Key Takeaways

• The 91̽»¨ Mandaluyong office is located at Rockwell Business Center Sheridan, easily accessible via MRT, bus, car, and rideshare services.
• The area offers plenty of dining and errand options, enhancing work-life balance and making breaks enjoyable.
• 91̽»¨ promotes a flexible work setup, allowing employees to work remotely or in the office as needed, fostering real connections among teams.
• Employees gain global work experience while remaining in the Philippines, providing opportunities for career growth without sacrificing personal life.
• Overall, working at 91̽»¨ Mandaluyong focuses on balancing professional development with employee well-being and manageable commutes.

Where is Penbrother’s Office?

Working at 91̽»¨ Mandaluyong means you might be reporting to Rockwell Business Center Sheridan, or RBC Sheridan for short. The building sits at the corner of Sheridan and United Streets, a short walk from Shaw Boulevard and EDSA.

If you are looking at a job opening at 91̽»¨, one of the first things you probably want to know is where you will be working and what your day will actually look like. That is a fair question. The office you report to, even just sometimes, shapes a lot of small things that add up. How early you have to wake up. How tired you feel by the end of the day. Whether you can grab lunch with a teammate. The chance to make it home in time for dinner with your family.

Whether you go in every day, a few times a week, or just for events depends on your role. But knowing what the Mandaluyong office is like helps you picture two important things. Your commute and the kind of team setup you are signing up for.

How to Get to Rockwell Business Center Sheridan

One of the biggest things that affects how you feel about a job is how hard it is to get there. A great role can still feel exhausting if you spend three hours a day stuck in traffic or squeezed into a packed train. , and that is time and energy you cannot get back.

The good news is that RBC Sheridan is one of the easier offices in Metro Manila to reach.

Here are the basics:

• By MRT. Shaw MRT-3 station is a 5 to 7 minute walk away. No long walks under the sun after you get off. No confusing tricycle routes.
• By bus or jeep. Stops along Shaw Boulevard and EDSA are just minutes from the building. There are plenty of routes from different parts of the metro.
• By car. The building has its own parking floors. If you drive an electric car, there are EV charging stations too.
• By Grab, Angkas, or Joyride. Drivers usually know the building. Sheridan corner United is easy to drop off at.

So if you live in Pasig, Quezon City, Makati, San Juan, Manila, or anywhere with MRT or EDSA access, you can plan a commute that does not eat up your whole morning. And if your role is mostly remote or hybrid, you will not be doing that commute every day anyway.

What’s in it for you? Less stress getting to work, more energy left for the actual job and the life you have outside it.

Food, Coffee, and Errands Near the 91̽»¨ Mandaluyong Office

When you do come in, you are not stuck inside one building all day. The area around RBC Sheridan has a lot going for it, and that makes more of a difference than people realize. An office in a dead zone means you eat the same canteen food every day or skip lunch entirely. An office in a good area means you actually look forward to your breaks.

Here is what is around:

• For real meals. Merienda by Pan de Manila, Shrimp Bucket, and Mann Han are right in the building if you want a proper lunch. Pan de Manila does Filipino comfort food, Shrimp Bucket is good for group lunches, and Mann Han has Chinese dishes that are easy to share with teammates.

• For coffee runs. Starbucks and Pick Up Coffee are within walking distance. Useful when you have an afternoon slump or you need to caffeinate before a meeting.

• For fresh air. There is a garden deck in the building if you just want ten quiet minutes away from a screen.

• For errands. Banks, convenience stores, and pharmacies are in the area, so you can squeeze in small life things during your break instead of taking time off for them.

• For after work. If your team wants to grab dinner or drinks after a long day, you have options nearby without having to drive somewhere new.

These things sound small. But over months and years, they add up. Working in a place where you can actually take a proper break makes a real difference to how you feel about your job.

What’s in it for you. Your office days feel less like being trapped at a desk and more like a normal workday where you can eat well, step out, and handle small life things along the way.

What the Work Setup is Actually Like at 91̽»¨ Mandaluyong

Here is the part that sets 91̽»¨ apart from companies that are still figuring out flexibility. 91̽»¨ does not make you come to the office every day just because there is an office.

A lot of companies, especially after the pandemic, decided that having a beautiful office means making everyone come in. That is not how 91̽»¨ thinks about it. Most teams either work from home, follow a hybrid setup, or report onsite, depending on what the role actually needs.

