In this episode of “The Philippine Business Playbook,” Tahche CEO Bryan Luoma and VP for Special Projects Vicky Fracois tackle the current state of offshore manufacturing in light of newly imposed tariffs under Trump-era trade policies. As costs climb and global tensions shift, U.S. companies are once again being forced to rethink where and how they produce their goods.

 

The conversation pulls from real stories Bryan is hearing on the ground: business owners facing massive import fees, rethinking long-held supply chain habits, and looking for smarter, more cost-effective solutions in an increasingly complex global trade environment.

 

Low-Tariff Globe-Hopping: The New Strategy

 

Instead of bringing operations back to the U.S., many business owners are actively searching for new offshore alternatives. Rising tariffs on imports from other countries like China have prompted a fresh wave of interest in countries like the Philippines, where duties are significantly lower and the cost of labor remains more competitive.

 

Bryan shares that several of his business peers are already making moves. Some are seeking new suppliers and manufacturing partners in the Philippines, while others are weighing whether to abandon shipments altogether because the tariff charges exceed the value of the goods themselves.

 

The long-standing habit of defaulting to China is starting to break. Businesses are reassessing long-held sourcing strategies and actively looking toward markets that offer not just lower costs, but also stronger alignment with U.S. business norms, smoother visa processes, and cultural compatibility. The Philippines, in many ways, is checking all the boxes.

 

Opportunity in the Shift

 

While the situation has left some business owners feeling uncertain or even discouraged, it has also opened up new pathways. What once felt like a closed loop, locked into expensive, high-risk supply chains, is now an open door to more sustainable, strategic growth.

 

Vicky sees the upside in all of this: countries with low-tariff agreements and strong U.S. partnerships are creating real opportunities for businesses to pivot quickly without sacrificing quality or control. There’s movement, there’s momentum, and most importantly, there are choices.

 

Bonus Segment: Vicky’s Return to the Philippines

 

In the latter part of the episode, Vicky reflects on her recent trip to the Philippines during March and April 2025. She shares her experience attending the Tahche Summer Event and participating in the company’s first-quarter CSR activity, where the team partnered with Rise Above Foundation to give donations and provide educational and fun sessions to less fortunate children under their care.

 

It was a powerful reminder of Tahche’s mission to not just build better businesses through offshore support, but to uplift communities in the Philippines  while doing so.

 

For more insights into building a strong offshore team, subscribe to The Philippine Business Playbook on YouTube, Spotify, and Apple Podcasts

What does it take to build an app that’s set to be the future of offshore hiring?

 

In our latest podcast episode, we take you behind the scenes of the making of the Tahche App: from the vision and the challenges to the game-changing features built for clients who want full control, full transparency, and faster hiring.

 

Hear the story straight from the team who built it. ✨

Digital marketing agency 9Sail has worked with Tahche for over four years, and their very first offshore team member is still with them today. The partnership began with a shared entrepreneurial spirit—Bryan Luoma, CEO of Tahche, and Joe Giovannoli, CEO of 9Sail, first met through Entrepreneurs’ Organization (EO) New York. Their connection helped shape a long-term collaboration built on transparency, mutual growth, and the pursuit of excellence.

 

Reframing Offshoring: From Misconceptions to Opportunity

 

Initially, Joe believed offshoring contributed to industry challenges. However, deeper research led to a key insight: failure in offshoring isn’t due to the model itself but from misaligned expectations and poor practices. With the right support and structure, offshoring brought economy of scale and improved efficiency. Adding Philippine-based team members allowed 9Sail’s U.S. team to train for consistency and quality across the board.

 

Creating a Culture That Works—Across Borders

 

9Sail’s goal is clear: to be the greatest place anybody has ever worked. For Joe, that culture shouldn’t stop at the U.S. office. From the beginning, he set out to replicate the same sense of purpose, engagement, and excellence with his team in the Philippines.

 

Through a culture that believes in giving all employees the same company experience regardless of where they’re based, together with strategic hiring and guidance from Tahche, Joe was able to build a remote team who feels valued and empowered, regardless of geography. They are happy self-starters—individuals who take ownership of their work and contribute meaningfully to the business. 

 

By making this commitment early on, 9Sail laid the groundwork for a unified, high-performing team that’s fully aligned with the company’s mission and standards.

