Key Takeaways
- The Philippines is a preferred choice for offshore accounting services because the fundamentals are already in place. Strong accounting education, high English proficiency, and more recently, growing CPA pathways make it easier to hire and collaborate.
- Offshoring works best as part of a blended talent model. Keep advisory and client-facing work onshore and offshore teams for repeatable technical tasks.
- Seamless integration is the differentiator. Clear expectations, frequent communication, inclusive culture, and long-term career paths turn skilled offshore talent into long-term assets.
A 2025 survey found that organizations had, on average, five open accounting and financial management positions—a 150% increase from two the year prior. And half said it took 60+ days to fill them.
As daunting as these numbers are, they don’t come as a surprise. In the US, accounting graduates fell 6.6% at 55,152 in the 2023-24 academic year—the lowest in roughly two decades—just as the CPA retirement wave accelerates. Openings now outpace hires, leading to a deficit.
To maintain operations, businesses and accounting firms alike are turning to offshore talent, with the Philippines among premier destinations.
Here’s why leading firms choose to hire offshore accountants in the Philippines over other regions.
Why Firms Work with Outsourced Accountants from the Philippines
The Philippine accounting outsourcing sector didn’t become a preferred solution overnight. The country views the outsourcing industry in general as a key economic driver, with projections showing a 69% increase in its contribution by 2030. That focus shows up in government support, such as tax incentives and continued investments in telecom infrastructure.
The Department of Information and Communications Technology has even identified 25 cities outside major hubs with the talent and infrastructure to serve international accounting firms well.
But the people themselves make the Philippines particularly suited for firms expanding their capabilities.
English-Proficient Talent with Global Expertise
Accounting is among the most sought-after degree programs in the country, with high enrollment in major cities like Metro Manila, Cebu, and Davao. Graduates have strong accounting fundamentals that appeal to international employers.
Plus, they’re fluent in English, the primary language of instruction in higher ed. The Philippines, for that matter, is known for its high English proficiency, ranking 28th in the world and 2nd in Asia. This proficiency minimizes communication gaps that can complicate offshore partnerships.
And as of July 1, 2024, Filipino candidates can register for the US CPA exam, carving a direct path to certification. For firms, it means access to a growing pool of qualified talent.
US CPA Exam Now Offered in the Philippines | What Does this Mean for US Firms?
How to Structure Your Offshore Accounting Team
How do you integrate offshore talent without disrupting your existing team? And how do you quell concerns about displacement? With an intentional people strategy, offshoring can be supplemental, not supplantive. Offshore teams should be treated as one part of a diversified talent mix.
-
Onshore Team (Local)
Role: Client-facing relationships, complex advisory, strategic decision-making
Your partners, managers, and senior staff stay local to handle the nuances that build deep client trust. In these roles, in-person presence and cultural familiarity matter most. -
On-Demand Talent (Contractors)
Role: Seasonal peak coverage, specialized project work, capacity surge management
Having a trusted pool of contractors prevents seasonal burnout and emergency hiring without permanent overhead. -
Global Team (Offshore)
Role: Technical accounting tasks, compliance, standardized deliverables
Repetitive tasks that need to be done excellently despite being time-consuming (e.g., financial statement preparation and reconciliations) go to your global team. Your in-house teams then have space for higher-value work, allowing them to mature within their roles.
| Target Onshore to Offshore Ratio | ||
|---|---|---|
| <5 | 2:1 | |
| 6-20 | 1:1 | |
| 20-100 | 50% offshore | |
| >100 | 30% offshore | |
This framework only works if leaders actively champion it. As you hire offshore accountants, fast-track your local team’s careers and reinvest savings into paying them competitively. Show them exactly how their roles will evolve as global talent integrates, taking into consideration that not everyone craves the pressure of senior or managerial tracks.
Related Reading: How Offshore Accounting Fast-Tracks Local Career Growth
What to Know Before You Hire Offshore Accountants
Once offshore hiring aligns with your talent strategy, consider the following factors that will affect implementation:
Legal Structure
The challenge with offshore accounting in the Philippines, or elsewhere really, is navigating unfamiliar labor laws. What many firms do is partner with an employer of record (EOR) to manage compliance, including payroll and benefits.