That means when you do come in, there is a real reason for it. You are meeting people you actually work with. There is something new to learn. A team milestone to celebrate. The point is, you are not just commuting for the sake of being seen at a desk.

This kind of setup only works when the company is intentional about it. When no one explains what success looks like, working from home can feel confusing. Without regular check-ins from managers, you can feel forgotten. And if expectations change without warning, flexibility can become stressful. 91̽»¨ tries to avoid that by giving you both freedom and structure. You are trusted to do your work, but you are also expected to communicate, deliver, and stay connected with your team.

What It is Like to Work at 91̽»¨

A flexible setup only works if your team and your manager make an effort to keep you connected. Otherwise, working from home turns into working alone, and that wears people down fast. At 91̽»¨, that is something leaders pay attention to, and it shows up in our core values as a company.

, the VP of Talent, leads a team that works fully from home. Her team members are spread out across Batangas, Nueva Ecija, Laguna, Cavite, and Sorsogon. None of them are in Metro Manila every day. But they still meet up in person every quarter to bond, align, and just spend time together as humans. That kind of intentional team time is what keeps a remote setup from feeling lonely.

She said something that captures how 91̽»¨ thinks about who they hire. “Skills fill roles, but culture builds organizations.” So even if you have the right skills, what counts just as much is whether you fit the way the team works together. And on the other side, that means the company is paying attention to the kind of people you will be working with, too.

What’s in it for you? You will not feel forgotten just because you work remotely. You get a manager who pushes you but also has your back. And you get teammates who are picked for the way they work with others, not just for their resumes.

Working at 91̽»¨ Mandaluyong with Global Teams

91̽»¨ connects Filipino professionals with companies and teams from around the world. You stay based here, but the work you do is for international clients and teams across different industries. The Philippines has long been recognized as a top destination for global talent, with the reporting steady growth in roles serving international companies.

That means a few real things for you.

• You get exposure to how global companies operate, which is different from working only with local companies.
• You learn new ways of working, new tools, and new standards that you can carry into the rest of your career.
• You build the kind of experience that travels well, so if you ever want to switch industries, grow your role, or move into something bigger, you have the background to do it.
• You earn from international clients while staying close to your family, your friends, and the life you have built here.

This is one of the reasons a lot of Filipino professionals look for remote roles with global companies. You do not have to choose between career growth and staying home. You can have both at the same time.

What’s in it for you? You build global work experience without having to leave the Philippines.

What This All Adds Up To

If you join 91̽»¨, you can expect this.

• A commute that is actually manageable, with multiple ways to get there
• An office area where you can eat, take breaks, and run errands easily
• A work setup that does not waste your time and only asks you to come in when it counts
• A team that stays connected even when working apart
• A manager who balances pushing you to grow with caring about you as a person
• A chance to work with global companies while staying in the Philippines
• The flexibility to actually have a life outside work

That is the full package. Working at 91̽»¨ Mandaluyong is not just about a building. It is about a way of working that respects your time, your growth, and the rest of your life.

A job offer is more than a title and a salary. It is a daily routine. There are the people you spend most of your week with. There is the energy you bring home after a long day. Knowing the office and the setup before you say yes helps you make a better choice for yourself. Knowing the office and the setup before you say yes helps you make a better choice for yourself.

Open Roles at 91̽»¨

If you read this far and it all sounds like a fit, check out the roles we are hiring for. Your next chapter might be with us!

Frequently Asked Questions

More on Working at 91̽»¨:

• Rockwell Business Center Sheridan
• Our Offices
• Work From Home Jobs in the Philippines: A Practical Guide for Filipino Professionals
• Home Office
• 4 Reasons Why You Should Hire a Virtual Office Manager

The post Working at 91̽»¨ Mandaluyong Office: Location, Commute, and What to Expect as an Employee appeared first on 91̽»¨.

• Hybrid outsourcing combines local and offshore strengths, balancing cost efficiency with cultural alignment and quality.
• Traditional outsourcing often falters due to miscommunication, integration issues, and limited oversight.
• The hybrid model enhances collaboration, scalability, and access to global talent while staying cost-effective.
• Case studies like Luxclusif show how strategic outsourcing can reduce costs by 77% while fueling growth.
• Companies adopting hybrid outsourcing are positioning themselves for long-term agility, innovation, and resilience.

