Start here
Five rules for a safe first handoff
- Use one approved role brief as the source.
- Show budget authority and open questions.
- Separate preparation from approval.
- Keep hiring criteria consistent with the approved role.
- Freeze the packet version before publishing the requisition.
Task map
Split admin work from owner decisions
| Work lane | Philippines team | Company owner | Useful check |
|---|---|---|---|
| Role brief | Assemble approved responsibilities, reporting line, and location details. | Approve role need and scope. | Source owner is named |
| Approval map | List required approvers and status. | Approve headcount, budget, and terms. | No missing approval is implied complete |
| Hiring plan | Record approved stages, panel, and timing. | Approve selection process and exceptions. | Stage owner is visible |
| Release | Prepare the approved requisition and record version. | Authorize publication. | Published copy matches approval |
Example pilot board
Use small numbers for the first review
Start from the approved need
A packet should answer why the role exists, what work it covers, who owns it, and what approval remains. Use the manager’s approved brief rather than assembling a role from old requisitions.
If the title, reporting line, or scope conflicts across sources, flag the conflict before a requisition is opened.
Make financial approval visible
Record the budget owner and approval status without publishing internal compensation details in public copy. A coordinator can track that an approval is missing, but should not invent a range or assume an earlier role’s approval applies.
Questions about compensation, classification, or worker status go to the authorized owner.
Protect the selection process
The packet can list approved stages, interviewers, scorecards, and decision owners. It should not add criteria that were not approved or advise interviewers how to judge a candidate.
Recruiting owners decide how to handle a change in stage, panel, or candidate accommodation.
Version before release
Freeze the role brief, approval record, and requisition copy as a matched set. Track who approved the final version and when it may be published.
If a leader changes the role after approval, return the packet to the relevant owner. Do not silently update a live requisition from a chat message.
Copy-ready scripts
Make the stop points easy to say
Approval request"The requisition packet is ready for review. Open items: [list]. Publication remains pending approval from [owner]."
Conflict note"The role brief and [source] disagree on [field]. I have paused release and routed the question to [owner]."
Review rejected packets
A rejected or paused requisition is still useful evidence. Record the missing decision or conflicting source without treating it as a failed candidate or a staffing conclusion.
Use recurring gaps to improve the packet checklist, not to widen the coordinator’s approval authority.
Launch path
A five-step HR outsourcing workflow
- 01
Map requisition approval packets
List the source, required fields, owner, due time, and approved destination for requisition approval packets.
- 02
Test examples
Use redacted routine and exception examples with the responsible owner watching.
- 03
Run the lane
Prepare work, route questions, and record evidence without changing the approved scope.
- 04
Review the sample
Compare output to the brief and correct the operating notes.
- 05
Decide the next scope
Expand, narrow, or hand back the work using the review record.
Buyer FAQ
HR outsourcing questions
Can a coordinator approve a requisition?
No. They assemble and track the packet. Authorized leaders approve the role.
What if the budget is not stated?
Mark it missing and route it to the budget owner.
Can the coordinator change an interview stage?
Only when the change is approved by the recruiting owner.
When can the job publish?
After the required approvals and final copy are matched and authorized.
Sources
Source notes
- Department of Labor and Employment Philippines: Labor standardsNamed Philippine labour authority source for routing employment-structure questions to responsible owners.