Lumikha Teams Logo
Lumikha Teams Logo

Teams Built to Specification, Since 2006

It's All About People…
the Right People

Staff augmentation teams from the Philippines for growing organizations that need highly skilled people.

Build Your Team

Build capabilities, not headcount. Marketing teams help you grow. Bespoke teams deliver unprecedented skills and experience.

Schedule a call with Lumikha
Schedule a call with Lumikha
Schedule a call with Lumikha

Start With a Conversation

Tell Us What You Want to Do

Spend 30 minutes with a Philippines team builder since 2006. Let’s talk about roles you can't fill, or the outcome you're after.

We start with what has to be true in twelve months. From there we reverse engineer your team: seniority, skills, accountability, and budget. Exit with a sense of your options, costs, and timelines. 

Book a Call

Start With a Conversation

Tell Us What You Want to Do

Spend 30 minutes with a Philippines team builder since 2006. Let’s talk about roles you can't fill, or the outcome you're after.

We start with what has to be true in twelve months. From there we reverse engineer your team: seniority, skills, accountability, and budget. Exit with a sense of your options, costs, and timelines. 

Book a Call

Our Services

4 Ways to Build Your Capability

Each one starts with the same question: what needs to exist inside your organization and ends with people who own the work.

Start Today

Our Services

4 Ways to Build Your Capability

Each one starts with the same question: what needs to exist inside your organization and ends with people who own the work.

Start Today

Dedicated Marketing Teams with Bottom Line KROs and KPIs

For the firm that has a plan and no hands, or a channel working with nobody to run it. Pods of two to eight seats — coordinator, producer, designer, channel specialists dialed into your brand.

Marketing Teams for Growing Organizations

Roles Designed Around Outcomes, Not Generic Job Descriptions

Chief of Staff, knowledge capture, security lead, AI oversight. Roles built from the work they have to do, then recruited against that specification.

Professional Recruitment Image

Pop-up Project Teams

For work with a start date, an end date, and nobody to do it. A migration, a system rollout, a launch. Short-term teams , staffed for the length of the job.

Project Teams in the Philippines

Know What to Hire Before You Hire

Turn unclear needs into a costed ninety-day build plan: roles, salary bands and ramp order. The plan is yours either way.

Contract Staffing Image

Dedicated Marketing Teams with Bottom Line KROs and KPIs

For the firm that has a plan and no hands, or a channel working with nobody to run it. Pods of two to eight seats — coordinator, producer, designer, channel specialists dialed into your brand.

Marketing Teams for Growing Organizations

Roles Designed Around Outcomes, Not Generic Job Descriptions

Chief of Staff, knowledge capture, security lead, AI oversight. Roles built from the work they have to do, then recruited against that specification.

Professional Recruitment Image

Pop-up Project Teams

For work with a start date, an end date, and nobody to do it. A migration, a system rollout, a launch. Short-term teams , staffed for the length of the job.

Project Teams in the Philippines

Know What to Hire Before You Hire

Turn unclear needs into a costed ninety-day build plan: roles, salary bands and ramp order. The plan is yours either way.