As the business world accelerates into uncharted territory, companies are boldly embracing hybrid outsourcing models that seamlessly blend the strengths of both onshore and offshore teams. This innovative strategy not only boosts operational efficiency but also unlocks access to a rich tapestry of global talent, allowing organizations to harness unique skills and perspectives from around the world.

Recent insights reveal a powerful trend: a remarkable 70% of organizations identified by Gartner are viewing hybrid outsourcing as a strategic pathway to sharpen their competitive edge. This isn’t just a trend; it’s a transformative shift redefining how companies operate and thrive on the global stage. By adopting hybrid models, businesses are not merely cutting costs; they are enhancing project outcomes and positioning themselves for sustainable success in an increasingly competitive landscape.

Defining Traditional Outsourcing and Hybrid Outsourcing

Traditional Outsourcing

Traditional outsourcing refers to contracting external service providers to handle specific business functions or processes, often involving offshoring to reduce costs. Commonly outsourced functions include customer service, IT support, manufacturing, and back-office operations. The primary focus of traditional outsourcing has historically been cost reduction, with companies seeking to save money by leveraging lower labor costs in other regions. According to Deloitte’s Global Outsourcing Survey, approximately .

Hybrid Outsourcing

In contrast, hybrid outsourcing blends both onshore and offshore resources. This model combines the benefits of local teams, who possess a deep understanding of the company’s culture and operational standards, with the advantages of offshore teams, who provide cost-effective solutions and specialized skills. Hybrid outsourcing emphasizes collaboration, allowing in-house teams to work closely with outsourced personnel, thereby enhancing communication and project management.

Key Differences

• Location of Teams: Traditional outsourcing often relies solely on offshore teams, while hybrid outsourcing incorporates both onshore and offshore resources.
• Focus: Traditional outsourcing typically prioritizes cost savings, whereas hybrid outsourcing balances cost efficiency, quality, and collaboration.
• Control and Oversight: Traditional outsourcing can lead to a disconnect between in-house teams and external providers, resulting in less control over processes. Hybrid outsourcing promotes closer integration, allowing for better oversight and communication.
• Flexibility: Hybrid outsourcing provides more flexibility in team composition and resource allocation, enabling companies to adapt quickly to changing project demands.

What Are the Three Types of Outsourcing?

When companies consider outsourcing, they typically choose from three main models:

• Onshore Outsourcing â€“ Contracting service providers within the same country. It allows easy communication and cultural alignment but often comes at a higher cost.
• Nearshore Outsourcing â€“ Partnering with providers in neighboring countries. This balances cost savings with overlapping time zones and cultural similarities.
• Offshore Outsourcing â€“ Working with providers in distant regions, usually to tap into significant cost efficiencies and specialized global talent.

The hybrid outsourcing model builds on these foundations by combining elements of onshore, nearshore, and offshore outsourcing, offering businesses both cost optimization and strong collaboration.

Understanding the Challenges of Traditional Outsourcing

Business leaders today face numerous challenges, from talent shortages to cultural integration issues. For instance, a significant percentage of mid-sized companies report difficulties in attracting top talent. According to Gallup, , highlighting the tight labor market. Traditional hiring methods are often insufficient, leading to delays and unmet project timelines. Additionally, integrating remote teams with existing onshore operations can introduce communication barriers and cultural misunderstandings.

Organizations that do not adapt to the hybrid model may struggle with high operational costs and limited access to specialized skills. This is particularly evident in sectors like software development, where the demand for expertise far outpaces supply. The Everest Group’s 2022 Global CFO Survey notes that 66% of organizations are incorporating a hybrid operating model to improve agility and resilience.

The Benefits of Hybrid Outsourcing

• Cost-Effectiveness

Hybrid outsourcing presents a unique opportunity for cost optimization. By leveraging offshore resources where labor is more affordable, companies can reduce their overall operational costs while maintaining a high standard of quality. For example, combining lower-cost offshore talent with skilled onshore teams allows businesses to maintain oversight and control without compromising quality. Firms adopting a hybrid model can often achieve better financial performance than those relying solely on domestic resources. , indicating a shift towards more flexible operational strategies.

