Transparency Report: May 2026
A note on cadence. Prior reports covered two-to-three-week windows. Beginning with this edition, we report by calendar month. A full month gives a more complete operating picture and a steadier basis for comparison. The volume figures in this report — placements, replacements, candidates trained — reflect a full month and should not be compared directly against the shorter windows in earlier reports. Rate metrics remain comparable, with one labeled exception noted in the Recruitment section.
72.5% of the new-placement target — recovered from 63% last period. Still below target, and we're publishing it as-is.
Medical-stage retention held. Most applicants who reached the medical stage continued; those who did not proceed left for a mix of non-medical and medical reasons, documented in full below.
Strong first-pass psychological clearance. The large majority of applicants tested at Manila Doctors Hospital required no further evaluation; a small share were referred for a follow-up interview. Practical, hands-on training continued under a standardized completion checklist.
Every eligible replacement fulfilled. The Six-Month Protection Standard™ worked as designed, keeping those households whole. Refund cases were resolved — most through replacement, the remainder by bank transfer.
One reported security concern. A client reported a concern about something that had gone missing. No formal report was filed and the client did not pursue the matter, and no conclusion was reached.
Public disclosure: a client filed a complaint with the Department of Trade and Industry (DTI) requesting a refund; our records show the household professional remained on duty under the signed contract. We responded directly within the DTI thread and are working toward an amicable resolution.
Operations and infrastructure: we remained in good regulatory standing; several colleagues left and we redistributed the work; WhatsApp adopted as the team's primary internal communication platform; corporate banking consolidated to work exclusively with BDO Unibank; a public Newsroom launched for media inquiries; service extended to the Visayas and Mindanao on an arranged basis; DOLE PEA reporting kept current.
TL;DR · May 2026
- Entity: MaidProvider.ph — DOLE PEA License M-24-04-034 · Operating since 2009 · Pasay City, Metro Manila
- Cadence: First full-month report · Reported as performance against target, not raw counts, consistent with our standing methodology
- Placement: 72.5% of new-placement target · Recovered from 63% last period · Still below target · New Client Acquisition members onboarding
- Recruitment: 73% of applicant target (27% short) · 19% of applicants were returning applicants · Household staff and family drivers placed across the month
- Medical-stage retention: Most continued · the rest did not proceed — majority non-medical, remainder medical (pregnancy, chest X-ray findings)
- Psychological screening: Nearly all cleared first pass at Manila Doctors Hospital · a few referred for follow-up, all then cleared
- Training: Practical, hands-on training completed under a standardized checklist and backup monitoring
- Client Care: Every eligible replacement fulfilled · Refund cases resolved (most via replacement, remainder via bank transfer) · one goodwill partial refund
- Public Disclosure: DTI complaint received · deployment ongoing under contract per our records · Responded within the DTI thread · Amicable resolution in progress
- Operations: Remained in good regulatory standing · Team transitions absorbed and capacity redistributed · WhatsApp adopted as primary internal platform · Consolidating banking exclusively with BDO Unibank · Public Newsroom launched · Service now offered in Visayas & Mindanao (arranged) · DOLE PEA reporting kept current
- Pricing: Standard Rate ₱25,000 VAT-inclusive · Privilege Rate ₱22,500 VAT-inclusive for returning families · ₱12,000+ starting wages for household professionals
In This Report
- Operational Snapshot
- HR & Training
- Psychological & Documentation Readiness
- Recruitment Performance
- Client Acquisition
- Client Care & Service Recovery
- Refund Resolution
- Public Disclosure: DTI Complaint
- Reported Security Concerns: One, No Case Filed
- Operations & Infrastructure
- On Trustpilot & Open Reviews
- Our Operating Standard
- Frequently Asked Questions
- Glossary of Terms
- Follow-Up: Commitments from the Last Report
- Why We Publish This
The Full Picture
May 2026 — our first full-month report. Operational data is reported as performance against internal targets rather than raw headcounts, consistent with our standing methodology: percentages give clearer context on whether we met the standards we set for ourselves than raw headcounts do.
About This Report. Covers the calendar month of May 2026. Published by MaidProvider.ph, a DOLE-licensed household staffing agency operating since 2009 from our Pasay City headquarters. This report documents operational realities, including the challenges we are actively addressing.
