Hudson Remote Talent

Businesses and teams of all sizes are suitable for remote workers. So long as there is a need for the best talent to fulfil a role or complete certain tasks in your business or team; you don’t have the time to locate talent and think about how you’re going to pay them; and you want the best at a third of the cost of local contingent hiring, then remote workers could be a great solution for you.

We establish a private Virtual Desktop environment using Microsoft Azure Virtual Desktop that is unique to your team and business. This allows your remote worker to access basic applications, such as Email and Web Browser, through a secure environment. Any cloud-based applications you require your remote worker to use can then be accessed via the Web Browser within this secure environment. Typically, we can create these environments for you within one business day.

If you require further data security or access controls, or configuration of the environment to access applications that do not sit on the cloud, we may be able to accommodate these for you. If we can, it will take longer to set up. Please engage with your Hudson Account Manager for further information.

In addition, we can deploy time tracking and monitoring software to each environment, which captures screenshots and application usage at regular intervals, for additional peace of mind. This can be deployed quickly for a small additional monthly fee.

Hudson is ultimately responsible for Recruitment, Compliance, and Payroll and HR matters. We take care of everything from discovering the right talent for you, to contract generation, to ensuring these remote workers are paid accurately and on time. All you have to do is choose the right candidates from the shortlisted profiles we send you and focus on integrating them into your business using our simple step-by-step guide.

Hudson Remote Talent complements your onshore workforce. By adding offshore capability, organisations can increase capacity without disrupting existing teams, enabling onshore employees to focus on strategic, higher-value work.

By default all remote workers schedule their work based on the Australian Time Zone (EST UTC-5 / EDT UTC-4).

Most of our remote workers have experience working with companies in Australia, US, Canada, and Europe so they are very flexible with their timings and quite used to working across different time zones to their own very effectively.

Yes, we have over 150 staff based across Australia and New Zealand.

The Philippines is widely chosen for offshore and remote talent because it combines strong English proficiency, relevant professional skills and cultural alignment with Western business practices. Many professionals have experience working with Australian, New Zealand, US or UK organisations, which supports smoother communication and collaboration. 

Just as importantly, the Philippines offers a deep and scalable talent pool across technology, operations, customer service and professional support roles allowing companies to access skills that may be scarce or expensive onshore, without compromising quality or delivery standards. 

Cost efficiency is a benefit, but it’s rarely the primary reason companies succeed with offshore talent. The real value comes from access to skilled, degree-qualified professionals who integrate into onshore teams and operate as part of the business, not as a separate offshore function. 

With the right delivery model and team engagement, offshore talent can significantly increase capacity, increase the speed of access to skills, improve service continuity and support long-term outcomes rather than simply reducing short-term costs. 

Australian companies who do not have a Philippines legal entity cannot hire local employees directly. However, they can engage them legally through an Employer of Record (EOR) such as Hudson. Hudson has the legal entity and correct business and recruitment licences to find, hire and manage talent in the Philippines on behalf of our clients.  

Hudson Remote Talent operates as an Employer of Record, managing hiring, employment contracts, payroll, tax, benefits and compliance with Philippine labour laws. We also partner with our clients to on-board and manage the resources on an ongoing basis. This allows businesses to engage dedicated offshore talent who work as part of their team, while Hudson manages the employment, compliance and performance requirements.  

Yes, if employment is structured incorrectly. Compliance risks typically relate to local labour laws, payroll, benefits, tax obligations and worker protections. These risks can be reduced by using a compliant Employer of Record model.  

The Philippines operates on Philippine Standard Time (PHT), which is GMT+8 year-round and does not observe daylight saving.  

This consistency makes planning and scheduling predictable for international teams. 

The Philippines operates on GMT+8. This aligns directly with Western Australia and sits only two to three hours behind Australia’s east coast, depending on the time of year. 

In practice, many Philippine-based professionals work hours that align with Australian business hours. This allows teams to collaborate in real time, attend shared meetings, and work as an extension of the onshore team rather than relying on handovers or overnight workflows.

Most Australian businesses experience significant same-day overlap with Philippine-based teams. Remote professionals can work aligned Australian hours when required, enabling real-time communication, meetings and shared delivery schedules. 

This makes the Philippines well suited to embedded team models, not just task-based offshore work. 

The most common risks include inconsistent talent quality, limited visibility into performance, compliance and employment risk, data security concerns and inflexible or high-cost offshore contracts. Hudson’s Remote Talent service offering proactively manages all of these risks on behalf of our clients. 

Offshore hiring sometimes fails when businesses rely on volume-driven BPO models, lack governance and performance oversight, or treat offshore talent as a separate function rather than part of the core team.