Frequently Asked Questions

At MSGNI BPO, we recognize that you may have questions about our services, processes, and how we can help your business succeed. We’ve provided answers to some of the most common questions we receive below. If you need further assistance, please feel free to contact us directly.

Questions? Our difference is in the detail.

Find the best talent for your business

Is the quality of talent in the Philippines inferior to what I can find locally?

No, the quality of talent in the Philippines is on par with, if not superior to, local talent. MSGNI BPO leverages highly skilled professionals who excel in communication, technical expertise, and cultural compatibility, consistently delivering top-tier services that meet or exceed international standards—all at a cost-effective rate.

Is employee turnover higher in the Philippines?

No, our experience shows that turnover for offshore roles is significantly lower than for equivalent local roles. We’ll ensure you understand and are supported in effectively engaging your Manila-based teams. Our specialized approach consistently achieves above-average retention rates. Filipinos generally pursue a a single and steady career aspirations compared to American, Canadian, Australian or British employees. Filipinos are culturally very loyal to their employers and firmly believe longevity and loyalty are stepping stones to career advancement.

What are the working hours for employees based in Manila?

Our Manila-based employees typically work 8 hours a day, 5 days a week, with a 1-hour lunch break. To meet diverse client needs, we offer flexible scheduling, including night shifts and weekends. Night shifts come with a 10% pay differential for hours worked between 10 PM and 6 AM. Overtime is compensated according to Philippine labor laws. This flexibility ensures we can provide seamless support across various time zones.

Which roles can I transition offshore?

Depending on the particular requirements of your company and the offshore team’s capabilities, transitioning roles overseas might take many forms. Nonetheless, the following are some typical positions that companies frequently outsource:

Customer service and support:

Handling of incoming and Outgoing calls
Email and Live Chat Assistance
Technical Support
Customer Support Administration
IT Development and Support:

Support desk and technical assistance
Development and upkeep of software
Network Management
Management of IT infrastructure
Back-office and administrative support:

Data entry and administration
processing of documents
Payroll processing and HR management
Bookkeeping and accounting
Support for Sales and Marketing:

Digital marketing, including social media management, PPC, and SEO
Creating and managing content
Analysis and research on the market
Telemarketing and lead generating
Design & Creative Services:

Visual arts
creation and design of websites
Producing and editing videos
Drawings and drafting in architecture
Information Analysis

How do I position offshoring as a positive decision with my local team?

Our goal isn’t to offload a problem by offshoring. Negative perceptions about ‘moving local jobs offshore’ change when local employees understand how offshore capability can increase their team ordepartment’s capacity. In our experience, when companies invest in offshore resourcing their local operations also experience positive growth. We can assist you with communications that explain how offshoring of many non-strategic, repetitive tasks allows core teams to shift their focus to higher value work.

What is the standard recruitment-to onboarding timeframe?

We typically allow 4-6 weeks from the commencement of your offshoring plan to having a new employee accept an offer and be onboarded. However, if you already have a position description and candidate requirements, we can have a new employee ready to join your team in as little as a week.

How do I prepare my new offshore people in their role?

Once a candidate has accepted a job offer, they will go through a comprehensive new hires orientation. MSGNI BPO ensures excellent onboarding for new offshore employees by providing comprehensive orientation sessions, clear communication of company values, and tailored training programs. We support seamless integration through ongoing mentorship, cultural alignment, and regular feedback, fostering a collaborative environment that empowers new hires to succeed from day one.

How do I communicate with my Manila based people on a daily basis?

Our clients connect with their offshore employees viaa range of platforms, depending on what suits their business. In addition to having a personal landline and mobile, Manila-based employees communicate with their colleagues on Microsoft Teams, Skype, Zoom and WhatsApp. We’ll implement your preferred tools and ensure your employees are setup for success. Transparent fee structure

I only require one offshore employee – does that increase the costs?

Whether you’re employing one person or establishing an entire team offshore, the recruitment process, employment costs, working environment, and levels of service and support offered by MSGNI BPO remain are the same.

How will I be charged?

You’ll be charged on a monthly basis with Service Invoice. Our staff payroll reports itemize work hours completed, leave taken and overtime hours.

What’s included in the total monthly employee cost?

Our pricing is all-inclusive and covers salaries, taxes, benefits and all support costs.

Am I committed to a long-term contract?

We understand that businesses need the ability to scale operations swiftly. That’s why we don’t enforce restrictive employee lease contracts or exit fees. All we ask for is a 60-day notice if a role is no longer needed. We’ll handle everything else.

Who maintains legal responsibility for employing offshore employees?

MSGNI BPO shall be the employer of record, assuming all employment liabilities for your offshore resources in adherence to Philippine labor laws. This will indemnify your company from any employment-related claims in the Philippines.