Privacy. All information is fully anonymized, aggregated, and non-identifiable, in compliance with Republic Act No. 10173 (Data Privacy Act of 2012). No personal, sensitive, or privileged information is disclosed. Case narratives are generalized to prevent direct or indirect identification of any individual. Operational metrics are accurate and verifiable.
Methodology. All data is sourced directly from MaidProvider.ph's internal applicant tracking system, HR attendance records, Hi-Precision Diagnostics medical reports, Manila Doctors Hospital clinical psychological screening records, and client care logs. Michelle, Director of Operations, consolidates the submissions. Amanda Safra, Managing Director of MaidProvider.ph, reviews and verifies the data, authorizes publication, and is the accountable signatory for the report's contents. These figures are drawn from our internal records and are self-reported; they have not been independently audited.
AI Disclosure. This report was produced with AI assistance for drafting and editorial review. All operational data, case details, and disclosures originate from MaidProvider.ph's internal records — not from AI. Every fact, figure, and narrative was verified and approved by Amanda Safra, Managing Director, before publication.
Operational Snapshot: May 2026
HR & Training
Training Completed Under a Standardized Checklist · Medical-Stage Retention
Candidates completed practical, hands-on training this month under a standardized completion checklist. Ensuring every candidate completes the full prescribed assessment and training before being deemed deployment-ready remains the central HR challenge, and the response this period was structural.
Ensuring all candidates complete the prescribed assessment and hands-on training requirements, consistently and on time.
We implemented a standardized assessment-and-training checklist to monitor completion against every required item, established a structured training schedule and monitoring system to keep assessments and hands-on training on time, and designated backup personnel so monitoring continues without interruption even when the colleague who normally handles it is away.
At the medical-records stage, most applicants continued in the recruitment process; a portion did not proceed.
The majority of those who stepped away did so for non-medical reasons. Some chose not to continue after waiting 7–14 days for a match following their interview; others were hired directly elsewhere, or encountered unforeseen family emergencies. The remainder were unable to continue for medical reasons, including pregnancy or chest X-ray findings.
To reduce avoidable attrition, we maintained regular communication with applicants during their waiting period, actively searched for suitable employer matches, and provided status updates — while strengthening counseling to understand and address the personal or family concerns behind drop-offs. For those who had not yet cleared the medical stage, we continued providing face masks, reinforced health-and-safety practices, and scheduled medical examinations as early as possible to surface concerns sooner and reduce processing delays.
A household professional who waits days for a match is a person whose time deserves respect. Some waiting is, in honesty, part of the work: matching takes a little time because we make sure each household professional and each employer are genuinely right for one another, rather than rushing a placement that serves neither side well. What we will not accept is the avoidable kind of waiting. Our commitment is to protect the time careful matching needs, remove the time it does not, keep timelines visible, and keep applicants informed at every step. We do not want anyone left waiting longer than the work itself requires.
Who belongs here. We do not screen, rank, or exclude household professionals on the basis of religion, ethnicity, gender, or sexual orientation, and we hold that line strictly. It troubles us deeply that, in 2026, discrimination of these kinds still reaches the people who do this work, and that is exactly why we put this in writing rather than leave it unsaid. Household professionals of every faith are respected here and free to practice their faith — our Muslim household professionals among them, whose faith we honor without reservation. To our LGBTQ+ household professionals especially: we respect you, we stand with you as your allies, and you belong here fully and without condition. No one is left out. The Human+ Standard means the dignity we extend to the families we serve is the same dignity we owe every person we place.
Psychological & Documentation Readiness
Strong First-Pass Psychological Clearance · Documentation Gaps Addressed at Intake
Applicants completed psychological testing at Manila Doctors Hospital this month. The large majority required no further evaluation; a small number were asked to return for a follow-up interview with a psychologist, and all of them completed it and were cleared.
That small group matters to us. A follow-up interview means a psychologist flagged something worth a closer look, and we take that seriously — we would rather take the extra step than pass anyone through on a first impression. Clinical screening that sometimes says look again is what families are paying for: genuine clinical judgment, and the follow-up step is that judgment at work. And the benefit runs both ways: the same diligence protects the household professional as much as the family, helping us place each person where they can genuinely do well and surface any support they may need along the way. That is the Human+ Standard in both directions.
