Australian companies manage financial and political risks associated with Philippine operations. The Australian Development Investment facility recently made its first-ever impact investment in the Philippines, extending PHP172 million to support Filipina entrepreneurs and gender-focused SME’s.

Business Chambers and Networks

The Australia Philippines Business Council (APBC), headquartered in Sydney, serves as the premier organization dedicated to promoting trade and investment, offering members access to networking events, sector-specific roundtables, regulatory briefings, and direct connections with both Australian and Philippine business leaders and government officials.

In the Philippines, on the other hand, there’s the Australian-New Zealand Chamber of Commerce Philippines (ANZCHAM), which provides corporate partnership programs, advocacy services, market insights, and platforms for meaningful business connections.

These chambers facilitate practical knowledge sharing, from regulatory compliance to operational best practices.

Government-to-government Cooperation

The Australia-Philippines Development Partnership Plan 2024-2029 coordinates development assistance with economic cooperation, supporting human capital development, institutional strengthening, and infrastructure that benefits the broader business environment.

Australia is developing a new PHP1.7-billion economic-development program using innovative approaches to support the improvement of local business and the economic regulatory environment. This reflects Australia’s commitment to addressing systemic constraints that affect all foreign investors, not just Australian firms.

Business Championship Initiative

The appointment of Macquarie Group CEO Shemara Wikramanayake as Australia’s business champion for the Philippines facilitates practical and substantial boosts to business links. This role provides CEO-level advocacy, organizes high-profile business missions, and opens doors that might otherwise remain closed to individual companies.

The Philippine government reciprocates with initiatives like the Maharlika Investment Fund, which began in 2025 and prioritizes critical infrastructure and strategic sectors where partnerships with foreign investors like Australia are actively encouraged.

A Partnership Built to Last

The Australia-Philippines business partnership stands at an inflection point. The elevation to strategic partnership status, combined with systematic Philippine economic reforms and Australian strategic refocusing on Southeast Asia, creates a unique window for businesses willing to engage seriously with this market.

What makes this partnership truly distinctive is not merely the economic opportunities, substantial as they are, but the foundation of shared values, deep people-to-people ties, and mutual strategic interests that create conditions for sustainable, long-term business relationships. As both countries navigate an uncertain global landscape, their partnership offers stability, complementarity, and genuine prospects for mutual prosperity.

For Australian businesses, the message is clear: the Philippines is not just another market—it’s a strategic partner where investment today positions companies for decades of growth as one of Asia’s most dynamic economies continues its ascent.

The support infrastructure is in place, the opportunities are substantial, and the timing is right. The question is not whether to engage with the Philippines, but how quickly and strategically one can deepen that engagement.

The Australian business landscape is experiencing a notable transformation in how companies approach talent acquisition. As organizations grapple with skills shortages, evolving employment expectations, and the need for operational agility, Recruitment Process Outsourcing (RPO) has emerged as more than just a hiring solution—it’s becoming a cornerstone of strategic workforce planning.

The Australian Context: Why RPO is Gaining Momentum 

Recent insights reveal a significant shift in Australian workplace priorities. With 68% of employees worried about potential redundancies in their workplace, workers are now prioritizing job stability over higher pay. This evolution in mindset coincides with businesses reassessing their internal capabilities and asking themselves a fundamental question: What should we truly own in-house, and what can we execute more effectively through partnerships?

The answer, for a growing number of companies, involves RPO. The global RPO market is predicted to increase by $13.93 billion between 2024 and 2029, with a compound annual growth rate of 19.6%. This isn’t simply a trend—it’s a fundamental restructuring of how organizations approach talent acquisition.

Rather than maintaining expensive, fixed recruitment infrastructure that may sit idle during quieter periods or become overwhelmed during growth phases, businesses are discovering the flexibility that comes with outsourcing recruitment processes. It’s not about replacing internal teams entirely; it’s about augmenting capabilities, accessing specialized expertise, and creating scalable systems that adapt to business cycles.

This approach aligns perfectly with the stability Australian workers are seeking. Where salary once reigned supreme, workers are now placing greater value on stability and long-term career growth. Today, a steady job with dependable prospects often outweigh a higher paycheck. When recruitment processes are more efficient and strategic, companies make better hiring decisions, reduce time-to-hire, and ultimately create more stable, well-matched employment relationships.