An EOR is essentially a third-party that employs staff on your behalf. They’re the legal employer on paper, but you retain control over day-to-day operations.
Alternatively, you can hire remote talent as independent contractors. Keep in mind, however, that geographical distance doesn’t remove legal obligations, especially if the working relationship mirrors full employment. Misclassification risks still apply.
Costs
Significant cost savings is a common draw of offshoring since businesses don’t have to pay for office space and similar overhead. While total costs vary by years of experience and industry specialization, they’re generally lower than salaries in major markets.
In the Philippines, here’s what you can typically expect to pay monthly.
Global Accountant Annual Rates
| Job Role | United State of America (USD) |
Philippines (USD) |
|---|---|---|
| Bookkeper | $40,000 - $55,000 | $8,700 - $12,000 |
| Accountant | $50,000 - $70,000 | $13,200 - $17,400 |
| Senior Accountant | $89,900 - $92,518 | $17,400 - $26,400 |
That said, providers may offer additional value through in-house training programs and infrastructure, which can bump rates up.
Data Security and Compliance
Talent Quality and Training
A strong offshoring provider rigorously vets candidates, so you spend less time on unqualified interviews. If that provider specializes in accounting and finance, they’ll know what success looks like for your roles.
Their recruitment process should also screen for both technical competence and cultural fit. After all, offshore hires only become long-term assets if they can thrive in your environment.
Managing Your Accounting Outsourcing Partnership
Set Clear Expectations
Right from onboarding, define roles and responsibilities so your offshore team knows what accounting services are expected of them and what metrics they’ll be measured against. Make sure to tie these metrics to goals that match their skills and contribute towards your firm’s broader mission.
When training on processes, take the time to narrate your thinking while showing the steps. Doing so helps your offshore team understand the “why,” which tends to shape the quality of their work.
Communicate Transparently
Building on the previous point, don’t shy away from over-communicating early on, especially given your geographical differences. The idea is to eliminate as much uncertainty as possible about how your firm operates. Otherwise, your offshore professionals will fill in the gaps themselves, which might not necessarily align with your goals.
Once you’ve built trust and confidence, they can work independently within clear guardrails.
Promote an Inclusive Culture
Your offshore accounting talent may not be at the office holiday party, but they’re still very much part of your team. So, include them in virtual meetings, town halls, and team activities. Firm-wide emails celebrating birthdays and work anniversaries are great options, too.
If visa logistics allow, consider visiting them in the Philippines or bringing them on-site. It can be for training, process observation, or simply face time. Such connections can lead to better collaboration. Our clients at TOA Global make these visits, and their team members always appreciate it.
Plan for Retention
Manage your offshore team members like they’ll be with you for years—because that’s the goal. Provide them with training that aligns with their role and future plans, conduct competitive annual compensation reviews, and create advancement paths.
Offshore or onshore, talented people stay when they see a future, so spell out what skills are required to get there.
An Idaho-based firm put these tips into practice. Here are the results.
Real Results: How a Boutique Tax Firm Broke the Turnover Trap
When Precision Tax struggled to hire qualified talent to address high turnover, they partnered with TOA Global and committed to the 50% additional time that remote onboarding demands. From only one team member, today they have a dozen supporting their onshore team with tax preparation.
For tax season 2025, one tax preparer averaged 200 returns, thanks to their offshore colleagues. For us, the quality of their support work is the result of the firm’s investment in proper training and integration.
Breaking the Turnover Trap: A Boutique Tax Firm’s Global Solution
Ready to Hire Offshore Accountants in the Philippines?
At TOA Global, we’ve spent over 10+ years connecting US accounting firms with highly skilled professionals from the Philippines. We screen candidates to be job-ready from day one, supporting them with role-aligned training and career development via our registered training division, the Ab2 Institute of Accounting.
Our pool of bookkeepers, auditors, and US-trained offshore accountants lets you focus on higher-value work while building a talent strategy aligned with your long-term goals.
Ready to explore how vetted offshore team members could work for you? Schedule a call with our staffing experts today and we’ll create a growth plan tailored to your needs.