A follow-up request sometimes led applicants to assume a significant finding, producing anxiety and hesitation. Because the psychologist is available on Mondays only, those applicants waited longer for clearance — extending processing and deployment readiness.
We explained the purpose of the follow-up interview plainly to reduce anxiety and misconception, coordinated with Manila Doctors Hospital to request additional follow-up slots wherever possible, and kept applicants informed through the waiting period. The follow-up step remains necessary for proper psychological assessment, compliance with recruitment requirements, and deployment readiness.
On average, about 1 in 5 applicants arrives lacking at least two valid identification documents. These gaps extend processing, delay deployment readiness, add administrative load, and raise attrition risk.
We strengthened pre-screening by communicating all documentary requirements early in the process. Recruitment staff actively assisted applicants in securing missing IDs and requirements — including support for PhilHealth membership and voter certifications at no additional cost. Regular follow-ups and progress monitoring kept requirements on track, and continuous communication helped keep applicants engaged and reduced withdrawals before completion.
Recruitment Performance
73% of Applicant Target · 19% Returning Applicants
Across the month we placed household professionals and family drivers into employment, the product of intensive coordination, timely processing of requirements, and continuous candidate engagement across Recruitment, Client Acquisition, Client Care, and Operations. Sourcing reached 73% of our applicant target, leaving us 27% short of our goal. Notably, 19% of the applicants who reported to us this month were returning applicants — people choosing to come back to MaidProvider.ph rather than start elsewhere.
Note on this metric. The 73% reflects applicants sourced against our applicant target — an input measure, distinct from the 72.5% placement figure reported under Client Acquisition (one tracks people entering the pipeline, the other tracks placements made). It is also measured differently from prior periods and is best read as direction rather than a like-for-like comparison: sourcing came in short of target, and the work below is aimed at closing that gap.
The applicant shortfall limited our ability to support Client Acquisition targets, fulfill Client Care commitments, and meet Operations deployment timelines, increasing the risk of delays in client fulfillment.
We enhanced applicant engagement and follow-up to improve conversion from inquiry to application and reduce drop-outs, ran regular performance reviews of recruitment campaigns to identify the most effective sourcing strategies and reallocate resources, and strengthened coordination across Client Acquisition, Client Care, and Operations to keep fulfillment on schedule.
Two applicants discontinued the application process without prior notice, disrupting the pipeline and requiring additional time and resources to source and process replacements.
We enhanced screening and orientation so candidates fully understand the requirements and commitments before proceeding, and implemented regular monitoring and follow-up to identify at-risk applicants and address concerns early.
Client Acquisition
72.5% of New-Placement Target — Recovered from 63%, Still Below Goal
New-placement performance reached 72.5% of target this month, a recovery of roughly nine-and-a-half points from the 63% reported in the prior period, and still below the standard we set for ourselves. The 27.5% shortfall affected revenue, client satisfaction, and deployment objectives. We are publishing the figure as-is.
New-placement performance recovered to 72.5% of target, up from 63% the prior period, but still fell short of goal, and identifying the drivers of the remaining shortfall was necessary to keep the recovery going.
We onboarded a new HR team member to support recruitment processing and hired additional Client Acquisition members to expand the client base and generate more placement opportunities. The Managing Director developed new sales pitches and outreach cadences to improve prospect engagement, lift conversion, and standardize communication with prospective clients. Responsibilities were redistributed to reduce delays and improve turnaround.
The new Client Acquisition team needed time to learn the work and find their footing. While they did, our output dipped.
They focused on three things: learning how we work, knowing our candidates well enough to match them quickly and accurately, and responding to every inquiry while interest is fresh. In their first full week against our own targets, they reached about 87% of the weekly goal, and they are still getting started. Each was chosen for the experience, skill, and education the role asks for.
A note on the people behind this. We are glad to welcome Rona as Client Acquisition Manager and Ritz as Associate Client Acquisition Manager. We searched for nearly a year to fill these roles and took our time on purpose, the people who speak with families first should be the right ones. They succeed Cristina, who built and led Client Acquisition and now heads our HR function. After fourteen years with MaidProvider.ph, her commitment is part of the foundation the rest of us build on, and we thank her for it.
72.5%. Up from 63% — still short. A recovery is not an arrival. We publish the direction and the distance in the same line, and the work to close the gap begins where the report stops.
