Executive Summary
January 16-31, 2026 • Bi-Weekly Transparency Report
Covers January 16-31, 2026. Published regularly with radical transparency. Format adapts to operational complexity—typically weekly, occasionally bi-weekly when data warrants deeper analysis. Every number represents a person: household professionals seeking dignified work, or families seeking reliable support.
Privacy Note: All individual names, including professionals and clients, have been changed or anonymized to protect privacy. Medical cases are reported without identifying information. Operational metrics and financial data are accurate and verifiable.
90% of our applicants already possess baseline household skills and work experience. Our comprehensive training program—68-page curriculum covering 74 assessed skills—refines existing competencies and standardizes best practices rather than teaching from zero. This is easier than it might appear: we're working with professionals who need refinement, not beginners who need fundamentals.
Current capacity: MaidProvider.ph has one dedicated trainer managing this program. We're actively recruiting a second trainer (applications under review, target start Q2 2026) to expand throughput while maintaining quality standards.
The constraint: With one trainer, we process candidates at the pace our standards require, not the pace market demand requests. Average timeline: 2-3 weeks from application to deployment. Once our second trainer joins, we expect 1-2 weeks while maintaining identical quality standards.
The result: Our one-trainer model still produces 70% placement retention versus 25% industry average—proof that quality training, even with capacity constraints, beats high-volume, low-standards approaches. We maintain our standards and are transparent about capacity limits. Every professional receives the full curriculum and assessment—we just process fewer candidates at a time than we'd like.
Two weeks of compounded data (January 16-31, 2026) reveal what happens when ethical household staffing scales: 70% placement retention (3x industry average), ₱51,000 invested in candidate documentation support, 2 medical specialist evaluations funded for candidates with X-ray findings, 4 refunds processed with 100% guarantee honored, and 34 successful replacement deployments.
This report documents operational realities behind our Human+ Advocacy commitment. We publish weekly when data allows meaningful analysis, compounding into bi-weekly periods when necessary. Every number represents a person: household professionals seeking dignified work, or families seeking reliable support.
Operational Snapshot: Jan 16-31
Human+ Advocacy in Action
₱51,000 Invested in Candidate Documentation Support
This period, we invested ₱51,000 supporting 17 candidates who lacked proper documentation—covering their transportation costs, processing fees, and coordination support to secure required IDs and clearances. Additionally, our ongoing ₱1,000 financial support program (₱500 upon completing screening requirements, plus ₱500 after successful one-week deployment) demonstrates continuous commitment to household professional success.
While most agencies reject undocumented applicants outright, we see potential household professionals who simply need support navigating bureaucratic requirements. In an industry where candidates typically bear all compliance costs (often ₱2,000-₱5,000) AND receive no ongoing support, we invest in qualified individuals who would otherwise be excluded from dignified employment opportunities. This is why professionals prefer our network.
Medical Screening Transparency: Protecting Professionals AND Clients
This period, dual X-ray screening revealed 2 candidates with medical findings requiring specialist evaluation. We covered all specialist consultation costs, additional laboratory work, and follow-up appointments—zero cost to applicants, zero cost to clients. Most agencies would reject these candidates immediately to avoid expense. We invest in proper medical evaluation because we value relationships over transactions.
What We Found This Period
Cost Breakdown: What Specialist Evaluations Actually Cost
Most agencies reject candidates with medical findings because specialist evaluations are expensive. Here's what we invest per case (rates based on private tertiary hospital standards, e.g., Manila Doctors Hospital):
- Cardiologist consultation: ₱2,000-₱3,500 per visit
- Pulmonologist consultation: ₱2,500-₱4,000 per visit
- Additional tests (ECG, echocardiogram, CT scans): ₱3,000-₱8,000
- Total per candidate: ₱2,000-₱8,000 depending on complexity
We cover these costs because we value the relationship with the professional over the transaction cost of avoiding complexity. When professionals know you invested ₱8,000 in their medical clearance instead of rejecting them, they remember. They stay loyal. They tell other professionals you're ethical. This is why we have 70% retention versus 25% industry average.
How We Protect Both Professionals AND Clients
"I couldn't afford the ₱500 for transportation to get my police clearance. MaidProvider covered it and helped me get all my documents in one day. I got my first legitimate job in 3 years."
Supporting Candidates Through System Failures
Placement Performance
70% Retention Rate: Active Network of Working Professionals
70% of placed candidates remain with their employers AND stay active in our network—nearly 3x the household staffing industry average of 25%. This retention creates the Philippines' largest pool of vetted, working household professionals, enabling faster replacement deployments when families need them.
Why professionals stay in our network: rigorous psychological screening partnership with Manila Doctors Hospital ensures quality placements from the start, ethical hiring practices treat them as professionals (not commodities), and our ₱1,000 financial support program demonstrates ongoing commitment to their success.
"After 3 failed placements with other agencies over 8 months, MaidProvider matched us with Liza in just 2 weeks. She's been with us 9 months now and is like family. The psychological screening made all the difference."
Recruitment & Candidate Experience
Application Processing: Managing Complex Requirements
Client Care & Service Recovery
Replacement Performance: 34 Successful Deployments (65% Success Rate)
34 replacement candidates successfully deployed this period with 65% deployment rate on targeted replacements—significantly higher than industry average of 20-30%. The reason: our 70% network retention means we maintain the Philippines' largest pool of vetted, working household professionals who prefer our network due to ethical hiring practices and ₱1,000 financial support program.
