THE Philippines produces strong tech talent, but as more engineers head overseas for better pay and meaningful work, the challenge is making local careers competitive enough to keep them here. For local companies, the answer isn’t just filling roles — it’s building careers that can compete with opportunities abroad.
Jay Pegarido, country manager of Sansan’s Global Development Center (SGDC) in the Philippines, believes the solution goes beyond higher salaries.
“Competitive pay is a minimum requirement for retention. However, it’s too simple to frame brain drain as purely a salary issue,” he told The Manila Times in an interview. “It’s more nuanced, rooted in a career’s overall value proposition.”
What engineers are looking for
Good pay is essential, but for many Filipino engineers, it’s not just about the money — it’s also about the opportunity to make a meaningful impact. A 2024 JobStreet survey supports this: 80 percent are open to working abroad. Pegarido cited that “the top factors that influence engineers to stay are benefits for full-time employees, robust skills training — which they often prioritize over immediate compensation — and a healthy work-life balance.”
“Engineers are asking: ‘Can I grow here? Can I master new technologies? Can I build something with a long-term impact?’ If the answer is yes, they’re much more likely to stay,” Pegarido emphasized.
He also noted that “many local tech roles still resemble BPO-style jobs with tasks assigned from somewhere else and the output shipped off somewhere else.”
From jobs to careers
Meeting these expectations requires companies to rethink how they structure tech roles locally. At SGDC, culture shows up in how teams work together every day. The company combines kaizen, the Japanese approach to continuous improvement, and disciplined teamwork with the creativity and flexibility that Filipino engineers naturally bring. Pegarido noted this mix helps people feel a strong sense of ownership. They see their work contributing to products they can be proud of, not just a list of tasks to complete.
What sets SGDC in Cebu apart is how it’s run. It’s not an outsourcing operation. It’s a product development hub where engineers are trusted to lead, experiment and take initiative. They’re encouraged to pitch ideas, shape features and get involved in long-term planning.
“They aren’t just executing tasks; they’re building and growing global products as they build and grow themselves,” Pegarido said. “This approach fosters a powerful sense of purpose and professional growth that is highly rewarding.”
A culture that values teamwork
Engineers work closely with colleagues in Japan and other regions, customizing global products like SGDC’s invoice management tool, Bill One. Their work isn’t limited to implementation — they help solve complex problems and adapt solutions to different markets.
“This means a developer in Cebu isn’t just writing code for a feature requested from overseas; they’re part of the strategic conversations,” Pegarido said. “They contribute ideas, and they have visibility into how their work directly impacts a user in Thailand or Singapore.”
Learning that doesn’t stop
Ongoing learning is a key part of SGDC’s appeal. The company has built a strong internal training structure with technical workshops, mentorship and real-world projects. From onboarding to project work, engineers are encouraged to grow their skills while contributing to global solutions, such as AI-powered features or core system improvements.
The company also runs “Geek Seek,” a program that subsidizes the purchase of books and participation in study groups to encourage self-driven learning. Beyond its own walls, the company partners with universities to bridge the gap between classroom education and industry needs. Internship programs and field trips provide students with early exposure to real-world tools and workflows, helping to develop a stronger talent pipeline.
Why Cebu works — and what’s next
Cebu might not be the first place that comes to mind when thinking of global tech hubs, but choosing it for SGDC was a strategic move. The city has a reliable supply of IT graduates, lower operating costs with office rent about 39 percent below Manila’s, and a better quality of life.
To see similar success in other regions, Pegarido said collaboration is key. The government, schools and businesses need to move in the same direction. Engineers cannot plan their future on shaky ground, and in many cities such as Davao, Iloilo and Bacolod, basic needs like high-speed internet and reliable power grids still need to be addressed.
Retaining tech talent is not only about offering higher pay. It’s about showing engineers they can grow, take ownership and do work they are proud of without leaving the country. That calls for schools and companies to work closely together to prepare talent for real-world challenges, and for building regional tech hubs where careers can thrive. When Filipino engineers have room to grow, explore new ideas and create meaningful work in their own cities, brain drain starts to turn into brain gain.
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