Pitch N Hire's executive search helps Manila, Philippines companies hire senior engineering and leadership roles — heads of engineering, architects, and functional leaders — through a discreet, research-led process. PNH maps the market, approaches passive candidates and runs structured assessment, so a Manila business fills business-critical leadership roles with rigour rather than relying on inbound applications.
Executive search is a targeted, research-led method for hiring senior and hard-to-fill leadership roles, where the best candidates are usually employed and not actively applying. Instead of posting a job and waiting, Pitch N Hire maps the relevant talent market, discreetly approaches qualified passive candidates, and runs structured, evidence-based assessment against the role's real requirements. This is used for engineering leadership, architecture, and specialist senior roles where a wrong hire is expensive and confidentiality matters. PNH's search process pairs experienced recruiters with structured interview tooling to keep the assessment consistent and defensible, whether the role is based locally or leads an offshore team.
We work with you to define the mandate — responsibilities, the outcomes the leader must deliver, and the competencies and experience that predict success in your context.
PNH researches and maps the relevant talent market, building a longlist of qualified people in comparable roles at comparable organisations — including those not actively looking.
Candidates are approached confidentially and professionally, protecting your employer brand and the candidates' current positions while gauging genuine interest and fit.
Interested candidates go through structured, evidence-based interviews and scorecards against the success profile, so the shortlist is comparable and defensible, not gut-feel.
You interview a small, high-quality shortlist; we support referencing, offer negotiation and a careful close, given how much a senior hire matters.
Research-led search suits senior and business-critical roles where a mis-hire is costly:
Metro Manila is the economic and outsourcing heart of the Philippines, hosting the country's largest concentration of BPO and IT-BPM operations, shared-services centres, banks and a growing fintech scene across Makati, BGC, Ortigas and Quezon City. Volume hiring for customer experience, technical support and finance roles is constant, while software, cloud and data engineering demand has risen as digital-services firms and startups expand.
Manila talent is defined by exceptional English fluency and a very large, service-oriented workforce experienced in customer support, finance-and-accounting and IT-enabled services. Software talent centres on web and mobile development, .NET, Java, PHP, Python and QA, backed by universities like UP, De La Salle and Ateneo. High attrition in BPO and competition for senior engineers make structured screening and fast pipelines valuable for local employers.
Manila offers competitive costs versus Western markets: senior software engineers commonly sit around ₱1.2M–₱2.4M per year, with BPO and support roles considerably lower. Employers still compete on pay for scarce senior and specialised engineering skills. Where local supply is tight, blending in offshore India-based engineers through staff augmentation can extend capacity at a comparable or lower blended cost.
For Manila employers who cannot fill every senior or niche engineering seat locally, Pitch N Hire can add an offshore India-based pod through staff augmentation — vetted engineers who overlap the full Manila workday given only a 2.5-hour time gap. PNH handles sourcing, vetting and, via its India Employer of Record, employment and compliance, so a Manila team scales capacity without a new local entity.
You can engage Pitch N Hire in whichever way fits your Manila team's stage and workload — and mix them as you scale:
A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.
You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.
Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.
Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.
Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.
Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.
Staffing and recruitment services, the applicant tracking software, and hiring resources — all in one place.
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