The Global RPO Evolution

What starts as a workforce transformation strategy in one market often reveals broader opportunities on a larger scale. The RPO industry is experiencing significant evolution globally. In a forecast report by Technavio, the Asia-Pacific region dominated the market and accounted for 37% growth during the forecast period (2025-2029), generating cost savings of up to 25-50%. The market share of RPO in the global talent acquisition industry is projected to reach 40% by end of 2025.

The RPO model has evolved from transactional hiring to strategic recruitment solutions that are deeply integrated into client business goals. This transformation reflects a broader recognition: if RPO makes sense for managing talent acquisition domestically, the logical next question becomes, “where else in our operations could strategic outsourcing create value?”

This is where the conversation naturally expands beyond recruitment to comprehensive offshoring strategies.

The Philippines Advantage: More Than Cost Savings

The Philippines has established itself as a premier destination for business process outsourcing, and the data tells a compelling story. The Philippine BPO industry reached US$38 billion in revenue in 2024, exhibiting a growth rate of 7% versus the 3.5% global average.

The country’s appeal also extends far beyond the numbers. According to the 2024 EF English Proficiency Index, the Philippines exhibited “High Proficiency” in English, ranking second to Singapore in Asia. This linguistic capability, combined with a 97% literacy rate and a labor force participation rate of 64.5% as of September 2025, creates a unique combination of highly educated, English-proficient professionals with cultural alignment to Western business practices.

Beyond these widely recognized advantages lies something more strategic: the ability to build dedicated, integrated teams that function as seamless extensions of your business. Filipino BPO workers have transitioned from basic call handling to managing AI tools, analyzing data outputs, and handling complex escalations. Amid fears of AI displacement, the industry is predicted to grow and provide more jobs. In fact, the BPO sector is seen to be a main driver of the Philippine economy’s growth.

The Smart Scaling Advantage

Consider the typical growth trajectory of a scaling business. You identify a need: perhaps customer support is becoming overwhelming, or your finance team is drowning in accounts processing, or you need specialized technical skills but can’t justify full-time salaries in expensive labor markets. The conventional response is to either overextend current staff or commit to expensive local hires despite being uncertain of long-term needs.

Offshoring to the Philippines through a strategic partner offers a different path. Companies can employ well-trained graduates in many fields at competitive rates. However, the economics, while straightforward, aren’t the entire story.

The real value emerges in the flexibility and scalability. The Philippines is embracing the evolution toward knowledge process outsourcing (KPO) as jobs shift from business process transaction-based tasks to knowledge-based work such as market research, legal processing, medical transcribing, fraud analytics, and web development. Offshoring to the Philippines allows you to expand teams during peak periods, access specialized skills for defined projects, and test new operational models without betting the farm on unproven strategies.

Government Support and Infrastructure Maturity

The Philippine government has demonstrated sustained commitment to the BPO sector’s growth. Companies can now implement up to 50% work-from-home arrangements while maintaining tax benefits. Additionally, under the Philippine IT-BPM Industry Roadmap, the sector aims to reach $59 billion in revenue and employ 2.5 million people by 2028.

This institutional support creates stability for foreign businesses considering offshore operations. The infrastructure has matured significantly—67% of BPO companies have implemented AI technologies, with artificial intelligence being used to augment human workers rather than replace them.

Beyond Cost Savings: The Strategic Maturity of Offshoring

Most early adopters of offshoring began with simple, transactional functions. This is in stark contrast to today’s approach, which is more sophisticated. The Philippine BPO industry now encompasses services far beyond traditional call center operations, including healthcare services that generated approximately $3.61 billion in revenue in 2024, alongside IT, finance, and specialized knowledge work.

The key lies in partnership rather than vendor relationships. Working with an experienced offshoring provider means you’re not navigating international employment law, managing remote infrastructure, or solving cross-cultural communication challenges alone. The right partner handles these complexities so you can focus on your bottomline.

This is particularly relevant for businesses exploring offshoring for the first time. The difference between success and frustration often comes down to the operational maturity of your offshoring partner—their recruitment processes, their understanding of your industry, their technology infrastructure, and their commitment to team member retention and development.

Making the Strategic Assessment

If you’re considering whether offshoring might fit into your growth strategy, start with these questions:

Which functions consume significant resources but don’t require physical presence
Customer service, data processing, content creation, bookkeeping, and technical support are obvious candidates, but looking deeper reveals a bigger story—and more opportunities to save money and maximize resources. Healthcare outsourcing now accounts for a significant volume of work outsourced from the Philippines, while game development and animation services are also fast-growing niches. Many companies also successfully offshore research functions, quality assurance, project coordination, and even elements of product development.

