Purpose and scope

Job scams and illegal recruitment remain common in the Philippines—both for local hiring and overseas deployment. This article gives a practical, Philippines-specific due diligence guide grounded in the country’s labor and anti-illegal recruitment framework. It is written for applicants, employees, and families who want to verify legitimacy before sharing sensitive documents, paying money, signing contracts, or traveling.

This is general information, not legal advice.

1) Understand the two “tracks”: local hiring vs overseas recruitment

Your verification steps depend on where the job will be performed.

A. Local employment (work will be in the Philippines)

The “employer” may hire directly, or use a third-party (headhunter/recruiter, staffing agency, contractor, service provider).
The key questions are: Is the entity real and properly registered? Is it allowed to recruit/place workers? Is the work arrangement lawful (employee vs contractor)?

B. Overseas employment (work will be outside the Philippines)

Recruitment is highly regulated. Legitimate deployment typically involves a licensed recruitment/manning agency and documented processing.
The key questions are: Is the agency licensed/authorized for overseas recruitment? Is there a valid job order and contract? Are fees lawful? Are documents and clearances consistent with legal deployment?

2) The legal landscape in plain terms (Philippine context)

A. Core rules you should know

Illegal recruitment is a crime. It can be committed by individuals or entities who recruit without authority, or by those who are authorized but engage in prohibited practices (e.g., misrepresentation, charging illegal fees, contract substitution).
Overseas recruitment requires a government license/authority. Agencies must be properly licensed to recruit for work abroad, and the job must be supported by documentation (job orders, contracts, clearances, etc.).
Charging workers improper fees is heavily restricted. Many scams are disguised as “processing,” “training,” “medical,” “visa assistance,” or “reservation” fees. Even when some fees exist in legitimate contexts, the who/what/how much/when is regulated, and receipts and written bases matter.
Misrepresentation is a major red flag. False job offers, fake employers, fake visas, or inflated salary/benefits are common prohibited acts and can trigger administrative, civil, and criminal liability.

B. Agencies you will commonly interact with

DOLE (Department of Labor and Employment): labor standards, contracting arrangements, general labor concerns.
DMW (Department of Migrant Workers): primary regulator for overseas employment recruitment/deployment (including licensing and complaints for overseas recruitment).
POEA legacy processes: many people still use “POEA” in conversation; functions are now largely with the DMW, but older documents/terminology persist.
SEC / DTI: business registration (SEC for corporations/partnerships; DTI for sole proprietorships/tradenames).
LGU: mayor’s/business permit, local compliance.
NBI / PNP (Anti-Cybercrime Group): criminal complaints, cyber-enabled scams.
BIR: tax registration (helpful for legitimacy signals, though not conclusive alone).

3) Step-by-step verification checklist (works for most situations)

Step 1: Identify what the entity claims to be

Ask directly:

Are you the direct employer or a recruitment/staffing agency?
Is this for local or overseas work?
What is the exact legal name of the company (not just a brand name)?
What is the office address, landline, and official email domain?
Who is the authorized signatory (name and position)?

Why this matters: scams often use a real company’s name but a different email, different contact person, or “representatives” who cannot show authority.

Step 2: Verify business existence and identity (SEC/DTI/LGU signals)

For any employer or recruiter, request:

SEC registration (for corporations/partnerships) or DTI registration (for sole proprietors)
Business permit (mayor’s permit / LGU)
Company TIN registration (BIR) as supporting evidence
Valid company IDs of the representative and an authorization letter (if they are “agents”)

Green flags

Consistent legal name across documents
Office address is verifiable and matches permits
Official communications use a company domain (not free email), or if using a free email, there is strong corroborating documentation and verifiable office contact details

Red flags

They refuse to give the legal name (“brand name only”)
“Our office is moving; meet in a café” as a standard practice
Only chat app communication; no verifiable landline or office
Documents show mismatched names, addresses, or signatories

Step 3: If overseas—confirm the recruiter/agency is licensed for overseas recruitment

For overseas work, the safest stance is:

Do not rely on screenshots of licenses.
Ask for the agency’s license details and verify through official government channels (the DMW maintains licensing/agency verification resources and complaint hotlines/assistance desks).

Request:

Agency license number and validity period
Full agency legal name and office address
Name of the licensed owner/authorized officers
The principal/employer abroad and job order details

Red flags unique to overseas

“Direct hire” promises that bypass standard documentation, especially for ordinary job categories, coupled with payment demands
Instructions to enter on a tourist/visit visa and “convert later”
You are told to lie to immigration, or coached answers for interviews
They keep your passport “for safekeeping” while demanding fees

Step 4: Validate the job itself (not just the company)

A legitimate company can still be used to disguise a fake job. Ask for:

Job title, duties, reporting line
Salary, pay cycle, benefits, overtime rules
Work location and schedule
Start date and onboarding plan
For overseas: exact country/city, accommodation terms (if any), and who pays which costs

Cross-check for internal consistency:

Does the salary match the role and market reality?
Are benefits described vaguely (“many benefits”) but never written?
Is the offer “too good,” requiring fast payment or immediate travel?

Step 5: Demand a written contract and read the essentials carefully

Never rely purely on verbal promises.