Contract Staffing Image

Our Blog - Humans in the Loop

How We Spec, Staff, Deploy, & Measure Offshore Teams

Sep 10, 2026

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AI and Teams

Humans in the Loop: The Role That Makes Your AI Stack Pay Off

Services Image

Sep 10, 2026

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AI and Teams

Humans in the Loop: The Role That Makes Your AI Stack Pay Off

Services Image

Sep 24, 2026

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Hiring Strategy

Staff Augmentation vs Outsourcing vs Managed Services: How to Choose

Staff Augmentation vs Outsourcing vs Managed Services: How to Choose When a piece of work needs more hands than your team has, there are three established ways to get them: outsourcing, managed services, and staff augmentation. The names get used loosely, and providers often blur them, which makes a straightforward decision harder than it needs to be. The clearest way to tell them apart is to ask one question: who directs the work, and who owns what it builds? Each model gives a different answer, and each answer suits a different kind of work. Outsourcing: you buy an output With outsourcing, you define a result and a provider delivers it using its own people, tools, and process. You agree on what gets produced, by when, and to what standard. How it gets done is the provider's business. Outsourcing works best when the work is well bounded and repeatable: a set number of articles a month, a website build to an agreed spec, a defined batch of design assets. You manage the relationship through the brief and the deliverables, and you don't need to know who does the work day to day. Choose outsourcing when the result can be described completely in advance, and the work doesn't depend on deep knowledge of how your business runs. Managed services: you buy a function Managed services go a level higher. Instead of buying a result, you hand over an entire function, such as IT support, payroll, or a customer service desk, and the provider runs it against agreed service levels. The provider decides staffing, process, and tooling. You judge the service by whether it meets its targets. Managed services suit functions that are important but not central to how you compete, where a specialist provider can run them more consistently than you would in-house. Choose managed services when you want a function fully off your plate, and success can be measured through clear service levels. Staff augmentation: you add capability to your team Staff augmentation works differently from both. You add dedicated people to your own team. They work on your priorities, in your systems, alongside your people, and they take direction from you. The provider handles everything around the role: recruiting, employment, payroll, benefits, compliance, and retention. Because the people work inside your business day after day, they learn how it runs: your customers, your standards, your shorthand. Over time that knowledge becomes part of your organization's capability. It stays with the team you've built rather than sitting with a vendor. Choose staff augmentation when the work depends on context, priorities shift often, and you want the knowledge to build up inside your organization. The three models side by side Outsourcing Managed services Staff augmentation What you buy A defined output A running function Dedicated people on your team Who directs the work The provider The provider You How you measure it Deliverables Service levels Role outcomes you set Where knowledge builds up With the provider With the provider Inside your organization Best for Bounded, repeatable projects Non-core functions Work that depends on knowing your business How to choose Most organizations end up using more than one model, because different work suits different arrangements. For any given piece of work, three questions will usually point to the right one. How much context does the work need? If someone could do it well from a written brief alone, outsourcing is a strong fit. If doing it well depends on knowing your customers, your brand, and your internal decisions, staff augmentation is the better match. How often do priorities change? Fixed scope suits outsourcing and managed services, where changes go through a revised agreement. If your priorities move week to week, you want people who take direction from you directly. Where do you want the knowledge to live? Outsourcing and managed services build the provider's expertise in your work. Staff augmentation builds your own. If the work is something you expect to keep doing and improving for years, that difference compounds. Getting staff augmentation right The model is simple, but the results depend on how the role is set up. Three things make the difference. A specification built around outcomes. A list of skills and tasks tells a recruiter who to look for. A specification that starts with what the role must achieve tells them who will succeed. It also gives you and your new team member a shared definition of good work from the first week. A structured start. The first weeks decide whether a placement becomes a long-term team member. A planned handover of knowledge, with regular check-ins, turns a new hire into someone who owns the work. Clear lines of responsibility. You direct the work. The provider handles employment. When both sides know which questions belong where, the arrangement runs smoothly. How Lumikha Teams does it Lumikha Teams builds dedicated teams in the Philippines using the staff augmentation model, and we've done it since 2006. Every engagement starts with a brief. We draft a specification covering scope, seniority, tools, reporting line, and the measures that apply at day 45, and you approve it before we source anyone. If you know the outcome you need but not the shape of the team, we start with Capability Design and map the work first. You interview the shortlist and choose who joins your team. We employ every person we place, with regular employment, full statutory benefits, a four-day week, and an annual increase tied to performance. Each placement runs through a 45-day evaluation window, with reviews at 15, 30, and 45 days and a knowledge-transfer plan that leaves you with documented processes. Our pricing is cost-plus: you see the salary line and our fee on top of it, seat by seat, with no recruitment fee. The result is a team that works to your direction, learns your business, and stays.

