How Arcbridge managed offshore staffing works.
Arcbridge starts with the work, not a generic job title. We define outputs, systems, access requirements, working hours, reporting rhythm, and success measures before screening candidates.
The three-party relationship
You contract with Arcbridge for a managed service. Arcbridge employs the team member. The team member does the work you direct, day to day.
A line, not a fog.
The structure works because the line is clear. Each cell is something one party owns and the other parties do not.
| Area | Client | RecommendedArcbridge | Team member |
|---|---|---|---|
| Work priorities | Client sets priorities, systems, and expected outputs within the agreed role scope. | Arcbridge supports role clarity, reporting rhythm, and performance process. | Team member follows the agreed role scope and reporting rhythm. |
| Employment relationship | Client does not directly employ the team member. | Arcbridge or its nominated employment entity holds the employment relationship. | Team member is employed under the relevant Arcbridge structure. |
| Payroll and leave | Client pays Arcbridge under the service agreement. | Arcbridge manages payroll, leave, and HR administration. | Team member is paid through the Arcbridge payroll cycle. |
| Performance | Client gives practical feedback on outputs and role fit. | Arcbridge manages the performance process and employment-side actions. | Team member works to agreed standards and receives feedback. |
| Data and confidentiality | Client controls what data and information the role is exposed to. | Arcbridge documents confidentiality and data-handling expectations during onboarding. | Team member follows confidentiality, access, and data-handling obligations. |
| Systems access | Client provisions and revokes system access through its own controls. | Arcbridge supports the onboarding setup and access checklist. | Team member uses the access granted, within the agreed scope and security expectations. |
| Leave and absence | Client is informed of planned leave and unplanned absence ahead of time where possible. | Arcbridge manages leave entitlements, approvals, and absence cover where agreed. | Team member follows the Arcbridge leave and absence process. |
| Offboarding | Client requests offboarding through Arcbridge and revokes its own system access. | Arcbridge manages the employment-side offboarding, final pay, and exit administration. | Team member completes handover and follows the offboarding steps. |
Work priorities
- Client
- Client sets priorities, systems, and expected outputs within the agreed role scope.
- Arcbridge
- Arcbridge supports role clarity, reporting rhythm, and performance process.
- Team member
- Team member follows the agreed role scope and reporting rhythm.
Employment relationship
- Client
- Client does not directly employ the team member.
- Arcbridge
- Arcbridge or its nominated employment entity holds the employment relationship.
- Team member
- Team member is employed under the relevant Arcbridge structure.
Payroll and leave
- Client
- Client pays Arcbridge under the service agreement.
- Arcbridge
- Arcbridge manages payroll, leave, and HR administration.
- Team member
- Team member is paid through the Arcbridge payroll cycle.
Performance
- Client
- Client gives practical feedback on outputs and role fit.
- Arcbridge
- Arcbridge manages the performance process and employment-side actions.
- Team member
- Team member works to agreed standards and receives feedback.
Data and confidentiality
- Client
- Client controls what data and information the role is exposed to.
- Arcbridge
- Arcbridge documents confidentiality and data-handling expectations during onboarding.
- Team member
- Team member follows confidentiality, access, and data-handling obligations.
Systems access
- Client
- Client provisions and revokes system access through its own controls.
- Arcbridge
- Arcbridge supports the onboarding setup and access checklist.
- Team member
- Team member uses the access granted, within the agreed scope and security expectations.
Leave and absence
- Client
- Client is informed of planned leave and unplanned absence ahead of time where possible.
- Arcbridge
- Arcbridge manages leave entitlements, approvals, and absence cover where agreed.
- Team member
- Team member follows the Arcbridge leave and absence process.
Offboarding
- Client
- Client requests offboarding through Arcbridge and revokes its own system access.
- Arcbridge
- Arcbridge manages the employment-side offboarding, final pay, and exit administration.
- Team member
- Team member completes handover and follows the offboarding steps.
From discovery call to ongoing HR.
Nine steps from the first conversation to a continuing HR and performance rhythm. Each one has a defined owner so the process does not stall.
Step 01
Discovery call
A 30-minute conversation about the work you need covered, the working hours that matter, and whether a managed offshore structure fits.
Step 02
Role design
We build the role brief from the actual work: outputs, systems, access requirements, reporting rhythm, and success measures.
Step 03
Capability screen
Arcbridge screens experienced Philippines-based candidates against the capabilities and systems named in the brief.
Step 04
Shortlist
A small shortlist of two or three names, with the screening evidence behind each one, presented for you to review.
Step 05
Client interview
You interview the candidates you want to meet. Arcbridge sits in if you want a second perspective, or stays out if you prefer.
Step 06
Commercial agreement
Service fee, hours, scope, reporting, and start date confirmed in writing. The agreement covers the managed structure between Arcbridge and the client, not an employment relationship between the client and the team member.
Step 07
Onboarding and access
Arcbridge employs the team member and runs onboarding against confidentiality, access, and the operating obligations in the brief.
Step 08
30/60/90-day success plan
Daily reporting rhythm in place, systems access live, and the team member ramped into the role brief outputs over 90 days.
Step 09
Ongoing HR and performance process
Continuing HR administration, payroll, leave, and a quarterly check-in on the brief, the outputs, and any change in scope.
You direct the work. Arcbridge holds the employment.
Australian workplace law considers the real working relationship between a business and a worker, not only the contract label. Where an Australian business directly engages an offshore contractor and the practical working relationship resembles employment, classification and Fair Work questions can arise. The Fair Work Commission has scrutinised arrangements of this kind.
Arcbridge is designed to reduce the practical risks of informal offshore contractor arrangements by placing employment, payroll, leave, HR administration, and employment-side process inside a managed structure. Arcbridge or its nominated employment entity employs the team member. The client receives capability and outputs through a service agreement rather than directly engaging an offshore worker.
This is the difference between an informal offshore engagement and a structured offshore team. It is general information only, and is not a substitute for tailored legal, workplace relations, tax, or migration advice on a client's specific arrangements.
Common questions about the structure
- Do we get to interview candidates?
- Yes. We present a shortlist with the screening behind each name, and you interview the candidates you would like to meet. The final decision sits with you.
- Who handles payroll and leave?
- Arcbridge runs payroll and leave for the team member. You pay Arcbridge a service fee under the agreement. You do not run an offshore payroll process.
- What happens if it is not the right fit?
- We agree the fit window in advance. If the placement is not working, we manage the employment-side action and rework the shortlist, so the change sits with Arcbridge rather than the client. The specifics are covered in the service agreement.
- Can the team member use our systems?
- Yes, under your access controls. You decide what they can see and what they cannot. Confidentiality and access obligations are part of onboarding.
Next step
Start with a discovery call.
Send the brief and we will arrange thirty minutes to talk through the role you need and how the structure would work for your business.