For local employment contracts, look for:

Employer’s correct legal name and address
Employee classification (regular/probationary/project/fixed-term)
Compensation, allowances, benefits, deductions
Hours of work, rest days, overtime, holiday pay
Termination provisions and due process reference
Confidentiality/IP clauses (reasonable scope)
Non-compete clauses (if any) — check reasonableness

For overseas contracts, insist on:

A contract consistent with approved terms and the actual job offer
Clear wage, benefits, working hours, leave, and repatriation terms
No “blank” parts, no “to follow” pages

Contract red flags

You are asked to sign blank pages or incomplete terms
Salary in ads differs from contract
“Training bond” that feels punitive or indefinite without clear lawful basis
Contract substitution: after you pay, the terms suddenly change

Step 6: Scrutinize any money request—fees are the #1 scam lever

As a rule:

Be highly skeptical of upfront payments, especially via personal e-wallets/accounts.
Require a written schedule of fees, a legal basis, and official receipts under the company’s name.

Common scam labels

“Slot reservation”
“Processing fee”
“Facilitation fee”
“Medical assistance” (without clinic details)
“POEA/DMW requirement fee” (vague)
“Training fee” required immediately to secure employment

Practical safe practice

If any payment is claimed to be legitimate, pay only to the company’s official account, get an official receipt, and keep complete documentation. If they refuse official receipts or insist on personal accounts, walk away.

Step 7: Verify the recruiter’s authority and your point of contact

Ask:

Are you an employee of the company? What is your position?
Can you email me from your company domain and CC HR?
Can you provide a board resolution/authorization or company authority letter for recruitment activity?

Red flag

The “recruiter” refuses to identify their employer, uses multiple names, or claims they cannot provide written authority.

Step 8: Confirm the hiring process looks normal

Legitimate hiring typically includes:

Clear role screening/interview
Document request tied to onboarding (not “everything” upfront)
Reasonable timelines
No threats or urgency traps (“Pay today or lose the slot”)

4) Special cases: third-party recruiters, staffing agencies, and contracting

In the Philippines, you may encounter:

Headhunters (introduce candidates; employer hires directly)
Staffing/Manpower agencies (you may become agency-hired, deployed to a client)
Contractors/service providers (project-based services; issues arise if used to skirt labor rights)

What to check:

Who is your actual employer on paper?
Who pays your wages and remits SSS/PhilHealth/Pag-IBIG?
Who controls your work (hours, discipline, performance)?
Are you being “contracted” but treated like a regular employee of the client?

If the arrangement is unclear or seems designed to avoid legal obligations, consider seeking guidance from DOLE (especially on labor-only contracting concerns).

5) Red-flag list (walk away signals)

If you see multiple items below, treat it as high-risk:

Identity and documentation

No verifiable office address; only chat communication
Free email accounts with no corroboration
Name/address inconsistencies across documents
“License” only shown via screenshot; refusal to verify through official channels

Money

Upfront fees demanded urgently
Payment to personal accounts/e-wallets
No official receipts
Vague fee descriptions without written basis

Process manipulation

Guaranteed hiring without interview
“Too good to be true” salary for low-skilled roles
Pressure tactics: “last slot,” “pay now,” “leave tonight”
Advice to misrepresent facts to immigration or authorities

Overseas-specific

Tourist/visit visa route for work
Passport confiscation or “we will keep it”
Contract changes after payment
No clear principal/employer abroad details

6) How to protect your personal data while applying

Even legitimate hiring requires documents, but you should control exposure:

Share only what is necessary at each stage (e.g., resume first; government IDs later; sensitive documents upon verified offer/onboarding).
Watermark scanned IDs (“For [Company Name] application only – Date”).
Avoid sending full sets of documents via unsecured channels unless verified.
Never share one-time passwords (OTPs), bank credentials, or e-wallet PINs.

7) If you suspect a scam or illegal recruitment: what to do

Preserve evidence

Screenshots of chats, emails, job posts
Names, numbers, usernames, bank/e-wallet details
Receipts, deposit slips, transaction references
Copies of contracts or “agreements”

Report to appropriate authorities (choose based on situation)

Overseas recruitment concerns: report to DMW (and/or its regional offices/assistance channels).
Local labor concerns / questionable contracting: consult DOLE.
Criminal fraud / cyber scam: file with NBI or PNP (including cybercrime units if online).
Business misrepresentation: consider SEC/DTI complaints if entity is using deceptive registration claims.
Immediate danger or extortion: contact local law enforcement promptly.

Consider legal remedies

Depending on facts, potential actions can include:

Criminal complaint (e.g., illegal recruitment, estafa/fraud-related offenses)
Administrative complaints with relevant regulators
Civil action for recovery of money and damages (often slower, but possible)

8) Quick “due diligence script” you can use with recruiters/employers

You can copy/paste this message:

“Before I proceed, may I request your company’s complete legal name, SEC/DTI registration details, office address, and a contact landline? If this is for overseas work, please also share your DMW/POEA license number and the principal/employer details. I also need a written breakdown of any fees (if any), with official receipts under the company name.”

Legitimate entities will usually respond professionally. Scammers typically react with urgency, hostility, or evasiveness.

9) Bottom line

A safe verification approach is simple:

Confirm identity (real business + real authorized representative).
Confirm authority (especially for overseas recruitment—licensing is crucial).
Confirm the job (written, consistent, and realistic).
Treat money requests as the highest-risk signal (demand receipts and legal basis; avoid personal accounts).
Walk away early when red flags pile up.

If you want, paste the job post text (remove your private info) and the recruiter’s claims (company name, location, whether local/overseas, and what they’re asking you to pay, if anything). I can help you run it through this checklist and identify the specific red flags and what documents to demand next.