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If your production team needs more capacity, a local hire is not your only option.
Video editing, graphic design, motion graphics, and production coordination can all be handled remotely. For US media teams, hiring in the Philippines can add dedicated production support without requiring you to build a local team in the US.
The first step is defining exactly what you need the person to handle.
Define the Role Before You Hire
“Production support” can mean different things. Start with the work that is taking up your team’s time.
A remote production role might handle:
- Video editing for podcasts, interviews, ads, or social content
- Short-form video clips and captions
- Motion graphics and animation
- Graphic production and resizing
- File organization and asset preparation
- Production scheduling and deadline tracking
- Revisions and final exports
For example, if your senior video editor is spending hours cutting clips for social media, you could hire a dedicated editor to handle those recurring tasks. Your senior team member can then focus on more complex projects and creative direction.
A clear list of responsibilities also makes it easier to assess candidates.
Match the Hire to Your Workflow
The right candidate needs more than production skills. They need to work within the systems your team already uses.
List the software, platforms, and project management tools the person will need before you start hiring. Depending on the role, that could include Adobe Premiere Pro, After Effects, Photoshop, Illustrator, DaVinci Resolve, Canva, Frame.io, Google Workspace, or ClickUp.
Also document your basic workflow:
- Where raw files are stored
- How work is assigned
- Where feedback is given
- Who approves final work
- How completed files are organized
This gives candidates a clearer picture of the role and makes onboarding easier once you hire.
Review Relevant Work
For production roles, a portfolio is often more useful than a resume when assessing technical ability.
Look for work that matches what you actually need. If you are hiring a video editor for podcast and social content, review their experience with interview footage, short-form clips, captions, pacing, different aspect ratios, and revisions.
A small paid test project can also help you assess how they follow instructions and respond to feedback.
Keep the test close to the real work. Give them a brief, a sample asset, and a deadline similar to what they would encounter in the role.
Plan the Time-Zone Overlap
A Philippines-based employee will work several hours ahead of your US team, so decide how much real-time overlap the role needs.
Production work often does not require someone to be online during your entire US workday. You can send footage, instructions, and feedback during your team’s shift and have the employee continue the work during theirs.
For tasks that need live collaboration, establish specific overlapping hours for meetings, reviews, and handoffs.
The schedule should be part of the role from the beginning.
Decide What Stays With Your US Team
You do not need to move your entire production process offshore.
Your US team can continue handling client communication, creative direction, strategy, and final approvals. The remote hire can own the production tasks that support those responsibilities.
For example:
- US team: Provides the brief, creative direction, and feedback
- Remote editor: Handles the edit, captions, formatting, and revisions
- US team: Reviews and approves the final version
That structure keeps creative ownership with your existing team while giving them additional production capacity.
Set Up the Employment Side Properly
If you want someone to work as a dedicated member of your team, you also need to account for local employment requirements.
An Employer of Record (EOR) can handle the local employment infrastructure while your company manages the employee’s day-to-day work.
This can cover the employment contract, payroll, taxes, mandatory benefits, 13th-month pay, onboarding, and other local requirements.
For US companies hiring in the Philippines, an EOR can provide a way to employ someone locally without establishing a Philippine entity themselves.
Start With the Production Gap
You do not need to build an entire remote production department at once.
Start with the work that is consistently slowing your team down. Define the role around that work, find someone with the right production skills, and build the workflow around how your team already operates.
From there, you can determine whether additional production roles make sense.
If you’re considering a production role in the Philippines, Filta’s 2026 Salary Guide can help you understand the market before you hire.
Filta helps US companies build dedicated teams in the Philippines through an Employer of Record model, covering employment, payroll, compliance, benefits, onboarding, and ongoing support.
See what’s possible when the world works together. Learn more about Filta
Filta is ranked in the top 9% of outsourcing providers globally. We help media teams across the US build dedicated remote production capacity in the Philippines, handling talent acquisition, Employer of Record (EOR) compliance, equipment, cultural integration, and ongoing support under one roof.
Book a free strategy session → We will show you exactly how to hire an expert remote production professional in 3 to 5 weeks with the same quality you would expect from a 10-week local search.
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