Sep 24, 2026

|

Hiring Strategy

Staff Augmentation vs Outsourcing vs Managed Services: How to Choose

Staff Augmentation vs Outsourcing vs Managed Services: How to Choose When a piece of work needs more hands than your team has, there are three established ways to get them: outsourcing, managed services, and staff augmentation. The names get used loosely, and providers often blur them, which makes a straightforward decision harder than it needs to be. The clearest way to tell them apart is to ask one question: who directs the work, and who owns what it builds? Each model gives a different answer, and each answer suits a different kind of work. Outsourcing: you buy an output With outsourcing, you define a result and a provider delivers it using its own people, tools, and process. You agree on what gets produced, by when, and to what standard. How it gets done is the provider's business. Outsourcing works best when the work is well bounded and repeatable: a set number of articles a month, a website build to an agreed spec, a defined batch of design assets. You manage the relationship through the brief and the deliverables, and you don't need to know who does the work day to day. Choose outsourcing when the result can be described completely in advance, and the work doesn't depend on deep knowledge of how your business runs. Managed services: you buy a function Managed services go a level higher. Instead of buying a result, you hand over an entire function, such as IT support, payroll, or a customer service desk, and the provider runs it against agreed service levels. The provider decides staffing, process, and tooling. You judge the service by whether it meets its targets. Managed services suit functions that are important but not central to how you compete, where a specialist provider can run them more consistently than you would in-house. Choose managed services when you want a function fully off your plate, and success can be measured through clear service levels. Staff augmentation: you add capability to your team Staff augmentation works differently from both. You add dedicated people to your own team. They work on your priorities, in your systems, alongside your people, and they take direction from you. The provider handles everything around the role: recruiting, employment, payroll, benefits, compliance, and retention. Because the people work inside your business day after day, they learn how it runs: your customers, your standards, your shorthand. Over time that knowledge becomes part of your organization's capability. It stays with the team you've built rather than sitting with a vendor. Choose staff augmentation when the work depends on context, priorities shift often, and you want the knowledge to build up inside your organization. The three models side by side Outsourcing Managed services Staff augmentation What you buy A defined output A running function Dedicated people on your team Who directs the work The provider The provider You How you measure it Deliverables Service levels Role outcomes you set Where knowledge builds up With the provider With the provider Inside your organization Best for Bounded, repeatable projects Non-core functions Work that depends on knowing your business How to choose Most organizations end up using more than one model, because different work suits different arrangements. For any given piece of work, three questions will usually point to the right one. How much context does the work need? If someone could do it well from a written brief alone, outsourcing is a strong fit. If doing it well depends on knowing your customers, your brand, and your internal decisions, staff augmentation is the better match. How often do priorities change? Fixed scope suits outsourcing and managed services, where changes go through a revised agreement. If your priorities move week to week, you want people who take direction from you directly. Where do you want the knowledge to live? Outsourcing and managed services build the provider's expertise in your work. Staff augmentation builds your own. If the work is something you expect to keep doing and improving for years, that difference compounds. Getting staff augmentation right The model is simple, but the results depend on how the role is set up. Three things make the difference. A specification built around outcomes. A list of skills and tasks tells a recruiter who to look for. A specification that starts with what the role must achieve tells them who will succeed. It also gives you and your new team member a shared definition of good work from the first week. A structured start. The first weeks decide whether a placement becomes a long-term team member. A planned handover of knowledge, with regular check-ins, turns a new hire into someone who owns the work. Clear lines of responsibility. You direct the work. The provider handles employment. When both sides know which questions belong where, the arrangement runs smoothly. How Lumikha Teams does it Lumikha Teams builds dedicated teams in the Philippines using the staff augmentation model, and we've done it since 2006. Every engagement starts with a brief. We draft a specification covering scope, seniority, tools, reporting line, and the measures that apply at day 45, and you approve it before we source anyone. If you know the outcome you need but not the shape of the team, we start with Capability Design and map the work first. You interview the shortlist and choose who joins your team. We employ every person we place, with regular employment, full statutory benefits, a four-day week, and an annual increase tied to performance. Each placement runs through a 45-day evaluation window, with reviews at 15, 30, and 45 days and a knowledge-transfer plan that leaves you with documented processes. Our pricing is cost-plus: you see the salary line and our fee on top of it, seat by seat, with no recruitment fee. The result is a team that works to your direction, learns your business, and stays.

