A framework, not a stereotype
I do not use a rule that says “Philippines for admin, India for technical.” That is too simplistic. Instead, compare the candidate pools against the actual role using the same criteria every time.
Six criteria to compare
Where my own experience leans
My direct experience is especially deep in the Philippines. For communication-heavy, client-facing, support, admin, and many marketing roles, I often find the Philippines an excellent place to start.
India also has an enormous talent pool, and I would not hesitate to search there when the role or technical specialization makes it the stronger market. The point is to choose the search market from the job, not from a slogan.
What not to do
Do not assume a lower quoted rate means better value. Do not make a country decision before the role is defined. And do not treat nationality as a substitute for testing communication, technical skill, judgment, and fit.
Want to do the hiring yourself?
If you already know the role, move to the relevant Role Guide.
If the role itself is still unclear, book Advisory.