Where are you currently constrained by talent availability or cost?
If you’re struggling to find qualified candidates locally, or if the salary expectations for certain roles are straining your budget, offshoring may provide access to skills that are more readily available and affordable in other markets.

What would operational flexibility mean for your business?
The ability to scale teams up or down based on actual business needs, rather than being locked into fixed staffing costs, can be transformative for businesses with seasonal fluctuations or unpredictable growth patterns.

How mature are your processes?
Offshoring works best when you have reasonably well-defined processes and clear expectations. You don’t need perfect documentation, but you should be able to articulate what success looks like for the roles you’re considering to offshore.

The Technology Integration Reality

Modern offshoring isn’t about shipping work overseas and hoping for the best. Companies are leveraging artificial intelligence, machine learning, and automation to streamline workflows, with cloud-based solutions enabling secure, scalable, and collaborative environments that enhance productivity and remote accessibility. The Philippines BPO sector has been at the forefront of adopting collaboration tools to maintain seamless communication across distributed teams.

This technological sophistication means offshore teams can integrate into your operations far more seamlessly than was possible years ago. Time zone differences, once considered a major barrier, can now be leveraged as an advantage—enabling round-the-clock operations and faster project turnarounds.

The Path Forward

The intersection of RPO growth in Australia and the broader offshoring opportunity reveals an important trend: businesses are becoming more sophisticated about how they structure their operations. The question is no longer whether to outsource certain functions, but rather how to do it strategically in ways that genuinely support growth and operational excellence.

For decision-makers exploring these options, the opportunity lies in finding partners who understand this strategic context. You’re not simply looking for cheaper labor, you’re building a distributed operating model that gives you competitive advantages in flexibility, access to talent, and cost structure.

The businesses that will thrive in the coming years are those willing to question assumptions about how work gets done and where it gets done. They’re the ones who see offshoring not as a cost-cutting measure of last resort, but as a proactive strategy for building more resilient, capable organizations.

The rapid economic growth of the Philippines driven by the continued strength of the BPO sector, combined with the sector’s proven resilience and continuous evolution toward higher-value services positions the Philippines as a strategic partner for long-term business growth. In an environment where employment stability matters deeply to workers and operational flexibility matters deeply to businesses, strategic offshoring offers a path to satisfying both priorities.

Still not convinced? Talk to us today and start leveraging the outsourcing opportunities you’ve been missing out on.

Australia stands at a technological crossroads. As artificial intelligence transforms industries nationwide, the country faces an unprecedented challenge. The Jobs and Skills Australia (JSA) Occupational Shortage List 2025 shows that only a third of all roles are in national shortage, an improvement from 2024. However, there remains a severe shortage of skilled tech professionals that threatens to derail its digital ambitions and cost billions in lost economic potential.

The Scale of Australia’s Tech Skills Gap

Australia requires 312,000 additional tech workers by 2030 to satisfy increasing demand, with more than 60,000 new tech professionals needed annually. This represents a monumental challenge for a nation where the number of professional workers considering a career in tech has fallen dramatically in the past two years, according to a recent analysis from the Australian Computer Society’s (ACS) Digital Pulse report.

The mathematics are sobering. To bridge this gap, Australia would need to increase its annual tech graduate output nearly tenfold—an achievement that appears virtually impossible under current educational frameworks.

The ACS report further estimates 1.3 million additional tech workers will be required by 2030 to meet industry demand. The technology workforce already surpassed the one million mark in 2024, representing a 60% increase over the past decade, yet this expansion still falls short of projected needs.

AI Adoption Accelerates the Talent Crunch 

The artificial intelligence revolution is intensifying Australia’s workforce challenges. By 2030, at least half of Australian businesses will be using critical technologies including AI, data analytics, and robotics, creating demand for 1.8 million new tech skills.

The Technology Council of Australia predicts a boom in artificial intelligence that could create 200,000 AI-related jobs by 2030. This would require a 500% growth in AI positions over seven years, with roles spanning both technical and non-technical fields, from machine learning developers to AI ethicists and algorithm bias auditors.

However, Australia lags behind international competitors in AI adoption. Areas like cybersecurity face particularly acute shortages, with demand expected to double by 2030. Without adequate reskilling initiatives, the tech labor shortage could cost Australia AU$16 billion by 2030.

The Widening Education-Industry Gap

The disparity between graduate supply and industry demand reveals fundamental issues in Australia’s education-to-employment pipeline. By 2030, there’s an estimated deficit of 186,000 workers. Despite a strong pipeline of ICT university graduates in 2023, 66% of these graduates don’t join the ICT sector.