Sep 24, 2026

|

Hiring Strategy

Real World Offshore Marketing Seat Costs

Marketing Seat Costs Philippines

Sep 24, 2026

|

Hiring Strategy

Real World Offshore Marketing Seat Costs

Marketing Seat Costs Philippines

Sep 10, 2026

|

AI and Teams

Humans in the Loop: The Role That Makes Your AI Stack Pay Off

Services Image

Sep 24, 2026

|

Hiring Strategy

Staff Augmentation vs Outsourcing vs Managed Services: How to Choose

Staff Augmentation vs Outsourcing vs Managed Services: How to Choose When a piece of work needs more hands than your team has, there are three established ways to get them: outsourcing, managed services, and staff augmentation. The names get used loosely, and providers often blur them, which makes a straightforward decision harder than it needs to be. The clearest way to tell them apart is to ask one question: who directs the work, and who owns what it builds? Each model gives a different answer, and each answer suits a different kind of work. Outsourcing: you buy an output With outsourcing, you define a result and a provider delivers it using its own people, tools, and process. You agree on what gets produced, by when, and to what standard. How it gets done is the provider's business. Outsourcing works best when the work is well bounded and repeatable: a set number of articles a month, a website build to an agreed spec, a defined batch of design assets. You manage the relationship through the brief and the deliverables, and you don't need to know who does the work day to day. Choose outsourcing when the result can be described completely in advance, and the work doesn't depend on deep knowledge of how your business runs. Managed services: you buy a function Managed services go a level higher. Instead of buying a result, you hand over an entire function, such as IT support, payroll, or a customer service desk, and the provider runs it against agreed service levels. The provider decides staffing, process, and tooling. You judge the service by whether it meets its targets. Managed services suit functions that are important but not central to how you compete, where a specialist provider can run them more consistently than you would in-house. Choose managed services when you want a function fully off your plate, and success can be measured through clear service levels. Staff augmentation: you add capability to your team Staff augmentation works differently from both. You add dedicated people to your own team. They work on your priorities, in your systems, alongside your people, and they take direction from you. The provider handles everything around the role: recruiting, employment, payroll, benefits, compliance, and retention. Because the people work inside your business day after day, they learn how it runs: your customers, your standards, your shorthand. Over time that knowledge becomes part of your organization's capability. It stays with the team you've built rather than sitting with a vendor. Choose staff augmentation when the work depends on context, priorities shift often, and you want the knowledge to build up inside your organization. The three models side by side Outsourcing Managed services Staff augmentation What you buy A defined output A running function Dedicated people on your team Who directs the work The provider The provider You How you measure it Deliverables Service levels Role outcomes you set Where knowledge builds up With the provider With the provider Inside your organization Best for Bounded, repeatable projects Non-core functions Work that depends on knowing your business How to choose Most organizations end up using more than one model, because different work suits different arrangements. For any given piece of work, three questions will usually point to the right one. How much context does the work need? If someone could do it well from a written brief alone, outsourcing is a strong fit. If doing it well depends on knowing your customers, your brand, and your internal decisions, staff augmentation is the better match. How often do priorities change? Fixed scope suits outsourcing and managed services, where changes go through a revised agreement. If your priorities move week to week, you want people who take direction from you directly. Where do you want the knowledge to live? Outsourcing and managed services build the provider's expertise in your work. Staff augmentation builds your own. If the work is something you expect to keep doing and improving for years, that difference compounds. Getting staff augmentation right The model is simple, but the results depend on how the role is set up. Three things make the difference. A specification built around outcomes. A list of skills and tasks tells a recruiter who to look for. A specification that starts with what the role must achieve tells them who will succeed. It also gives you and your new team member a shared definition of good work from the first week. A structured start. The first weeks decide whether a placement becomes a long-term team member. A planned handover of knowledge, with regular check-ins, turns a new hire into someone who owns the work. Clear lines of responsibility. You direct the work. The provider handles employment. When both sides know which questions belong where, the arrangement runs smoothly. How Lumikha Teams does it Lumikha Teams builds dedicated teams in the Philippines using the staff augmentation model, and we've done it since 2006. Every engagement starts with a brief. We draft a specification covering scope, seniority, tools, reporting line, and the measures that apply at day 45, and you approve it before we source anyone. If you know the outcome you need but not the shape of the team, we start with Capability Design and map the work first. You interview the shortlist and choose who joins your team. We employ every person we place, with regular employment, full statutory benefits, a four-day week, and an annual increase tied to performance. Each placement runs through a 45-day evaluation window, with reviews at 15, 30, and 45 days and a knowledge-transfer plan that leaves you with documented processes. Our pricing is cost-plus: you see the salary line and our fee on top of it, seat by seat, with no recruitment fee. The result is a team that works to your direction, learns your business, and stays.

