An overseas employer cannot simply ask a Philippine agency to start sourcing. The relationship has to be accredited first, and accreditation is a document trail. Understanding it early is the difference between a job order that goes live and one that sits waiting on a stamp.
The core set
- A recruitment agreement between the employer and the licensed agency
- A special power of attorney
- A manpower request setting out the roles and headcount
- A model employment contract
- Proof of legal registration in your jurisdiction
Authentication is the part that catches people out
These documents are authenticated by the Philippine Embassy or Consulate with jurisdiction over your location. The exact route and the current checklist vary by country, which is why a licensed agency sends you the checklist for your jurisdiction at enquiry stage rather than publishing one list and letting you discover it does not apply.
Once the order is approved, it becomes the advertisement. Everything a Philippine agency may publish about the role, including its terms, has to match the order.
Regulations change. This article was last reviewed on .
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