About BlackWulff
Filipino talent is sold as the cheap option.
We sell it as the better one.
We place Filipino professionals with US companies: paralegals and legal support for law firms, and marketing talent (PPC, SEO, email) for everyone else. It costs less than hiring in the US. That is the smaller half of the argument.
The price gap
Cheaper is the part everyone leads with. It is the least interesting thing about it.
The offshore industry prices Filipino professionals as a discount and describes them as one. The discount is real. So is the part nobody sells: people who stay in a role for years instead of leaving every other year, who work your hours rather than the tail end of them, and who came in with a career already behind them.
We do not place anybody with less than three years of relevant experience. There is no entry-level tier and no volume tier. If the shortlist is short, the shortlist is short.
3×
What a US hire costs, roughly, against the same role placed through us.
On a direct placement, the salary is paid by you, straight to the person doing the work. Our fee sits on top as a separate payment, so nothing is taken out of what they are paid.
- Our fee
- Starts at $2,000One-time, paid only when you hire.
- The shortlist
- FreeYou see candidates before any money moves.
- Experience floor
- 3 years min.Relevant experience. No entry-level placements.
- Working hours
- Full overlapUS business hours, non-negotiable.
Where this came from
A read on an industry, from inside it.
Years spent inside offshore companies
Long enough to watch the industry grow and to see what it kept getting wrong: talent sold by the hour at the lowest number, placements made on availability rather than fit, and margins taken quietly out of someone's salary.
AI moved the floor
One experienced marketer with the right tools now covers what used to take a small team. That changes who is worth hiring and how few of them you need. It also makes the experience floor matter more, not less, because the tools multiply judgement rather than supply it.
An argument about fair employment
If offshore work is going to be a career rather than a stopgap, the terms have to say so: the client pays the salary directly, the fee is charged once to the company doing the hiring, and nobody's pay is the product being marked up.
None of that required a new idea. It required somebody to stop treating the discount as the whole product.
The internship program
Fair employment is a practice, not a paragraph.
Our placement bar keeps beginners out by design: three years of relevant experience, no exceptions. The program is how somebody gets those three years instead of being told to come back when they have them.
We already have the US demand and the systems. Training somebody into it is the straightforward part, which is exactly why so few offshore firms bother.
For people with no route in
Almost everyone starting a remote or VA career is asked for experience they were never given a way to get. The program is that way in.
Trained against real US work
Not a course. Interns work inside our own systems on the same kinds of task a placed hire handles, with the standards a US client will apply.
Placed into demand we already have
We hold the client relationships and the pipeline, so a trained beginner has somewhere to go. That is the whole reason this can exist here and not at a firm that only sells hours.
What this actually is
It started as a weekend project. It runs on its own software now.
Not a stack of subscriptions with our logo on it. We built the operating system this company runs on, because the work we wanted to do did not fit anything we could buy.
CRM
Every client, brief and conversation in one place.
Applicant tracking
Sourcing to shortlist to placement, with the record kept.
Marketing system
Campaigns, sequences and reporting we run ourselves.
Content engine
Briefs, drafts and publishing for our own channels.
Task board
The delivery work, assigned and visible.
Judge the operation, not the org chart.
We do not put individual names on this page yet. What we will put in writing about a direct placement: the shortlist is free, the fee starts at $2,000, one-time, paid only when you hire, the salary goes straight to the person doing the work with our fee separate from it, and if the placement does not hold in the first ninety days we replace it at no cost.
- Shortlist
- Free
- Placement fee
- Starts at $2,000, once
- Salary on a placement
- Paid direct, in full
- If it does not hold
- 90-day replacement