Built by people who got tired of doing it all themselves
Every small business owner hits the same wall at roughly the same point: the work that makes money is being crowded out by the work that keeps the lights on.
We started MTC after watching that happen from both sides. Running businesses where the founder was the bottleneck, and recruiting in the Philippines where there were hundreds of capable people who could have removed it.
The gap was never supply. It was that hiring across a border felt risky, opaque, and vaguely uncomfortable, and most of the industry was happy to keep it that way. Bundling salaries into rates so you could never quite work out who was getting paid what.
So we do the boring, transparent version. Publish the salary. Show you the people. Charge once. Say no when the answer is no.
What we think
The salary should be public
If you can't see what the person earns, you can't tell what you're paying for. Ours is on every profile.
Three candidates is enough
Twelve CVs is not thoroughness, it's the work being handed back to you. We take the position that shortlisting is our job.
Most failed offshore hires were management failures
Not talent failures. That's why we stay involved for the first 90 days instead of disappearing after the invoice.
We'll tell you not to hire
If you can't describe 20 hours of recurring weekly work, a hire won't fix your week. We'd rather lose the fee than the reputation.
The part nobody advertises
Cheap labour is a bad strategy
Most offshore arrangements fail for the same boring reason: the person was underpaid, so they left the moment something better appeared, usually right after you finished training them.
You are still going to save a great deal of money. That is a function of currency and cost of living, not of paying someone badly. We would rather you saved 70% and kept the person than saved 80% and did this again in eight months.
How we pay our peopleWe publish the salary, you pay the salary
The monthly figure on every profile is what the person earns. We don't take a cut of it, and we don't quote you a 'rate' that hides a margin.
Two to three times local market rate
Deliberately above the Philippine going rate for the role. It's the single biggest reason our placements stay past year one.
A real contract, and 13th month pay
Statutory benefits, proper leave, and the 13th month salary Philippine employees are entitled to. On the Managed plan we administer all of it.
Want to work with us instead?
We’re always talking to experienced people in the Philippines. Admin, finance, marketing, creative, ops and tech. Real contracts, above-market pay, and clients who are told to treat you like staff rather than a service.
See open rolesNext step
Stop being the only person who can do it
Fifteen minutes, no pitch. Tell us what your week looks like and we’ll tell you honestly whether a hire fixes it.
Or email us, hello@menaitalentconsultants.com