 

Scaling Through Structure and Alignment

 

To grow effectively, 9Sail implements the Entrepreneurial Operating System (EOS) and ensures all new hires—onshore and offshore—are aligned through a shared onboarding experience. One standout offshore employee impressed the team with her hard work, organization, and versatility, proving to be the ideal fit and a great support for multiple roles. It’s this level of alignment that makes scaling seamless.

 

One Company, One Experience

 

Whether in the U.S. or the Philippines, 9Sail ensures every team member feels part of one unified company. When milestones are hit, incentives like custom Nikes are given to both U.S. and Philippine staff alike. This commitment to inclusivity and recognition strengthens loyalty and camaraderie across borders.

 

What Makes Tahche Different

 

Before partnering with Tahche, 9Sail tried other offshoring providers but found them lacking in clarity and ownership. With Tahche, Joe appreciated the transparency—from clear compensation structures to the ability to meet and choose his candidates. Knowing exactly where funds were going and being empowered to reward team members directly helped build trust. Tahche’s employee experience team further supports this relationship by coordinating seamless onboarding and engagement efforts.

 

Scaling with a Vision

 

Looking ahead to 2026, Joe envisions having a Filipino counterpart for every U.S. team member. This not only supports internal productivity but also allows 9Sail to offer more value to their law firm clients. Joe is also focused on strengthening 9Sail’s employer brand in the Philippines, proudly powered by Tahche.

 

A Unified Philosophy

 

Joe believes in treating people the way you want to be treated—regardless of geography. That philosophy shapes 9Sail’s culture, which includes work-life balance policies like “pawternity leave” and thoughtful gestures like including their Philippine team in anniversary celebrations. For Joe, offshoring isn’t just about delegation—it’s about building a team that grows together.

 

For more insights into building a strong offshore team, subscribe to The Philippine Business Playbook on YouTube, Spotify, and Apple Podcasts

In the latest CEO Sound Off of The Philippine Business Playbook, Tahche CEO Bryan Luoma and Vice President for Special Projects Vicky Fracois discuss how major corporations, including top banks and tech giants, are scaling back or restructuring their Diversity, Equity, and Inclusion (DEI) programs. This trend has sparked important conversations on whether DEI remains a long-term business priority, or if it should be deprioritized in response to shifting public sentiment.

 

CEO Sound Off: Don’t follow the trend. Focus on what works.

 

Several companies are making changes to their DEI efforts, not because those efforts have failed, but because of pressure to align with new public narratives. This reactive approach risks undermining the long-term benefits of inclusion-focused strategies. DEI, when done right, has led to meaningful community and business growth—such as expanding banking access in historically underserved areas. Businesses that shift away from these practices solely because of trends may lose sight of what truly drives sustainable growth.

 

Rebranding DEI Doesn’t Mean Abandoning It

 

While the term “DEI” may carry heavy associations, removing the label shouldn’t mean removing the values it represents. Fairness, access, and equality can remain part of a company’s DNA, even if presented differently. What matters is maintaining the intent: opening doors, creating pathways, and making sure opportunities are available to all. Both Vicky and Bryan emphasize that reframing a program’s name is acceptable—as long as it continues to create real opportunities.

 

CSR with Impact, Not Just Optics

 

At Tahche, inclusivity and community involvement go beyond branding. The company actively supports individuals from different backgrounds, including those with disabilities, and consistently engages in community-building and CSR programs. These efforts are not driven by public pressure or image concerns. Instead, they reflect an authentic commitment to empowering people and strengthening teams. These initiatives also foster employee pride, collaboration, and a shared sense of purpose.

 

Don’t Hold Your Business Back

 

Empathy and openness are not just soft skills—they are competitive advantages. Companies that nurture inclusive cultures tend to innovate more, retain talent better, and connect with a broader range of clients and customers. Ignoring these qualities can limit a business’s potential. As discussed in the episode, swinging too far in an anti-DEI direction may result in missed opportunities, both internally and externally.

 

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The current movement to scale back DEI programs may reflect a cultural shift, but businesses shouldn’t lose sight of the core benefits that inclusion delivers. Organizations that stay focused on equity, access, and fairness—regardless of terminology—are more likely to thrive in the long run. As Tahche’s leadership shared, inclusive practices, when embedded authentically, are not just good ethics—they’re smart strategies.