Working hours will also be impacted by critical technologies such as AI; however, the education system struggles to produce graduates with relevant skills. It’s also predicted that job advertisements requiring key emerging technology skills will account for 61% of job postings overall by 2030.

One of the main challenges is that only 10% of school-aged students are interested in technology careers, and only 52% of parents outside of technology consider tech a viable career for their children. This generational disconnect exacerbates the pipeline problem at its source.

Economic Implications of the Skills Crisis 

The talent shortage carries significant economic consequences. Australia announced plans to develop a national AI strategy to unlock the AU$600 billion of productivity potential these technologies offer. Generative AI alone could contribute AU$115 billion to the Australian economy, with 70% of this benefit stemming from productivity gains.

However, these gains remain theoretical without sufficient skilled workers to implement and manage new technologies. Research from US consulting house Bain and Company states that 44% of senior executives cite the AI skills gap as the biggest hindrance to generative AI implementation.

Big businesses alone are suffering from a AU$3.1 billion loss each year due to a digital skills gap, a figure that could reach AU$16 billion by 2030. In FY23, technology contributed AU$124 billion in economic activity to Australia, with tech exports growing 400% over the past decade, demonstrating both the sector’s importance and its unrealized potential.

Competing for Global Tech Talent

Australia competes in an intensely competitive global marketplace for technology professionals. Average salaries for IT graduates start at approximately AU$56,000 to 80,000 annually, with experienced professionals commanding significantly higher compensation. AI engineers average AU$151,665 per year, reflecting the premium placed on specialized skills.

Among Organisation for Economic Co-operation and Development (OECD) nations, Australia’s shortage of labor and skills is second in severity only to Canada’s. A Global Talent Crunch Survey predicts a talent deficit of 85.2 million workers across global economies by 2030, representing nearly AU$8.5 trillion in unrealized revenue.

Australia ranks fourth worldwide for talent deficits, particularly in the technology, banking, financial services and insurance sectors. This places the nation in direct competition with countries that have more robust education pipelines and potentially more attractive immigration policies.

Pathways to Solutions

Addressing Australia’s tech talent crisis requires a multifaceted approach to address it at its core:

Reskilling the Existing Workforce

Australia will need 26,000 workers reskilling into technology occupations each year for the rest of the decade. Workers in “near-tech” jobs—jobs that aren’t necessarily technical but provide support to the technology sector—represent potential candidates for technology career transitions. These include mathematicians, project managers, and accounting clerks.

Mid-career transitions have proven one of the largest sources of new tech talent over the past decade. Investment in accessible retraining programmes could tap this significant pool of potential workers. A wage subsidy will help reduce financial barriers to IT training and might prove to be an enabler of tech reskilling.

Educational Reform

The current educational model isn’t able to produce sufficient graduates to meet demand. Expanding vocational education and training offerings, creating micro-credentials, establishing modern digital apprenticeships, and dramatically increasing enrollment in STEM programs might be viable options to address this shortage.

Furthermore, the Australian Universities Accord proposes that at least 80% of the working-age population should attain tertiary education by 2050, compared to the current 60%, alongside significantly boosted government support for technical R&D areas.

Adding more paid internships would give IT students additional opportunities to develop practical experience and earn academic credits, making tech careers more appealing and preparing graduates to meet workforce needs.

Strategic Immigration

Australia is undertaking migration program reforms to attract global AI-related talent with faster visa processing and removal of occupation lists. The changes in the migration strategy are critical to achieving the Australian Government and the tech sector’s shared goal of reaching 1.2 million tech workers by 2030.

According to Kate Pounder from the Technology Council of Australia, the country “has to reskill and upskill 300,000 Australians in tech jobs by 2030. Additionally, 160,000 young Australians have to be trained and employed so they can enter the tech workforce. Given domestic supply constraints, international recruitment represents a critical component of any comprehensive solution.

Better recognition schemes to certify existing skills would also help reduce barriers and connect employers with international talent.

Industry-Education Partnerships

Stronger collaboration between educational institutions and technology companies could better align curricula with industry needs. Earn-while-you-learn wage subsidies and targeted campaigns educating parents about technology career opportunities could encourage more young people to pursue tech pathways.

A mentorship initiative to bring tech professionals into schools would help spark student interest in tech, especially among underrepresented groups such as women and First Nations students. Universities and vocational institutions should integrate AI into their curriculum, allowing students to become familiar with the technology early.