Instead of treating replacements as failures, we treat them as opportunities to leverage our professional network. When placements don't work, families get faster access to pre-vetted alternatives because professionals actively want to work through our system.
Refund Policy: 100% Money-Back Guarantee Honored
4 clients refunded this period (including 2 full refunds). We stand behind our service. When placements don't work, we honor our guarantee—no excuses, no delays, no contested refunds.
Delivery: 50 banking days. Once approved, refunds process through banking systems within 50 banking days. This is standard across the financial industry—we don't control banking timelines, but we control our response speed.
Courtesy refunds: Sometimes we provide refunds even when placements fall outside strict policy guidelines. We evaluate each situation individually to do what's right.
Review Transparency: Google Feedback This Period
3 Service Concerns Raised and Resolved (Verify on Google →)
This period, we received 3 service concerns on Google: 1 communication timing inquiry, 1 replacement coordination question, and 1 documentation clarification request—all addressed and resolved within 48 hours per our response policy. We publish this transparently because accountability requires visibility.
Industry Context: How We Compare
| Metric | MaidProvider.ph | Industry Standard |
|---|---|---|
| Starting Wages | ₱12,000+ | ₱5,000-₱8,000 |
| Placement Retention | 70% | ~25% |
| Medical Screening Findings | Agency absorbs 100% (₱2K-8K) - ₱0 to applicants, ₱0 to clients | Automatic rejection or costs passed to applicants/clients |
| Business Philosophy | Relationships over transactions (long-term investment) | Transactional (minimize costs, maximize volume) |
| Candidate Documentation Support | Covered by agency (₱51K this period) | Candidate pays out-of-pocket |
| Ongoing Professional Support | ₱1,000 financial support program | No ongoing support |
| Psychological Screening | Manila Doctors Hospital partnership | Rarely offered (15-min interview only) |
| Refund Policy | 100% money-back guarantee | Varies, often disputed |
| Refund Decision Timeline | 48 hours | 30-90 days (contested) |
| Refund Delivery | Up to 50 banking days (standard banking) | 30-90 days after decision |
| Review Response Time | 48 hours (all factual reviews) | No response or defensive/threatening |
| Review Philosophy | Encourage factual feedback (Code of Ethics) | Suppress, delete, or threaten legal action |
| Published Transparency Reports | Weekly (or bi-weekly when data compounded) | Never |
Frequently Asked Questions
How long does it take to find a household helper through MaidProvider.ph?
Average timeline: 1 week from application to placement. If we have available professionals who fit your requirements, we can process and place them immediately—sometimes within days. This includes psychological screening at Manila Doctors Hospital, document verification, and careful matching to your family's needs. Our 70% retention rate reflects the value of proper matching versus the industry's rush-and-hope approach.
What happens if my household helper quits or doesn't work out?
You're protected by our replacement guarantee and 100% money-back policy. If a placement doesn't work within the guarantee period, we provide free replacement candidates (we deployed 34 replacements this period alone). If you prefer a refund instead, we decide eligibility within 48 hours and tell you yes or no immediately—no delays, no bureaucracy. Once approved, your refund processes through banking systems within 50 banking days (standard banking timeline). In some cases, we provide courtesy refunds even when placements fall outside strict policy guidelines.
How much does a good household helper cost in the Philippines?
Fair market rate: ₱12,000-₱15,000/month starting wage. While many agencies place helpers at ₱5,000-₱8,000, these poverty wages lead to high turnover (75% industry attrition rate). Our ₱12,000+ starting wages attract stable, committed professionals—reflected in our 70% retention rate. Our fees enable fair wages while maintaining service quality.
What makes MaidProvider.ph's psychological screening different?
Partnership with Manila Doctors Hospital for comprehensive 3-hour assessment. Unlike the industry standard 15-minute interview, our candidates complete professional psychological evaluation testing for emotional stability, stress management, interpersonal skills, and household work compatibility. This screening is the primary reason for our 70% retention rate versus 25% industry average. See our screening process.
Do you really publish your refund data every period?
Yes. This period: 4 refunds processed, 100% guarantee honored. We believe transparency builds trust. When clients see we openly report refunds and service challenges, they know our guarantees are real—not marketing copy. We're the only DOLE-licensed agency in the Philippines publishing regular operational transparency reports (weekly or bi-weekly based on data sufficiency). View all past reports.
Why We Publish This
Every number in this report represents a person—a household professional seeking dignified work, or a family seeking reliable support. Our transparency isn't about perfection; it's about accountability to the people who trust us.
Most household staffing agencies in the Philippines operate behind information asymmetry. Clients don't know what normal looks like, so agencies can blame clients for every problem. Workers don't know their rights, so agencies can exploit desperation.
We publish these reports because transparency is our competitive advantage. Every documented challenge is proof that we're not hiding operational reality. Every resolution shows systematic thinking rather than reactive firefighting. Every period's improvement demonstrates that ethical household staffing can scale profitably.
When we fall short, we own it. When we succeed, we share how. That's the Human+ difference.