Sales Development Representative
Outbound calls and email, lead research, follow-up and booking meetings for your sales team.
Hire an offshore social media manager in the Philippines
Give your social channels a dedicated owner for planning, posting and community replies. Explore offshore professionals with relevant social media experience, discuss your channels and brand voice, then agree the employment cost and terms before hiring.
From USD$1,300 a monthA$1,870 · NZ$2,330 · full-time, before tax
- Works with your tools
- Meta Business Suite, Canva, Buffer, Hootsuite, Sprout Social
- Works with your team
- Your business hours, AU or NZ time
Trusted by teams at
What a social media manager takes on.
Content calendars, scheduling, community replies, monitoring and performance reporting.
- Plan a content calendar around your campaigns and brand
- Draft posts, captions and simple graphics for your approval
- Schedule and publish content across your channels
- Reply to comments and messages in your agreed tone and escalate anything sensitive
- Monitor mentions, trends and competitor activity
- Report monthly on reach, engagement and what to change
See what your next
hire could save.
Compare the local annual salary with our full-time starting price. Choose your market and team size to see the difference.
Your roleSocial Media Manager
Compare with a local hire in
Full-time people
Local salary estimate
NZ$63,000
NZD a year · NZ$5,250 a month
Social Media Manager · New Zealand
Ramp Remote from
NZ$27,960
NZD a year · NZ$2,330 a month
Full-time Philippines hire · before tax · 44% of the local cost
Potential annual savingsNZ$35,040
55% below the local salary estimate.
1 full-time person · your quote confirms the total.
Comparison uses the local salary estimate published by Ramp Remote and this role’s starting service price. The figures have different inclusions. Experience, benefits, taxes and one-off costs may vary. Your quote confirms the total.
What changed for a client
40%
“During a period of rapid growth, [Ramp Remote] gave us access to talent we couldn’t find on our own. They guided each hiring manager through the process, helping us secure the right people with the right skillsets—perfectly matched to our culture. This has significantly reduced the cost of our delivery and back office by upwards of 40%.”
Paul PrichardGroup CEO, Overdose DigitalFind the right person for the work.
What good looks like
Agree a clear posting and community rhythm with your team. Useful measures include posts published to the calendar, enquiries routed to the right person and a monthly report covering reach and engagement.
Define who approves posts before they go live, which replies the manager can send alone and who handles complaints and media enquiries. Use business logins rather than personal ones, and give access only to the accounts the role needs.
Assess the right fit
Our catalogue candidates are reviewed and interviewed by our team.
Review a portfolio of content calendars, posts or accounts the candidate has managed, and ask which parts were their own work. Discuss your channels, brand voice and how they would handle a negative comment or a post that attracts criticism.
Agree a short paid or sample brief with our team, such as a week of draft posts for a fictional brand. Confirm the candidate's written English suits your audience.
From your brief to their first day.
Meet the person. Understand the cost. Start with a plan you’ve agreed together.
Tell us what you need
Share the work, experience and hours you need. You can start with a role enquiry or discuss someone you have seen in the catalogue.
Meet your shortlist
Review suitable people, discuss relevant experience and interview the candidates you want to consider. Agree any role-specific assessment with us.
Agree the hire and get started
Review the full quote, service terms and working arrangements before committing. Then plan access, handover and onboarding together.
Before you hire.
What the monthly price includesThe starting price is a guide for a full-time hire in the Philippines. Your quote confirms the total for your chosen person, agreed hours and service arrangements.
- Experience and scope: specialist skills, seniority and the responsibilities you need affect the price.
- Hours and coverage: agree the working week, time-zone overlap and any evening or weekend needs.
- What is included: ask for the breakdown of employment costs, our service, equipment and any one-off charges, with currency and applicable taxes stated.
We confirm these details before you commit. The starting price is not a fixed quote for every candidate.
Timing depends on the brief, candidate availability, interviews and any notice period. We will agree the next update and a target start date with you once those details are clear. If the right person is not currently available, we can recruit to your brief.
- Set the voice and limits: agree your channels, brand voice, approval steps and the replies that need your sign-off.
- Publish a first fortnight: review the draft calendar and each post before it goes live, then adjust the style together.
- Review the first report: check reach, engagement and community notes against your goals, then agree the ongoing cadence.
You can discuss a role without committing to a hire. Before proceeding, review your written quote and agreement for payment timing, currency and taxes, notice requirements, the support included and what happens if the hire is not the right fit.
We will confirm replacement arrangements and any conditions in your agreement before you proceed.
Tell us who you need.
You don’t need a finished job description. Start with the work you want off your plate.
- What happens next
- Our team reviews your brief, asks any follow-up questions and discusses suitable people and pricing with you.
- No account, no commitment
- Prefer email? hello@rampremote.com