Strategic Outsourcing

Strategic outsourcing isn’t about abandoning local talent—it’s about intelligently bridging critical skill gaps while your Australian teams focus on core strategic work that requires proximity and context. Australian businesses already outsource IT roles offshore for good reason: it provides immediate access to specialized AI and cybersecurity expertise that simply isn’t available domestically at scale, allowing businesses to maintain project momentum and competitive advantage.

The operative word here is “strategic”—outsource specific technical tasks and specialized functions while simultaneously investing in your local workforce and bringing skilled migrants onshore for leadership and integration roles. This hybrid approach lets you capture AI opportunities now rather than in three years, maintain business continuity despite talent shortages, and build sustainable capability over time. In a market where AI adoption separates winners from losers, strategic outsourcing isn’t a compromise—it’s a pragmatic response to market realities that keeps businesses competitive while Australia’s tech ecosystem matures.

The Urgency of Action: A Critical Moment for Australia’s Digital Future

Australia’s tech talent shortage represents more than a hiring challenge—it threatens the nation’s economic competitiveness, technological sovereignty, and ability to capitalize on the transformative potential of artificial intelligence and related technologies.

Deputy Prime Minister, the Hon. Richard Marles acknowledged at the launch of the Digital Pulse 2024 report that “like many other sectors right now, IT and tech is needing an uplift in the workforce to support the demands required of it”.

The window for addressing this crisis narrows with each passing year. As businesses adopt AI and other emerging technologies at accelerating rates, the gap between available talent and industry requirements widens dangerously.

With current trajectories producing only a fraction of the skilled workers needed, Australia must act decisively across education, immigration, and workforce development. The cost of inaction extends far beyond the projected AU$16 billion shortfall, potentially relegating Australia to a second-tier technology nation dependent on offshore capabilities.

The AI boom offers tremendous opportunities for economic growth, productivity gains, and societal advancement. Whether Australia seizes these opportunities or watches them slip away depends entirely on the nation’s commitment to building the workforce of tomorrow, starting today. Talk to us and discover the offshoring opportunities waiting for you right now.

The Game-changing Legal Decision Every Remote Worker Should Know

Are you working remotely for an international company? A landmark 2025 legal decision has just transformed the rights of offshore workers worldwide. The Australian Fair Work Commission’s ruling in the Pascua v. Doessel Group case proves that your employee rights don’t disappear just because you work from another country.

This comprehensive guide reveals everything you need to know about offshore employee rights, international remote work laws, and how to protect yourself from worker misclassification abroad.

Table of Contents

• The Pascua Case: A Victory for Offshore Workers
• Employee vs. Independent Contractor: Know the Difference
• Your Legal Rights When Working Internationally
• Red Flags: Signs of Worker Misclassification
• How to Protect Yourself as an Offshore Employee
• Taking Legal Action: Your Options
• Penalties for Employers
• The Future of International Remote Worker Rights

The Pascua Case: A Victory for Offshore Workers

In February 2025, the Australian Fair Work Commission made history with the Pascua v. Doessel Group decision. Joanna Pascua, a paralegal working from the Philippines for a Brisbane-based law firm, successfully challenged her misclassification as an “independent contractor.”

Key Facts of the Case

The Worker: Paralegal in the Philippines earning AU$18/hour
The Company: Brisbane-based Doessel Group
The Issue: Labeled as “contractor” despite employee-like working conditions
The Outcome: Ruled an employee, entitled to minimum wage of AU$24.87/hour (minimum wage at the time of ruling)

What Made This Case Groundbreaking

The Fair Work Commission examined the “real substance, practical reality and true nature of the relationship” rather than just the contract label. This approach aligns with recent High Court of Australia rulings on worker classification.

Evidence of Employment Relationship:

• Fixed working hours (8:30am-5pm AEST, Monday-Friday)
• Hourly pay structure instead of project-based payments
• Use of company email and internal systems
• Daily supervision and instruction
• Exclusive work to one employer
• No right to delegate or subcontract work

Financial Impact: The ruling meant approximately AU$14,000+ in annual back pay, highlighting the significant financial consequences of worker misclassification.
This alignment in values has turned what began as a typical outsourcing engagement into a strong, long-term partnership. Together, we’ve built a team that isn’t just productive, but also motivated, engaged, and proud of their work. 

Employee vs. Independent Contractor: Know the Difference

Understanding the legal distinction between employees and contractors is crucial for protecting your rights. The Fair Work Act 2009 provides clear guidelines that international companies must follow when hiring Australian workers or operating in Australia.

