Our
why
Two beliefs built this company: growing businesses deserve great support without the overhead, and great people deserve fair, stable work — wherever they live.
Why we do this
Most owners hit the same wall: too much admin, not enough hours, and a local hire that's slow and expensive. We started StaffingSolutions.io to remove that wall — dedicated, capable people who take the load, at a cost that makes sense.
The other half matters just as much. We hire our team members directly, manage them to Australian standards, and give them stable roles with real benefits. When people are looked after, they do their best work — and our clients feel it. That's the whole model.
The promises that follow from it
- No placement fee — we win when the relationship works, not when we place someone.
- Money-back first week — no scenario where you lose.
- Free replacement — we make the fit right.
- Three months, then month to month — a fair run for your team member, then we earn it.
Why offshore staffing earned its reputation
Plenty of Australian businesses have tried offshore help and quietly given up. When we ask what went wrong, it's almost never the person. It's one of four things, and all four are design choices made by the provider.
Shared, not dedicated
One person split across four clients can't learn any of them. You get task execution and never get judgement.
What we do insteadOne person, on your work only, in your systems and your hours. They are not on anyone else's account, which is what lets them learn your business well enough to make calls without asking.
Churn as a business model
Underpay, work them hard, replace them when they leave. Every departure costs you the onboarding again.
What we do insteadAbove-award pay, hours agreed up front, and leave that is actually taken. We are paid for as long as the placement works, so a departure costs us the recruiting — which is the incentive you want us to have.
Nobody managing
A "VA" handed over with no HR behind them. When performance dips or someone goes quiet, it lands on you.
What we do insteadAn account manager and an HR team sit behind every placement, in Manila and in Queensland. Performance conversations, cover and the awkward calls are ours. You direct the work; you don't inherit the people management.
Cheapest wins
Rates so low the provider has to cut corners somewhere. It's never the margin they cut.
What we do insteadOne published rate from AU$14/hr + GST, all-inclusive — recruitment, their pay, management, HR and time tracking. No placement fee, no setup fee, no exit fee. We are not the cheapest quote you will get, and that is the point.
A placement has to work for both sides or it doesn't last
This is the whole idea, and everything else is downstream of it. A client who feels ripped off leaves. A team member who feels used leaves. Either way you're paying to onboard someone again — and offshore staffing only ever pays off when the same person stays long enough to become genuinely useful.
So we run every decision through both tests. Does this make the client's business better? Does it make this a job someone would want to keep? A decision that fails either one doesn't happen, even when it would make us money in the short run.
It sounds soft. It's the most commercial thing we do. Retention is the entire economics of this model: the second year of a placement is worth far more to you than the first, and you only get a second year if the person wants one.
What that looks like day to day
We hire our team members in the Philippines and engage them on ongoing terms, paid above award rates — not per task, and not as gig work. The things that get skipped at the cheap end of this market are part of what your rate covers.
- Agreed hours, set up front rather than shifting week to week.
- Above-award pay for the role, benchmarked against what the same work earns locally — not driven down to win a rate comparison.
- Paid time off and public holidays, with cover arranged on our side so your work doesn't stop.
- Equipment and connectivity support, so "my internet dropped out" stops being your problem to solve.
- Someone to go to — an HR team that runs check-ins, handles performance properly, and notices problems before you do.
What we do, how, and why
The three questions every staffing company should be able to answer in a paragraph each.
What we do
A better way to recruit virtual talent. We help you find the best staffing solution in the industry, with the experience you want, so you can focus on running your business.
How we do it
We start with a consultative approach, listening closely to the needs of both our clients and our candidates. Then we craft a custom strategy to meet your hiring needs — we meet with you and perform an in-depth analysis of your position specifications.
From that meeting we plan and build a strategic process, identifying the most effective means of sourcing target candidates who fit your requirements.
Why we do it
We are here to bridge the gap for companies that would never previously have looked at recruiting remote talent. The world has changed, and working remotely has become a way of life for many. In a tightly competitive market for talent, we help businesses solve that problem by providing a pathway for capable applicants from the Philippines and other regions to show what they can do.
In doing so we give businesses a cost-effective recruitment strategy, while providing meaningful work for good people.
What we won't do
Saying what you stand for is cheap. Saying what you've turned down is more useful.
- We won't pool people. Splitting one person across clients would lift our margin immediately and ruin the product just as fast.
- We won't win on rate by cutting the team member's pay. If a competitor is cheaper, that gap comes out of someone's wage — ask where.
- We won't lock you into a long contract. A twelve-month term is a provider protecting itself from its own churn. Ours is three months — the runway it takes to get someone properly set up and productive in your business — and then month to month, with no exit penalty at any point.
- We won't place someone we wouldn't hire ourselves just to fill a brief quickly. It's better to tell you it'll be another week.