Smart Outsourcing Solution (SOS) stands out for its fixed $190-per-employee monthly EOR fee, included recruitment, local Philippine employment entity, and experience converting contractors to employees at scale.
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PROS
- Fixed $190-per-employee monthly pricing is substantially below major global EOR platforms.
- Recruitment, including candidate sourcing, screening, and interview coordination, is included in the EOR fee.
- SOS employs workers through their own Philippine legal entity, Global BPO Solution Philippines, Inc.
- They handle Philippine payroll compliance, including SSS, PhilHealth, Pag-IBIG, tax withholding, and 13th-month pay.
- Published case-study evidence shows SOS converted several hundred contractors to full-time EOR employees over 4 weeks.
CONS
- Deposits are invoiced at commencement and annually.
- The service has no proprietary HR platform, open API, Zapier integration, or documented integration with existing HR technology.
- SOS only supports employment in the Philippines, so multinational employers need another provider for other countries.
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Smart Outsourcing Solution takes a notably service-led approach to EOR services in the Philippines. Rather than competing primarily on a software platform, they combine local employment, payroll and compliance administration, recruiting, and human account management for a flat $190 per employee per month. That puts SOS in the budget end of the EOR market, although they are not the cheapest provider we found.
The pricing structure is particularly interesting because it includes recruitment. SOS handles candidate sourcing, screening, and interview coordination while the client makes the final hiring decision. Their materials also state that a pre-selected candidate can be onboarded in as little as 5 business days once the agreement, documentation, payroll funding, and deposit are in place. For companies that need both recruiting and EOR support in the Philippines, combining these services into a single fee could simplify the hiring process.
The strongest EOR-specific evidence we found comes from SOS's LawnStarter engagement. SOS says they converted several hundred seasonal contractors to full-time employees through their Philippine entity over 4 weeks, then supported the company's continued growth. SOS also supports fixed-term, regular, and part-time employment arrangements. Their EOR service covers Philippine compliance requirements, including SSS, PhilHealth, Pag-IBIG, tax withholding, 13th-month pay, and employment offboarding.
However, SOS requires a refundable employee-liability deposit equal to one month's base salary, invoiced at commencement and annually throughout the employment arrangement. And as the vendor follows a service-based EOR model, it doesn’t cover a proprietary HR platform, open API, or Zapier integration. Compared with software-led global EOR providers, SOS is therefore much more dependent on human service delivery.
Lastly, some organizations should evaluate geographical reach: because SOS exclusively manages workforce operations within the Philippines, those seeking to expand into multiple territories must engage an additional vendor.
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SOS's published customer examples include LawnStarter, Convertr, TSG, Professional Dentistry, Nikken, Virtual Labs, and Aeco, although only LawnStarter is identified as an EOR engagement.
SOS EOR service is fixed at $190 per employee per month, with recruitment, payroll administration, Philippine compliance support, and offboarding included.
Companies hiring employees in the Philippines that prioritize low, predictable EOR fees and included recruitment over a sophisticated HR technology platform.
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