The Legal Test for Employee Classification

Australian courts and the Fair Work Commission uses a “multifactorial test” considering the following:

1. Level of control over how work is performed
2. Integration into the business operations
3. Risk allocation and who bears commercial risk
4. Degree of independence in business operations
5. Intention of the parties (though less important than actual practice)

Your Legal Rights When Working Internationally

If you’re classified as an employee of an international company, you’re entitled to significant protections under the relevant country’s employment laws.

Minimum Wage and Pay Rights

The Fair Work Commission sets minimum wage rates that apply to all employees regardless of location, with the National Minimum Wage at AU$24.95 per hour as of 2025. Award rates may be higher depending on your industry, and employers must provide regular pay periods and detailed payslips.

Leave and Benefits Entitlements

Under the National Employment Standards (NES), employees are entitled to:

• Annual Leave: 4 weeks paid leave per year
• Personal/Carer’s Leave: 10 days paid sick/carer’s leave annually
• Parental Leave: Up to 12 months unpaid leave
• Public Holidays: Paid public holiday entitlements
• Notice of Termination: Required notice periods or payment in lieu

Superannuation and Retirement Benefits

The Australian Taxation Office (ATO) requires employers to pay superannuation contributions of 11.5% as of 2025 for eligible employees, including offshore workers classified as employees. This represents a significant financial benefit that many misclassified contractors miss out on.

Protection Against Unfair Dismissal

The Fair Work Act 2009 provides unfair dismissal protection for employees, including:

• Right to challenge wrongful termination
• Potential reinstatement or compensation
• Protection against dismissal for exercising workplace rights

Red Flags: Signs of Worker Misclassification

Be alert to warning signs that suggest intentional worker misclassification, which often include financial, operational, and documentation red flags. When working remotely for an offshore company, take note of the following:

Financial Red Flags

• Below minimum wage payments disguised as “contractor rates”
• No superannuation contributions despite employee-like work
• Irregular payment schedules without proper invoicing processes
• Unauthorized deductions not allowed under employment law

Operational Red Flags

• Mandatory fixed hours while claiming contractor status
• Company email and systems access without employee documentation
• Direct daily supervision inconsistent with contractor autonomy
• Exclusivity requirements preventing other client work

Documentation Red Flags

• Vague contracts that don’t clearly define the relationship
• Missing payslips or inadequate payment records
• No Australian Business Number (ABN) requirements for genuine contractor work
• Inconsistent communication about your role status

Legal Red Flags

• Avoiding employment contracts or proper documentation
• Refusing to discuss leave entitlements or other benefits
• Intimidation tactics when questioned about classification
• Misrepresenting legal requirements in different countries

How to Protect Yourself as an Offshore Employee

Document Your Employment Relationship

When working with an international company, you should maintain essential records, including email communications indicating supervision and control, screenshots of company systems and email access, time tracking records and work schedules, payment records and any payslips provided, job descriptions and actual duties performed, and company organizational charts showing your position.

You should also secure documentation that clearly shows your actual role within the organization. This will be useful in case you need to challenge your classification later. Look for company directory listings showing you as staff, meeting invitations and participation records, and performance reviews and documented feedback sessions. Evidence showing you have access to company policy documents and other training materials will also help.

Research Applicable Employment Laws

As a worker for an Australian company, it’s vital that you keep abreast of applicable employment laws and regulations. Take a look at the Fair Work Ombudsman for free advice and resources, the Fair Work Commission for dispute resolution and decisions, the Australian Taxation Office for superannuation and tax obligations, and Safe Work Australia for workplace health and safety guidance.

If you want to go beyond Australia and learn more about international employment laws, visit the International Labour Organization (ILO) for global employment standards, the OECD Employment Database for international employment data, and country-specific labor departments and employment agencies for more specific information about a certain region.

Calculate Potential Underpayments

If you believe that your salary isn’t commensurate to your employment status or the work that you do, you can use the Fair Work Pay Calculator to check if your employer complies with minimum wage regulations. You can check industry-specific pay rates on Pay Guide and review Awards and Agreements for relevant industrial awards and if you qualify for one.

Calculate the difference between actual pay and minimum wage or award rates, missing superannuation contributions, unpaid leave entitlements, and overtime and penalty rate underpayments. These calculations often reveal substantial amounts owed to misclassified workers.