Sep 24, 2026

|

Hiring Strategy

Real World Offshore Marketing Seat Costs

Marketing Seat Costs Philippines

Jan 6, 2025

|

AI and Teams

How to Think About AI Before You Start Prompting

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How We're Building the Next Gen of Outsourcing Over Coffee
How We're Building the Next Gen of Outsourcing Over Coffee
How We're Building the Next Gen of Outsourcing Over Coffee

The Team Behind the Team

Building the Next Generation of Remote Services

We've been building teams in the Philippines since 2006. Our pedigree reaches back to the beginning of the Business Process Outsourcing industry.

We employ every person we place: regular employment, statutory benefits, a four-day week, and an annual increase tied to performance.

Tenure is a core tenet of our business. It's what makes your team deliver valuable impact. Someone who works for you for two years embodies your institutional knowledge. They know what do and when to do it.

Learn More

The Team Behind the Team

Building the Next Generation of Remote Services

We've been building teams in the Philippines since 2006. Our pedigree reaches back to the beginning of the Business Process Outsourcing industry.

We employ every person we place: regular employment, statutory benefits, a four-day week, and an annual increase tied to performance.

Tenure is a core tenet of our business. It's what makes your team deliver valuable impact. Someone who works for you for two years embodies your institutional knowledge. They know what do and when to do it.

Learn More

People Love Lumikhans

0.0 / 5

0.0 / 5

Based on Client Reviews

People Love Lumikhans

People Love Lumikhans

0.0 / 5

0.0 / 5

Based on Client Reviews

People Love Lumikhans

People Love Lumikhans

0.0 / 5

0.0 / 5

Based on Client Reviews

People Love Lumikhans

A Different Approach

Why Organizations Work With Lumikha Teams

Lumikha Advantage - Outcome First Specs

Outcome-first Specification

We start with what has to be true in twelve months, then define the role around the work that gets you there. You approve a specification before we recruit anyone.

Lumikha Advantage - Metric Hierarchy

The Metric Hierarchy

Every seat comes with a clear record of what it owns, what it influences, and how it's measured. Your team knows what good looks like from the first week.

Lumikha Advantage - Transparent Pricing

Transparent, Cost-plus Pricing

You see the salary line and our fee on top of it, seat by seat. No recruitment fee. The price of each seat is the cost of the person plus a stated percentage.

Lumikha Advantage - Onboarding

45-day Close Onboarding Support

Structured check-ins at day 15, 30, and 45, with a knowledge-transfer plan that moves your processes into your new hire's hands and into documents you keep.

Lumikha Advantage - AI and Automation

Out-of-the-box Automation

Our people arrive working with AI tools already, so each seat covers more output. Where the work is rules-based, we recommend automating it before hiring for it.

Lumikha Advantage - Outcome First Specs

Outcome-first Specification

We start with what has to be true in twelve months, then define the role around the work that gets you there. You approve a specification before we recruit anyone.

Lumikha Advantage - Metric Hierarchy

The Metric Hierarchy

Every seat comes with a clear record of what it owns, what it influences, and how it's measured. Your team knows what good looks like from the first week.

Lumikha Advantage - Transparent Pricing

Transparent, Cost-plus Pricing

You see the salary line and our fee on top of it, seat by seat. No recruitment fee. The price of each seat is the cost of the person plus a stated percentage.

Lumikha Advantage - Onboarding

45-day Close Onboarding Support

Structured check-ins at day 15, 30, and 45, with a knowledge-transfer plan that moves your processes into your new hire's hands and into documents you keep.

Lumikha Advantage - AI and Automation

Out-of-the-box Automation

Our people arrive working with AI tools already, so each seat covers more output. Where the work is rules-based, we recommend automating it before hiring for it.

Get Started

Work at Lumikha

At Lumikha Teams, we're dedicated to hiring the best, brightest, and most creative people. Everyone on our team is empowered to be their best self.

Start Your Career

If You Want to Work at Lumikha, Look No Further

Get Started

Work at Lumikha

At Lumikha Teams, we're dedicated to hiring the best, brightest, and most creative people. Everyone on our team is empowered to be their best self.

Start Your Career

If You Want to Work at Lumikha, Look No Further

Get Started

Work at Lumikha

At Lumikha Teams, we're dedicated to hiring the best, brightest, and most creative people. Everyone on our team is empowered to be their best self.

Start Your Career

If You Want to Work at Lumikha, Look No Further