From Executive Assistant to Chief of Staff, Therese’s journey is proof of what’s possible when world-class Filipino talent meets global opportunity.

 

Watch the latest “The Philippine Business Playbook” podcast episode as she and Bryan talk career growth, trust, and representation offshore. ✨

A recent CNBC report highlights a growing concern among American workers: the fear of layoffs. According to a survey by Clarify Capital, one in three adults worry about being laid off, with Gen Z feeling it the most—40% of them are anxious about job security. Despite these concerns, the U.S. economy remains strong, and the labor market is stable. So why the disconnect?

 

CEO Sound Off: The Layoff Narrative vs. Reality

 

While the economy continues to perform well, high-profile layoffs, particularly in tech and government sectors, have fueled unease. Employees still remember how difficult it was to find work during the pandemic, and businesses recall the challenges of hiring and retaining talent. As a result, many companies are choosing to hold onto employees rather than hire new ones—creating a perception of uncertainty that doesn’t necessarily reflect the broader economic picture.

 

At Tahche, we’re still seeing businesses hiring offshore talent to stay competitive. Even companies that aren’t experiencing growth are prioritizing employee retention over layoffs, understanding that workforce stability is key to long-term success.

 

The Self-Fulfilling Cycle of Fear

 

Economic concerns, whether real or perceived, can shape consumer behavior. When workers fear job loss, they spend less, which can lead to economic slowdowns. But the truth is, the economy is resilient. One major reason people may be spending less on goods is the continued trend of revenge travel. After being unable to travel during the pandemic, many are now prioritizing experiences over material purchases, choosing vacations and events over physical goods—an indicator that confidence in financial stability persists.

 

As CEO Bryan Luoma pointed out in The Philippine Business Playbook, a key marker to watch is small businesses, particularly restaurants. If they start struggling, that could be a more accurate signal of economic distress. Right now, however, the fundamentals remain strong.

 

What Should Workers Do?

 

Rather than giving in to fear, here are some of the practical things you can do to maintain career  confidence and stability: 

 

• Assess Your Skills: As Vicky suggests, now is a great time to check your skill set and explore passions that could lead to career growth.
• Be Proactive: Bryan advises workers to take the chance to send out their resumes, despite fears. Staying open to opportunities will always give you the best chance at success.
• Avoid Unnecessary Pay Cuts: Some workers are willing to take significant pay cuts for job security, but Bryan advises against this unless absolutely necessary. A strong job market means employees should maintain their value.
• Build Financial Security: Reducing debt and increasing savings can help ease anxiety and provide a safety net in case of unexpected changes.

 

The job market is still strong, and while uncertainty can cause worry, the best approach is to stay calm, keep up with industry trends, and take proactive career steps. 

 

At Tahche, we continue to see businesses investing in offshore talent as part of their long-term growth strategy. So if you’re looking to strengthen your team with skilled professionals from the Philippines, we’re here to help.

 

For more insights into the evolving job market, tune in to The Philippine Business Playbook on YouTube, Spotify, and Apple Podcasts.

 

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For more insights into how business is done in the Philippines, subscribe to The Philippine Business Playbook on YouTube, Spotify, and Apple Podcasts.

Let’s talk about providing training, building team dynamics, and creating global opportunities by bringing your Filipino employee to the U.S.

 

In this episode, Bryan, together with Amylene Sy, breaks down the entire process of procuring VISAs and booking flights, ensuring a smooth experience and long-term success for both business partners and employees. Tune in!

Discover Tahche’s biggest takeaways from its first ever attendance at the PPAI Expo 2025. ✨

At Tahche, we’re committed to ethical and legal offshoring—no shortcuts, no hidden steps.

 

In this episode, Atty. Lalaine sits down with Bryan Luoma for a tell-all conversation on how Tahche ensures full legal compliance for both our clients and employees. Because when you scale the right way, you scale with confidence.

Attracting and retaining top Filipino talent goes beyond offering competitive salaries. Employees today are looking for comprehensive benefits that enhance their quality of life, ensure financial security, and support their long-term well-being. For companies hiring in the Philippines, understanding these benefits can be the key to building a strong and loyal offshore team.