Join Professional Networks and Unions

If you’re looking for union support, you can visit the Australian Council of Trade Unions (ACTU), which is the peak union body. There are also industry-specific unions offering remote worker support and international union federations for cross-border solidarity. Professional networks include remote work professional associations, industry-specific professional bodies, and online communities for offshore workers.

Taking Legal Action: Your Options

Free Government Support

The Australian government provides free support through the Fair Work Ombudsman and Fair Work Commission.

Fair Work Ombudsman Services:

• Online complaint lodgement
• Workplace investigations and enforcement action
• Recovery of unpaid wages and entitlements

Fair Work Commission Applications:

• Unfair dismissal applications
• General protections claims
• Dispute resolution services

Legal Representation Options

Employment law specialists experienced in international employment matters often offer no-win-no-fee arrangements for strong cases and class action opportunities for multiple affected workers. Community legal centers, on the other hand, provide free legal advice for eligible workers, employment law clinics and workshops, and referral services to specialist lawyers.

Class Action Opportunities

The Pascua ruling has opened the door for collective action by offshore workers, with legal experts predicting potential class actions for systematic wage underpayments, superannuation contribution recovery, unfair dismissal claims, and sham contracting penalties. Class actions offer several benefits that include shared legal costs among participants, greater negotiating power against employers, potential for larger settlements, and publicity pressure on companies.

Understanding Penalties and Consequences for Employers

Understanding what employers face for non-compliance can strengthen your negotiating position. Below are some of the penalties companies face for employee misclassification and other unfair practices:

Financial Penalties

Sham Contracting Penalties:

• Small to medium enterprises: Up to AU$93,000
• Large corporations: Up to AU$469,500

Wage Theft Consequences (as of January 2025):

• Individual penalties: Up to 10 years imprisonment and AU$1.6+ million in fines
• Corporate penalties: Up to AU$8 million
• Personal liability for directors and senior managers

Backpay Obligations:

• All unpaid wages to meet minimum standards
• Superannuation contributions with interest
• Penalty rates and overtime payments
• Compensation for missed leave entitlements

Regulatory Scrutiny

In cases of employee misclassification, Australian employers face regulatory scrutiny from multiple agencies, including the Australian Securities and Investments Commission (ASIC) for corporate non-compliance, the Fair Work Ombudsmanfor violation of employment law, and the Australian Taxation Office (ATO) for tax and superannuation non-compliance.

Damage to Reputation

Media coverage of significant cases can cause irreparable damage to a company’’s name and reputation, especially in matters where they are shown to take advantage of offshore workers. Regulators naming companies publicly can also impact client relationships and make it difficult—even impossible—for businesses to recover completely.

The Future of International Remote Worker Rights

Global Trends in Remote Work Regulation

Changes in how offshore workers are classified aren’t only occurring in Australia; they’re happening around the world. In Europe, the EU has developed the European Pillar of Social Rights with the goal of strengthening worker protections. It has also worked to strengthen cross-border employment coordination and provide a platform and directives that support the gig economy.

In the US, the Department of Labor has issued guidance on worker classification, supported by state-level legislation on independent contractor tests, and Internal Revenue Service (IRS) crackdowns on employee misclassification.

In Canada, federal contractor classification reviews have been beefed up, and in the UK, IR35 rules that affect off-payroll workers are being enforced.

Technology and Enforcement

Technology has been playing a major role in the enforcement of employment law, specifically in two major areas: improved detection and enhanced worker access.

On the one hand, there are tools that now allow AI-powered analysis of employment relationships, cross-border sharing of data between tax authorities, and automated flagging of potential employe misclassification.

On the other, There are tools that provide greater access for workers, including online complaint forms, multi-language support for international workers, and tools that allow for the collection of digital evidence.

Predictions for the Next Five Years

In the coming years, it’s expected that more countries will adopt “substance over form” tests similar to those conducted by the Australia Fair Work Commission. International treaties on cross-border employment rights may be in the horizon, standardizing how remote workers are to be classified and providing minimum requirements.

Growth is to be expected in legitimate contractor marketplaces, going hand in hand with better documentation and classification processes. There may also be an increase in compliance costs leading to more genuine employment arrangements.

