Placements built to last.
Retention starts before the first day of work.
The right match serves the family and respects the professional — the foundation every lasting placement is built on.
Professionals stay — with the family they serve, or within our network. That is what psychological screening, compatibility matching, and fair treatment are designed to produce.
One careful hire.
Every failed placement costs a family:
Weeks of Disruption
Re-training, re-adjusting routines, explaining preferences all over again
Repeated Costs
Agency fees, time off work for interviews, household instability
Family Stress
Children attached to caregivers who leave, elderly parents confused by constant changes
Our 70% retention rate means fewer restarts, steadier routines, and continuity at home.
Three factors that predict retention
Through 17 years of placements, we've identified what actually determines whether a household professional stays or leaves.
Psychological Fit
Emotional stability, stress tolerance, and interpersonal compatibility matter more than technical skills. Our Manila Doctors Hospital psychological screening identifies professionals suited for long-term household roles.
Work Preference Alignment
A professional who wants to care for infants but is placed with elderly care will leave. We conduct detailed interviews about past employment patterns, reasons for leaving, and aspirations, so the match is right from the start.
Fair Treatment & Compensation
Professionals stay where they're treated with dignity and paid fairly. Every MaidProvider.ph placement starts at ₱12,000+ — above the ₱7,800 NCR minimum under Wage Order NCR-DW-06. That floor reflects this commitment.
How we create lasting placements
Psychological Assessment
Work Preference Profiling
Compatibility Matching
Standards Orientation
Every candidate passes the Security Double-Lock™ — the National Dual-Audit™ and clinical psychological screening at Manila Doctors Hospital — before placement.
When household professionals are matched correctly, compensated fairly, and treated with dignity, they stay. Our 70% retention rate — 6 months minimum, many for years — shows it.
How we compare
Varies by agency
Screening depth and methodology differ widely across the industry.
Comprehensive 3-Layer Process
Manila Doctors Hospital psychological screening, work preference profiling, and compatibility-based matching.
Varies by agency
Matching criteria differ. Some match on availability, others on basic skills.
Strategic Compatibility Matching
Professionals matched based on work preferences, household needs, and psychological compatibility profiles.
₱7,800 NCR minimum
Mandated floor wage per Wage Order NCR-DW-06 (effective February 7, 2026).
₱12,000+ placement floor
Every MaidProvider.ph placement starts above the mandated minimum. Fair compensation promotes long-term commitment.
Varies by agency
Replacement policies and guarantee periods differ across providers.
Six-Month Protection Standard™
One fee. Interview before you pay. Days 1–30: free replacement. Days 31–180: replacement with ₱5,000 rescreening. Up to 3 replacements.
The result: households that run smoothly for years.
When you hire through MaidProvider.ph, you're getting a carefully matched placement backed by psychological screening, compatibility assessment, Security Double-Lock™ verification, and a commitment to fair treatment.
Our 70% retention rate points to what we build for: routines that hold, relationships that last, and a household that runs.
Security Double-Lock™ verified
Every candidate who reaches the compatibility matching stage has already passed the Security Double-Lock™ — Lock 1: the National Dual-Audit™ (NPCS screening across all 18 regions plus NBI biometric verification), and Lock 2: clinical psychological screening at Manila Doctors Hospital — alongside 4-panel medical screening and document authentication. Retention starts with verified trust.
Ready for a placement built to last?
DOLE PEA License M-24-04-034 · Setting the standard since 2009