# Shifting Gears: How Toronto Startups are Quietly Building Engineers in Manila, 2026 Edition
In a world where tech giants are vying for the best talent in Silicon Valley and Bangalore, some of Canada's brightest startups have taken an unexpected detour to Manila. Here's why and what I learned while leading engineering teams across continents.
Why This Matters in 2026
In a rapidly globalizing world, access to diverse talent pools is no longer just a competitive advantage; it's a necessity for survival. As cost pressures mount and companies race to innovate faster than ever, the ability to hire skilled engineers efficiently has become mission-critical. Toronto startups, sensing an opportunity, have started building engineering teams in Manila – and with good reason.
Three Things I Learned Shipping This
1. Finding Quality Talent at Lower Costs
At Simuclear, our cost savings from hiring in Manila were substantial: a senior engineer in Manila can cost just half of what their counterpart would in Toronto. Yet, the quality of work was consistently high – an outcome that proved essential during our V2 rebuild of Tokkatok, where we saved $50k per developer and shaved 6 months off the project timeline.
Here's a sample of a job listing we used to attract top Filipino talent:
# Hiring for Senior React Native Developer
- 4+ years experience in building mobile apps
- Proficient in JavaScript, TypeScript, and React Native
- Experience working with RESTful APIs and third-party libraries
- Self-starter, with excellent communication skills
Salary: PHP 50,000 - PHP 70,000 per month (CAD $1,200 - CAD $1,600)
2. Overcoming Timezone Challenges with Asynchronous Workflows
To ensure seamless collaboration between teams in Toronto and Manila, we implemented asynchronous workflows. This approach allowed team members to focus on deep work during their most productive hours while reducing the need for late-night meetings. Tools like Trello, GitHub, and Slack played a key role here, enabling us to establish clear communication channels and maintain accountability.
3. Crafting Effective Remote Onboarding Programs
To get new hires up to speed quickly, we developed an onboarding program that combined online training with one-on-one mentorship. This approach ensured that our new team members felt supported while they gained the knowledge they needed to contribute effectively from day one. A crucial part of this process was establishing clear expectations and setting achievable goals for each onboarding phase.
What I Would Skip if I Started Today
Contrary to popular belief, building engineering teams remotely doesn't have to mean sacrificing quality or speed. While it's tempting to pursue the latest "cutting-edge" tools and methodologies, my experience shows that keeping things simple often yields better results. Rather than jumping on every bandwagon, focus on finding the right people and equipping them with the tools they need to excel.
What This Looks Like for Your Team
If you're considering building an engineering team in Manila, here are three actionable steps to take this week:
- Research potential candidates and create a job listing that highlights your company's unique value proposition and the opportunities available for remote workers.
- Evaluate timezone differences and adjust workflows to accommodate asynchronous collaboration, using tools like Trello, GitHub, and Slack to streamline communication.
- Develop an onboarding program that combines online training with one-on-one mentorship, setting clear expectations and milestones for each phase of the process.
I write about engineering leadership and building with Filipino dev teams at devwithzach.com – drop me a line if any of this rings true.