For Returning Families. Our Privilege Rate — ₱22,500 VAT-inclusive — recognizes families who have placed their trust in MaidProvider.ph before. If you are a returning client, speak with our Care Team.
Client Care & Service Recovery
Every Eligible Replacement Fulfilled · Households Kept Whole
We fulfilled every eligible replacement request this month — with “eligible” defined as requests that fall within the Six-Month Protection Standard™, its window and its replacement terms — the Six-Month Protection Standard™ working as designed, keeping those households whole. The new requests that came in arose where helpers could not continue for personal, health, or career reasons: difficulty adjusting to household routines, caring for highly active children, personal medical emergencies, and decisions to pursue overseas employment. Meeting replacement requests promptly remains central to client satisfaction and household continuity.
Meeting replacement requests in a timely manner while remaining responsive to the needs of our helpers. Delays can affect client satisfaction and household operations.
We maintained an active pool of pre-screened, deployment-ready applicants to match requirements more quickly, and prioritized replacement cases to minimize household disruption. Recruitment efforts were continuously strengthened to sustain a steady candidate pipeline. At the same time, valid reasons affecting helpers — family emergencies and personal circumstances — were handled with understanding and compassion, balancing client needs with worker welfare so workers could attend to important family matters when necessary.
Maintaining placement stability where some helpers were unable to continue. Such cases produce replacement requests and require prompt action to minimize disruption.
We fostered open communication and addressed concerns as early as possible, facilitating discussions between employers and helpers to clarify expectations and resolve misunderstandings. In situations involving performance issues, safety concerns, or personal emergencies, each case was reviewed with care and fairness, and necessary actions were taken in accordance with agency policy. Where helpers experienced medical or family emergencies, we coordinated with their relatives, and worked to arrange suitable replacements as quickly as possible to maintain household continuity.
A note on this period's Client Care: every eligible replacement was fulfilled, and each new concern was met with the responsiveness and care that household continuity depends on. It is work families feel directly and that a headline figure rarely captures, and this month it held.
Refund Resolution
Cases Resolved · One Goodwill Partial Refund After Service Review
A refund means a placement did not work and the family chose to resolve the engagement. We treat eligible refunds as commitments to be honored, not failures to hide.
The refund cases this month were resolved — most through a successful replacement, the remainder through a deposit to the client's nominated bank account.
Each case was reviewed against replacement options first. Where a suitable replacement was not accepted or available, the bank transfer was processed promptly, ensuring efficient resolution while keeping the client informed at every step.
A client raised a service concern and requested financial consideration, which called for careful review.
We reviewed the client's concerns and conducted a thorough assessment of the services rendered and associated costs, and maintained open communication to clarify the terms of the service agreement. Based on the review, a partial refund is being offered as a goodwill gesture in recognition of the expenses incurred, a resolution that remains fair, aligned with company policy, and protective of the relationship.
Public Disclosure: DTI Complaint
A Refund Complaint Filed With the DTI
During this period, a client filed a complaint with the Department of Trade and Industry (DTI) requesting a refund. Our records show the household professional remained on duty, and services continued under the agreed contractual terms and conditions. We are disclosing the matter here because our transparency standard requires it.
Because our records show the household professional remained on duty under the contract, the matter required careful documentation, review of the service record, and a direct response through the DTI process.
We reviewed the service record, the signed agreement, and the client's concerns together; our records show the household professional remained on duty, fulfilling service obligations. We responded directly within the DTI email thread, providing clarification on the service agreement, deployment status, and applicable policies, and have maintained professional communication with all parties while working toward an amicable resolution.
On This Disclosure. A regulatory complaint is not an event any organization welcomes. It is also exactly the kind of matter a transparency standard exists to surface — accurately, without dramatization, and without claiming an outcome before one exists. We have stated the facts as the contract and the deployment record show them, and we will report the resolution in a future edition.
Reported Security Concerns This Period: One, No Case Filed
Across active placements during the month of May 2026, MaidProvider.ph received one reported security concern. A client reported a concern about something that had gone missing in the home where a household professional was placed. We document it here plainly, the same way we would document a period with none — because that is what the standard requires.
A reported concern is not a finding. No formal report was filed, and the client did not pursue the matter further; with nothing advanced to authorities, the matter did not proceed, and no conclusion was reached. We handled it with care and discretion, and our protection framework applied the entire time. If the matter is reopened or new facts emerge, we will report it.
