Recruitment process outsourcing in the Philippines gives agencies and in-house talent teams a dedicated desk for sourcing, screening, scheduling and ATS administration.
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It covers the whole support layer around your consultants: sourcing, screening calls, ATS administration, scheduling, references, ad posting and candidate communication. Rather than one person doing a bit of everything, we build a desk with defined stages and SLAs, managed by you or by a ProVizion team leader.
ProVizion's recruitment process outsourcing service in the Philippines gives staffing agencies and in-house talent teams a dedicated sourcing and coordination desk that keeps recruiters in front of candidates and clients instead of buried in the ATS. The service grew out of our own hiring for insurance clients such as Symmetry Financial Group, Quility and USHEALTH Group, where filling agent and adviser roles at volume taught us how to run a pipeline that does not stall.
Your offshore recruitment coordinators work inside Bullhorn, JobAdder or Vincere with the permissions you set, so every candidate note, status change and interview slot is visible to your consultants in real time. Direct them yourself, or let a ProVizion team leader manage the roster, listen in on screening calls and do the coaching. A single sourcer can be working within about two days; a full recruitment support desk for a multi-office agency is set up over a few weeks with defined SLAs for each stage.
The first hours of any search are spent building a long list. ProVizion sourcers run Boolean and LinkedIn Recruiter searches, mine Seek, Indeed and niche boards, and, importantly, resurface candidates already sitting in your ATS who were silver-medallists on a previous role. They tag and enrich records, remove duplicates and hand the recruiter a shortlist with contact details verified and a note on why each person fits.
For agencies running retained or exclusive searches, sourcers also build talent maps of target companies and org charts so the consultant walks into the client meeting with market intelligence rather than a blank page.
"This team is characterized for their hard work and communication. They will not stop until they get to the outcome that is agreed upon."
Phone screening is the step recruiters most want to hand over and most fear handing over. Our screeners follow a script you approve, confirm availability, salary expectations, location and right to work, ask the competency questions you specify and record structured answers in the ATS. Calls are made on the Manila shift that matches your market, so Australian candidates hear from you during their day and US candidates during theirs.
The insurance recruiting heritage matters here. Screening for licensed agents and advisers means asking about licences, book size and carrier appointments without putting off a good candidate, and our teams have done that at scale. The same discipline transfers to sales, healthcare, trades and technology roles.
A recruitment database is only as useful as its last update. ProVizion coordinators keep the ATS clean: parsing and formatting CVs into your template, updating candidate statuses after every touch, logging client and candidate calls, attaching compliance documents, closing stale jobs and running the weekly reports your directors read. When you migrate systems or merge databases after an acquisition, the same team does the de-duplication and re-tagging work.
Agencies that need broader administration, from invoicing support to diary management, can extend the desk with offshore admin staff drawn from the same team.
"Their leadership is knowledgeable, authentic and has exceeded our expectations. As a firm, we have expanded our engagement."
Coordination tasks eat a recruiter's afternoon. Our team schedules interviews across candidate, client and consultant calendars, sends confirmations and prep notes, reschedules when plans change and follows up for feedback within an agreed window. Reference checks are conducted to your questionnaire and written up in the candidate record. Job ads are written from your brief in your house style, posted to Seek, Indeed, LinkedIn and your careers page through the ATS multiposter, refreshed on schedule and taken down when the role is filled.
Many agencies also use the same coordinators as a lightweight virtual assistant for their senior consultants, handling inbox triage and travel alongside the recruitment tasks.
Ghosted candidates leave reviews. A ProVizion candidate care desk makes sure every applicant gets an acknowledgement, every interviewed candidate gets an outcome, and every placed contractor gets a check-in in their first week and first month. For agencies running high-volume campaigns, such as call centre or seasonal hiring, this is where a call centre outsourcing model with inbound and outbound candidate lines fits alongside the recruitment desk.
Care is not just courtesy. Candidates who are kept informed accept offers more often and refer their peers, which lowers the sourcing load on the next role.
We recruit coordinators and sourcers with agency or corporate talent acquisition experience from our network of more than 10,000 professionals, and you interview the shortlist. Each of them is employed by ProVizion full time, with health cover and paid leave included and a route onward into team lead, QA or training roles, which is why our recruitment teams stay together long enough to know your clients' preferences by heart. Security covers NDAs, background checks, role-based ATS access and activity logging, with candidate data remaining in your systems. Teams up to about 20 people are delivered directly, on an engagement that usually lasts between three and twelve months.
It covers the whole support layer around your consultants: sourcing, screening calls, ATS administration, scheduling, references, ad posting and candidate communication. Rather than one person doing a bit of everything, we build a desk with defined stages and SLAs, managed by you or by a ProVizion team leader.
Yes. Our screeners are selected for clear spoken English and phone confidence, work a shift aligned to your market, and follow a script you approve. Calls are recorded where local law allows, so your consultants can review them and coach the team on tone.
Inside yours. Staff receive role-based logins to Bullhorn, JobAdder, Vincere or whichever platform you run, and all candidate data stays there. This keeps your database as the single source of truth and avoids any transfer of personal information outside your environment.
That is where the service started. We have supported high-volume recruiting for insurance clients and can scale a screening and candidate care desk quickly using our partner facilities for campaigns that need more than about 20 people.
A single coordinator can be live within 48 hours of receiving system access, with the first week spent on your templates, brands and priority roles. A multi-person desk with screening and scheduling stages is typically planned over a few weeks so procedures and QA are in place from day one.
Two ways to start. Book a short call, or request a proposal and we'll come back with a recommended team structure.