Your Action Plan: Next Steps

Immediate Actions (This Week)

1. Audit your current relationship using the employee vs. contractor checklist
2. Gather and organize documentation of your work arrangements
3. Calculate potential underpayments using official calculators
4. Research your rights under relevant employment laws

Short-term Goals (Next Month)

1. Seek professional advice from employment lawyers or unions
2. Document ongoing evidence of your employment relationship
3. Connect with other offshore workers in similar situations
4. Consider raising issues directly with your employer

Long-term Strategy (Next 3-6 Months)

1. Monitor legal developments in international remote work
2. Build a support network of workers and advocates
3. Pursue formal complaints if informal resolution fails
4. Consider collective action with other affected workers

Your Rights Have No Borders

The landmark Pascua v. Doessel Group decision proves that fair treatment shouldn’t depend on your geographical location. If you’re performing employee work—with controlled hours, company integration, and direct supervision—you deserve employee protections and fair compensation, regardless of what the contract says. Distance doesn’t diminish your rights as an employee. Legal support is available through government agencies and unions, so keeping abreast of employment laws and regulations shouldn’t just be an option; it should be your responsibility. Just like ensuring fair work is your employer’s responsibility.

When earthquake tremors shake lives, the response reveals culture. While CoinGecko and nXscale always act with empathy and foresight, other firms make different choices. This contrast shows why purpose-driven values matter.

What Makes the Difference When a Disaster Hits?

A Partnership Built on Shared Values

CoinGecko, one of the world’s most trusted names in the crypto space, has been our partner for several years. From the start, it was clear that we spoke the same language—one that puts people first. Both our teams believe that when employees feel supported and valued, they don’t just meet expectations, they exceed them.

This alignment in values has turned what began as a typical outsourcing engagement into a strong, long-term partnership. Together, we’ve built a team that isn’t just productive, but also motivated, engaged, and proud of their work.

A Moment of Truth: The Cebu Earthquake

On September 30, 2025, a magnitude 6.9 quake struck Cebu in the Philippines. Aftershocks followed. Buildings cracked. Lives paused. A number of BPO companies allegedly ordered workers to return to the office before safety inspections, blocked emergency exits, and threatened penalties or job loss for those who did not comply. Moreover, pregnant employees reportedly received no assistance during evacuations.

DOLE-7 (Department of Labor and Employment-Region 7) opened investigations, addressing complaints that cited violations of the Occupational Safety and Health Law (RA 11058). Safety protocols were reportedly ignored, with employees facing threats of suspension or loss of benefits simply for choosing to stay safe.

Where nXscale and CoinGecko Do Things Differently 

At nXscale we wrote the playbook for remote-first long before it became a trend. We believed then as we believe now that your employees deserve trust and safety, especially during emergencies.

CoinGecko shares that belief. They never treated remote or flexible work as backup. They treat it as a baseline.

When a crisis happens, we focus on people first. We make sure everyone has the option to work remotely, take temporary leave, or receive safe work assignments that fit their situation. No one is ever penalized for choosing safety before anything else. We also prioritize their well-being by providing mental and physical support, from psychological care and medical assistance to transportation when needed.

These are not optional. They are essential.

Putting People First Pays Off

When businesses treat remote talent as an extension of their core team, not as “outsourced staff,” everything changes. For CoinGecko, this meant:

• Providing their team members in the Philippines with a setup that enables them to be productive at home.
• Ensuring that the work culture is inclusive and empowering.
• Backing their people with the right tools, communication practices, and support for long-term growth.

The results speak for themselves: teams that deliver above expectations, low turnover rates, and stronger collaboration across borders.

Evidence of What Works

CoinGecko teams under our partnership show lower attrition, higher engagement, and better output when compared to industry averages, especially from firms that forced return to unsafe workplaces. While industry reports show widespread safety complaints following the quake, our clients report zero incidents of unsafe return orders or withheld benefits due to prioritizing employee welfare.

Advocacy in Action: Remote Work Done Right

At nXscale, we’ve always believed that location shouldn’t limit talent. Long before remote work became a global trend, we were helping businesses unlock access to Filipino professionals without requiring them to move to traditional office setups.

Our partnership with CoinGecko proves that this model works—not only in achieving cost efficiency but also in driving innovation and sustaining team morale.

Growing Together

We are proud of what we’ve achieved with CoinGecko, but even more excited about where we’re heading. This partnership is proof that businesses can scale successfully without compromising the well-being of their teams.

The story of CoinGecko and nXscale is not just about growing numbers. It’s about creating work environments that help people succeed, wherever they are in the world.

A Call to Forward-thinking Businesses

If you’re looking to build a team in the Philippines, consider this: success isn’t only about hiring top talent. It’s about setting them up to thrive. CoinGecko’s journey shows what’s possible when companies and partners share the same principles—productivity follows naturally.