Screening reduces risk, but no process can eliminate it entirely. What we control is the consistency of our own process. Rather than point to a completed file, we are auditing and re-auditing how our Security Double-Lock™ standard is applied, so the team meets it the same way, on every candidate, every time. A completed screening and a later concern can both be true at once; the work that matters now is keeping the process disciplined enough to be trusted case after case. It is also why our protection does not end at placement: the household is supported under our Six-Month Protection Standard™ throughout, whatever the matter concludes.
The standard is not perfection. It is accountability. Accountability means documenting the hard month as plainly as the clean one — naming the open question, protecting the household, and treating both people in it fairly until the facts are known.
We appreciate our on-site security team, the licensed female professionals who safeguard our Pasay City hub. They carry the responsibility with respect and steadiness, protecting the safety, privacy, and dignity of every applicant and team member who passes through. The choice of women for the role is deliberate: the people moving through our hub each day are predominantly women, many traveling alone, and many tell us they feel more at ease with women staffing that space. This period, the hub remained secure and orderly.
Operations & Infrastructure
Good Regulatory Standing · Team Transitions · New Communication & Banking Systems
The company met its regulatory and statutory obligations on schedule this period, keeping it in good standing.
Meeting these obligations on schedule required sustained focus and close coordination with our auditors and finance team. We adjusted schedules, strengthened that coordination, and completed thorough reviews — keeping everything accurate and on time without disrupting regular operations.
Working with our retained counsel, BCDC Law, we confirmed that family drivers are not governed by the Labor Code or the Kasambahay Law — their employment is governed by the Civil Code.
The Supreme Court settled this in Atienza v. Saluta (G.R. No. 233413, 2019): because the Kasambahay Law (Republic Act No. 10361) repealed the old Labor Code provisions on household help and does not itself cover family drivers, a family driver's rights are governed by the Civil Code. It is a real distinction — family drivers are protected under a different legal framework than kasambahay, not a lesser one, and it changes how their contracts are written. We have aligned our family-driver documentation accordingly, and we are grateful to BCDC Law for the thoroughness that surfaced it and helped us get it right.
Several people left the company this period. With fewer hands, our response times and case resolution slowed, and the people we serve felt it — while we hired and trained to close the gap.
We shared the work out across the team, leaned on one another more, and put the people we serve first while we recovered. We hired and trained quickly to get back to full strength.
Internally, the team adopted WhatsApp as its primary communication platform to strengthen data privacy, improve security, and simplify how we work.
To ensure a smooth transition, we provided guidance on proper use, established clear communication rules, created dedicated group chats for specific purposes, documented important decisions, and reinforced security and privacy best practices — improving collaboration and keeping communication consistent across the team. This is how our team coordinates internally; clients and the public reach us through the contact channels noted below.
We clarified our primary contact channels this period, so families always know the fastest way to reach us.
For voice, our primary line is 0918 807 8427 — call us there. For messaging, reach us on Viber, WhatsApp, or iMessage at 0998 888 1818. Our PLDT landline, (02) 8405-0000, remains active, and email is hello@maidprovider.ph.
As of the close of this reporting period, MaidProvider.ph is transitioning its Human+ Care function from a remote, off-site setup to an on-site operation at our Pasay City hub.
The move is driven by data protection. Handling the personal information of client families and household professionals within a controlled, supervised environment gives us tighter oversight of how that data is accessed, stored, and discussed — keeping sensitive conversations and records inside the hub rather than dispersed across remote endpoints. Together with the WhatsApp transition above, this strengthens our handling of personal data in line with our obligations under Republic Act No. 10173 (Data Privacy Act of 2012).
DOLE PEA reporting is kept consistently current and filed on time.
Previous challenges included the absence of a backup system for applicant records and delays in updating applicant information, which raised the risk of data inconsistencies. Applicant records are now updated daily, and two trained backup personnel keep reporting on track even when the colleague who normally handles it is away. As a result, DOLE PEA reporting is kept consistently current.
This period, we moved to consolidate our corporate banking and work exclusively with BDO Unibank, one of the Philippines' largest banks.