 

The Essentials: Standard employee benefits in the Philippines

 

1. Social Security System (SSS)

 

The SSS provides financial support for employees through pensions, disability, maternity, and other benefits. Unlike freelancers who may opt out of paying into SSS, full-time employees in formal employment enjoy these crucial safety nets. Employers that ensure timely contributions help their teams secure long-term financial stability.

 

2. PhilHealth (National Healthcare System)

 

PhilHealth is the government-mandated healthcare system that helps cover medical expenses for employees. Ensuring compliance with PhilHealth contributions means employees have access to affordable medical care, easing financial burdens during health emergencies.

 

3. Pag-IBIG Fund (Housing and Loan Assistance)

 

This government-backed savings program provides employees with access to affordable home and cash loans. Many Filipino workers consider home ownership a major life goal, making Pag-IBIG contributions a highly valued benefit.

 

4. 13th month pay

 

A legally mandated bonus in the Philippines, the 13th-month pay is essential for employees’ financial planning, especially during the holiday season. However, proper calculation is crucial to ensure compliance and fairness—especially for employees who joined mid-year. Partnering with a professional employer organization can help businesses navigate these regulations smoothly.

 

5. Service incentive leave (SIL)

 

Regularized employees in the Philippines are entitled to a minimum of (5) five  days of paid leave per year. Companies that go beyond the legal requirement by offering additional leave days or vacation perks stand out as attractive employers.

 

6. Night differential pay

 

With many offshore employees working U.S. hours, understanding and properly compensating for night differential pay is critical. Employers must clarify whether the agreed salary includes this premium or if it’s an additional benefit to avoid misunderstandings with employees. 

 

As of writing, the night differential pay is at minimum 10% of the hourly rate for work done between 10 pm to 6 am.

 

7. Holiday pay

 

The Philippines has around 22 holidays, including regular and special non-working holidays. Employers must be aware of these dates and plan accordingly to ensure smooth operations while maintaining employee satisfaction.

 

Beyond the basics: Additional benefits that make a difference

 

1. Health Maintenance Organization (HMO) Plans

 

While PhilHealth provides basic healthcare, many companies offer private HMO coverage for extended medical services, dental and vision care, and even dependent coverage. Given that Filipino families are often multi-generational, offering HMO benefits that extend to elderly parents and other relatives is a highly attractive perk.

 

2. Transportation and meal allowances

 

Providing non-taxable allowances for meals and transportation helps employees manage daily expenses while also optimizing their taxable income. These allowances demonstrate an employer’s commitment to their workforce’s well-being.

 

3. Mental health support and nursing facilities

 

Companies with physical offices are required to have an on-site nurse once they reach a certain number of employees. This ensures immediate medical assistance when needed. Additionally, businesses that offer mental health resources—such as counseling sessions or wellness programs—stand out as progressive employers.

 

4. Flexible work arrangements

 

While many offshore employees work U.S. business hours, providing some level of flexibility (such as mid-shift options) can improve work-life balance. Employees with family obligations particularly value this perk.

 

5. Internet allowance

 

Given that remote work relies on stable internet access, many employers now offer internet allowances or direct reimbursements to ensure their employees have reliable connectivity.

 

6. Recognition of Philippine holidays

 

Filipino culture places great importance on certain holidays, such as Good Friday and All Saints’ Day. While offshore teams often work during U.S. holidays like Thanksgiving, businesses that acknowledge Philippine holidays in return build stronger employee loyalty and engagement.

 

7. Office perks 

 

Providing amenities like break nooks, free coffee, and entertainment lounges fosters a positive work environment. Additionally, forming employee clubs (ex. running, basketball, or Toastmasters clubs) strengthens team bonds — even for employees working on different accounts.

 

Why benefits matter more than ever

 

Providing above-and-beyond benefits isn’t just about compliance—it’s about creating a workplace where employees feel valued and motivated. A strong benefits package not only improves employee retention but also makes a company more attractive to top talent in the Philippines.

 

At Tahche, we go beyond the minimum, offering benefits that empower employees while ensuring compliance with Philippine labor laws. If you’re looking to build a highly engaged, top-performing offshore team with the right support and perks, let’s talk.

 

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For more insights into building a strong offshore team, subscribe to The Philippine Business Playbook on YouTube, Spotify, and Apple Podcasts.