Month-end pressure
Add capacity for reconciliations, schedules, workpapers and reporting preparation under your finance lead’s controls.
For Australian SMEs
Dedicated offshore finance teams for Australian SMEs.
Add a full-time professional who learns your systems, customers and operating rhythm. You direct the work; we manage recruitment and employment in the Philippines.
A considered first step
01 Dedicated role
Your systems Your approvals Jade support
Capacity with continuity
More than a remote pair of hands.
A dedicated team member can take ownership of recurring finance work, build knowledge of your chart of accounts and become part of month-end rather than appearing only when a task is assigned.
Our model starts at one full-time employee. We search against your brief, you interview and select, and the person is dedicated to one client. We handle the Philippine employment relationship, payroll, statutory benefits, HR support and ongoing employment administration.
Where the model helps
Make the bottleneck specific.
Operational volume
Keep AP, AR, payroll workflows and recurring bookkeeping moving while approvals remain with your Australian team.
Better management information
Recruit for budgeting, analysis and project reporting when transaction processing is no longer the only constraint.
What stays with you
Visibility, access and decision rights.
The employee works in your chosen cloud systems, using the device and software specification you provide. You control access, approvals, review and day-to-day priorities.
Our responsibility
- Recruitment and candidate coordination
- Philippine employment, payroll and benefits
- Onboarding support and ongoing HR care
- Agreed client/project management for larger teams or where separately requested
Start at the right size
One role can be a considered first step.
You do not need to manufacture a large offshore department. Start with a role that has enough consistent work for a full-time person and clear review points. Typical recruitment and onboarding takes three to four weeks after the brief is agreed, depending on candidate availability, interview timing, equipment, access and notice periods.
See the complete process →An honest fit test
This model does not suit every business.
A dedicated offshore role works when there is enough consistent work and someone to direct it. Where those are missing, it creates work instead of removing it. Better to find that out now.
It usually works when
- There is a full week of recurring finance work, every week
- Your systems are cloud-based or reachable through a VPN
- One person in your business can answer questions within a working day
- Approvals and priorities are clear enough to write down
- You want the same person for years, not a task service
It usually struggles when
- The work is a few hours a week, or highly seasonal
- Nobody has capacity to review output in the first month
- Processes live only in one person's head and cannot be shown
- The real problem is an undecided process, not missing hands
- The role would need Australian registered-practitioner authority
Worth fixing first
- Write down the month-end timetable as it actually runs
- Decide who approves what, and to what limit
- Collect three real examples of each recurring task
- Confirm licences and device standards you can supply
- Name the person who will do the first-month review
The first ninety days
Context is the thing being transferred.
Technical skill is confirmed before anyone is hired. What takes time is your chart of accounts, your customers, your exceptions and the reasons behind them.
A workable pattern: the first month is shadowing, worked examples and daily review. The second is independent preparation with everything reviewed before release. By the third, review moves to exceptions and the recurring work genuinely belongs to the role. Businesses that skip the first month usually spend it later, with less goodwill.
If you are still weighing this against a freelancer or a fully managed provider, our comparison of the three operating models sets out the trade-offs without pushing you toward ours.
A practical first-month planWhat your business supplies
- The device, or the specification to buy one
- Software licences and named system accounts
- Secure access, MFA and any VPN configuration
- Process training and worked examples
- Accountable review and approval of the output
Questions and answers
Practical details
Do we have to start with a full-time person?
Yes. One full-time employee is the normal minimum, and it is deliberate: a dedicated person builds context that a shared or hourly resource cannot. If there is not a full week of consistent work, the honest answer is that this model is not the right fit yet.
What do we actually have to manage?
Priorities, technical direction, review and approvals, the same things you would manage for an onshore employee. We handle recruitment, employment, payroll, statutory benefits and HR support in the Philippines.
How much notice do we need to give for leave or busy periods?
Leave is managed through Jade as the employer, with the pattern agreed for the role. Peak periods such as year-end are worth naming in the brief so they are planned around rather than negotiated at the time.
Will they only work for us?
Yes. Each employee is dedicated to one client. They are not shared, pooled or reassigned between businesses.
Next step
Where is finance work getting stuck?
Share the recurring work, systems and review structure. We will help you work out whether a full-time role fits.