Our BDO relationship was already in place; the decision this period was to make BDO Unibank our exclusive corporate banking partner. Banking through a single, nationwide institution — BDO Unibank operates one of the country's largest branch and ATM networks — gives clients broad, convenient access while letting us standardize collections and payments through one secure, reliable channel. We assessed the needs of clients, service providers, and suppliers before consolidating, to ensure accessibility was strengthened, not narrowed.
More clients are actively providing feedback and reviews through digital channels, reflecting increased engagement with our services.
Online feedback was previously limited by concerns around secure review links and the absence of a standardized request process, and review requests were not always sent at the most appropriate time. We implemented secure review links and a structured review-request process, and paired them with more responsive support and proactive communication. As a result, satisfied clients became more willing to share their experiences, contributing to stronger online visibility.
We launched a public Newsroom this period — one verified place for media inquiries.
The Newsroom at maidprovider.ph/newsroom gives journalists, partners, and the public a single, verified channel to reach us on media matters. Centralizing press and media contact in one published place gives anyone with a media question a clear, consistent way to reach us — part of the same transparency discipline behind this report.
We updated our service areas this period. The same standard now extends to the Visayas and Mindanao, available on an arranged basis.
Households outside Metro Manila — across the Visayas and Mindanao — can now engage MaidProvider.ph under the same screening, protection, and service standard we apply in the National Capital Region. These placements are coordinated on an arranged basis to account for distance and logistics, so timelines typically run a little longer (up to 14 days). What does not change is the standard itself: the Security Double-Lock™, the Six-Month Protection Standard™, and interview before settlement apply wherever we place.
On Trustpilot & Open Reviews
MaidProvider.ph maintains a public, verified Trustpilot profile, rated Excellent, a TrustScore of 4.6 during the May reporting period. The live score moves as new reviews post, so the figure may differ at any given moment; the link above always shows the current rating, where every review can be read in full. By Trustpilot's category benchmark, the Employment Agency average is 2.2 — our score sits well above it.
What makes that rating worth citing is Trustpilot's independence: a business cannot pay to raise its score, and it cannot delete the reviews it dislikes. For a family entrusting their home to someone new, an independent public record carries more weight than testimonials a company writes about itself. That is why we point families there.
We welcome reviews, strong and critical alike. Critical feedback is the clearest instruction we receive on how to serve families and household professionals better, each critical review a place where we changed something. Acting on them in the open, where anyone can read the review and see what we did, is what transparency means.
A strong rating matters to us, but it is never the point. Worker protection over five stars: we hold a household professional's well-being above any review, and we would rather lose a star than compromise it. That is the Human+ Standard — the commitment a rating can only ever partly reflect.
Our Operating Standard
A summary of the standards we hold ourselves to, across the parts of the service families and household professionals rely on most.
| Area | MaidProvider.ph |
|---|---|
| DOLE License & History | Licensed since 2009 (17 years continuous operation) |
| Starting Wages | ₱12,000+ floor · increases with service fee |
| Clinical Psychological Screening | Manila Doctors Hospital · strong first-pass clearance this period |
| Security Double-Lock™ | National Dual-Audit™ (PNP-NPCS across 18 regions + NBI biometric) plus clinical psychological screening |
| Training | Practical training completed under a standardized checklist · backup monitoring |
| Protection Standard | Six-Month Protection Standard™ · interview before settlement |
| Transparency Reporting | Published monthly · including regulatory disclosures |
| Returning Client Pricing | ₱22,500 Privilege Rate · ₱2,500 below standard |
| Client Care Availability | 24/7 Human+ Care · Viber, WhatsApp, voice |
| Banking & Payment Options | BDO Unibank — nationwide branch & payment network · secure card link on request |
Frequently Asked Questions
Why does this report cover a full month instead of a two-week window?
Beginning with this report, we publish by calendar month rather than the two-to-three-week windows used previously. A full month gives a more complete operating picture and a steadier basis for comparison. Volume figures here — placements, replacements, candidates trained — reflect a full month and are not directly comparable to the day counts in earlier reports. Rate metrics remain comparable.
Did placement performance improve this period?
Yes. New-placement performance reached 72.5% of target this month, a recovery of roughly nine-and-a-half points from the 63% reported in the prior period. It remains below target. The response includes new Client Acquisition hires now onboarding, new sales pitches and outreach cadences developed by the Managing Director, and redistributed responsibilities to improve turnaround.
