Finding the right talent for your needs.

Transition Deposit

A one-month deposit covers the final 30 days, supporting the staff member in finding new opportunities if needed. This is independent of local labor laws.

Replacement Assurance

If a staff member does not meet expectations, we provide a 30-day notice period for termination and will replace them at no extra cost.

Training & Onboarding

Staff can be trained on your processes and products. If performance falls short, additional training will be the first step toward improvement.

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Define Role Requirements

Fill out the form to confirm job descriptions and role requirements.

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Agree on Terms

Review and approve the cost structure, then sign the agreement to begin.

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Start Recruitment

Work with our Recruitment Manager as we schedule interviews for qualified candidates.

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Make Your Selection

Conduct interviews and decide on your new hire within 7 days.

Frequently Asked Questions

Do employees work extended hours
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Employees follow the standard 8-hour workday, 40-hour workweek, in compliance with Philippine labor laws. Any work beyond this is considered overtime and will be compensated according to the Labor Code.
‍Working schedules may vary depending on client requirements and business needs. Employees may be assigned to:

  • Day Shift – Regular daytime working hours.
  • Mid Shift – Afternoon to late evening schedule.
  • Night Shift – Evening to early morning schedule, often aligned with U.S. time zones. Employees working night shifts are entitled to a night differential pay of not less than 10% of their regular hourly rate for work performed between 10:00 PM and 6:00 AM, as mandated by Philippine labor law.
  • Flexible Hours – As agreed upon with the client, allowing adaptable work arrangements.
How is a regular employee terminated?
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Termination of a regular employee may only be done based on just or authorized causes under the Philippine Labor Code (e.g., serious misconduct, redundancy, retrenchment). Due process must always be observed: a written notice, opportunity to be heard, and compliance with DOLE regulations.

How is a probationary employee terminated?
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Probationary employees may be terminated for:

  • Failure to meet reasonable performance standards made known at the start of employment, or
  • Just causes under the Labor Code.Termination must be supported by documented evaluation results and proper notice.
What is the billing schedule?
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Clients are billed on a monthly basis in accordance with Montani’s standard billing cycle. Invoices are issued to align with employee payout dates (every 15th and 30th/31st of the month), unless an alternative arrangement is specified in the service contract.

Do employees follow Philippine holidays?
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Yes. As a Philippines-based company, employees follow both national and local Philippine holidays.

  • National Holidays: The official list of regular and special (non-working) holidays is published annually in the Official Gazette. You can view the current year’s list here: Official Gazette – National Holidays
  • Local Holidays: Local or special city/municipal holidays (e.g., a city foundation day) are announced by the respective local government units (LGUs)—often through their official Facebook pages or websites. Employers may also request a copy of the proclamation from the local city or municipal hall for confirmation.

If work is required on any of these holidays, the corresponding holiday pay rates provided under the Philippine Labor Code will apply.

How often are performance evaluations conducted?
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Performance evaluations are conducted every six (6) months to ensure employee growth, alignment with client expectations, and role clarity. In addition, monthly feedback is provided via email to keep both clients and employees updated on progress. Feedback sessions may also be scheduled as needed in coordination with clients.

When are salary increases given?
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Salary increases are determined based on current market conditions, cost-of-living and inflation adjustments, budget availability, and client approval, in line with Montani’s policies. A minimum increase of 3% to 5% is applied, and clients may provide additional increases if part of their performance incentive program

Paid Time-Off and Other Leaves
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Employees are entitled to Paid Time-Off (PTO) as part of Montani’s benefits package. Each employee receives 10 vacation leaves and 12 sick leaves annually. Beginning their 3rd year of service, employees are granted one (1) additional vacation leave and one (1) additional sick leave per year of service, up to a maximum of 15 leave credits each.

In addition to PTO, employees may also avail themselves of other types of leave as applicable under company policy and Philippine labor law, such as:

  • Calamity Leave – for emergencies or natural disasters affecting the employee.
  • Maternity Leave – as mandated by law for eligible female employees.
  • Bereavement Leave – in the event of the passing of an immediate family member.

Additional leave types may also be granted depending on specific circumstances and subject to approval.