What does the recruitment applicant-target figure mean, and how does it compare to last period?
Sourcing reached 73% of our applicant target this month, leaving us 27% short of goal. This is an applicant-input measure, distinct from the 72.5% placement figure reported under Client Acquisition, and measured differently from prior periods — best read as direction. Of the applicants who reported to us this month, 19% were returning applicants.
How many applicants completed the recruitment process, and why did the rest not proceed?
At the medical-records stage, most applicants continued in the recruitment process, while a portion did not proceed. The majority of those who left did so for non-medical reasons: some chose not to continue after waiting 7–14 days for a match following their interview, some were hired directly elsewhere, and some faced family emergencies. The remainder were unable to continue for medical reasons, including pregnancy and chest X-ray findings.
How were the refund cases handled this month?
Refund cases this month were resolved — most through a successful replacement, the remainder through a deposit to the client's nominated bank account when a replacement was not feasible. Separately, a client who raised a service concern was offered a partial refund as a goodwill gesture in recognition of costs incurred, following a careful review.
What is the current placement fee?
₱25,000, VAT-inclusive. The fee covers clinical psychological screening, document verification, multi-layer background sign-off, training verification, and our Six-Month Protection Standard. Returning families qualify for the Privilege Rate of ₱22,500 VAT-inclusive.
Is MaidProvider.ph a legitimate DOLE-licensed agency?
Yes. DOLE PEA License No. M-24-04-034, operating continuously since 2009. Verifiable on our Legal Verification page.
How often are transparency reports published?
Records are compiled internally throughout the month. Beginning this period, reports are published monthly.
How do I reach MaidProvider.ph?
Call our primary voice line at 0918 807 8427. Message us on Viber, WhatsApp, or iMessage at 0998 888 1818. Landline (02) 8405-0000. Email hello@maidprovider.ph, or reach us through maidprovider.ph/contact.
Glossary of Terms Used in This Report
For readers new to MaidProvider.ph or to the Philippine household staffing industry, the following short reference defines the specialized terms that appear in this report.
Follow-Up: Commitments from the Last Report
A commitment is only meaningful when its status appears in the next report. Status of the commitments made in our April 11 – 30, 2026 report:
Commitments for the Next Period
Recover placement performance toward target through the strengthened sales cadence and the Client Acquisition team now onboarding. Rebuild applicant sourcing volume toward the applicant target. Sustain training completion with the standardized checklist and backup coverage. Restore operational capacity following this period's team transitions. Carry the DTI matter to an amicable resolution and report the outcome. Keep DOLE PEA reporting current. Publish the next report — with the same candor applied here.
Why We Publish This
This report sets a placement figure that recovered but still fell short beside the harder disclosures of the month, and beside the parts that held: strong psychological clearance, every eligible replacement fulfilled, an applicant base that returns more often than not. We publish the difficult alongside the steady because that is the only kind of record worth trusting. Naming where we fell short is how we get better; naming what worked is how we keep it.
The standard is not perfection. The standard is accountability. Documented. Visible. Lived. Worker protection over five stars. Transparency over perfection. Always.
A Note from the Managing Director
This is the first time we are reporting on a full month. It is a small change, but it has steadied something in how we look at our own work: a month is long enough to hold both what we are proud of and what we are not, and we would rather show you both.
I want to be honest about the numbers. Placement recovered to 72.5% of target, up from 63%. I am glad it moved in the right direction, and I am not satisfied with where it stands. Behind that figure are families still waiting for the right person, and household professionals still waiting for the right home, and waiting is not a small thing when it is your livelihood or your household. The number I keep coming back to is a quieter one: nearly one in five of the people who came to us this month had been with us before and chose to return. In this work, people come back to those who treat them well. That is what I am most proud of.
This month also asked hard things of us. A client raised a concern. A complaint was filed. Several colleagues we valued moved on, and I am grateful for what they gave us. None of it is comfortable to publish, but a record that leaves out the hard parts is not worth the trust it asks for.
We are doing this in a difficult economy — prices climbing, every family weighing each peso. What carries us through is simple: seventeen years of showing up, the people who do this work with care, and the honesty to tell you the truth even when it is unflattering. We will keep earning your trust the only way we know how — one honest month at a time.
The next report will tell you whether the recovery held. We intend for it to.