• Enhanced Collaboration

The hybrid model enhances collaboration by fostering closer working relationships between in-house and outsourced teams. Regular interactions, facilitated by modern communication tools, ensure that all team members are aligned with project goals. Improved collaboration leads to more effective problem-solving and innovation. Organizations employing hybrid models report stronger communication and teamwork, which are essential for the success of complex projects. A recent PwC survey found that against workforce performance and productivity targets during the shift to hybrid and remote working, highlighting the positive impact of collaboration in hybrid teams.

• Scalability and Flexibility

One of the most compelling aspects of hybrid outsourcing is its inherent scalability. Companies can adjust the size and composition of their teams based on project requirements, enabling them to respond swiftly to market changes. This flexibility is crucial in today’s fast-paced environment, where project demands can shift rapidly. Much of this flexibility is powered by asynchronous work practices that hybrid teams rely on. Organizations can scale up or down without the long-term commitments associated with traditional hiring practices, allowing for a more dynamic approach to resource management. In practice, this often means choosing between async and sync communication styles depending on the task and urgency.

• Access to a Global Talent Pool

Utilizing a hybrid outsourcing model opens the door to a vast array of global talent. Companies can access specialized skills that may not be available locally. This approach not only enhances project quality but also fosters diversity, leading to more innovative solutions. The integration of multicultural teams can significantly improve creativity and problem-solving capabilities, ultimately resulting in superior project outcomes. According to a report from McKinsey, companies with .

What Is the Hybrid Shared Services Model?

The hybrid shared services model merges internal shared services with outsourced support. In this setup, certain core business functions such as HR, finance, or IT are centralized in-house to maintain control, while other processes are outsourced to external partners for efficiency.

This model provides the best of both worlds: organizations keep strategic oversight of sensitive operations while gaining the scalability and cost benefits of outsourcing. For global companies, it means flexibility in deciding which processes remain close to home and which can be delivered more efficiently across borders.

Penbrother’s Success Story: How Luxclusif Achieved 78% Cost Savings Through Strategic Outsourcing

, a luxury resale platform based in Portugal, faced significant challenges in scaling its logistics, finance, and technical teams while maintaining cost control—an essential hurdle for any bootstrapping startup in the competitive luxury retail market. By partnering with 91̽»¨, Luxclusif gained access to skilled and affordable talent in the Philippines, allowing them to streamline operations. 91̽»¨ managed HR functions, including recruitment, payroll, and compliance, enabling Luxclusif’s leadership to concentrate on core business growth.

This strategic partnership resulted in an impressive 77% reduction in Luxclusif’s average cost per role, significantly enhancing the company’s financial stability and increasing its attractiveness to potential investors. The operational efficiency achieved through this collaboration not only improved profitability but also provided the necessary resources for Luxclusif to innovate and expand its service offerings.

Payroll Savings For 2023

In 2021, the success of this operational model culminated in Luxclusif’s acquisition by Farfetch, solidifying its position in the global luxury resale market. This case exemplifies how a well-structured outsourcing partnership can empower startups to navigate financial constraints and achieve substantial growth, even in high-cost, competitive industries.

The Path to Hybrid Outsourcing Success

As you contemplate the potential of hybrid outsourcing for your organization, it is vital to take strategic steps forward. Begin by assessing your current team structure and identifying areas where external support could enhance your capabilities. Explore partnerships with established outsourcing firms that share your business values and are adept at managing cross-border teams.

The hybrid outsourcing model is not just an option; it is becoming the norm for organizations seeking to enhance their operational effectiveness. By embracing this approach, you can improve your global reach and ensure your business remains competitive in an increasingly interconnected world. Still, some leaders hesitate because of common myths about offshore and hybrid teams.

Are you ready to explore the advantages of hybrid outsourcing?

Start the conversation today and discover how this model can transform your operations.

Frequently Asked Questions (FAQs)

The post Cross-Border Collaboration: The Rise of Hybrid Outsourced Teams for Global Reach appeared first on 91̽»¨.

A New Kind of Leadership: Leading with Empathy

The conversation opened with a deep exploration of leadership, focusing on the importance of mental health and self-awareness. A 2022 Deloitte cross-industry study revealed that only . The primary factors negatively impacting well-being were heavy workloads or stressful jobs (30%) and insufficient time due to long work hours (27%).

This disconnect underscores the need for a more empathetic leadership approach, one that values the mental health of both leaders and their teams. The traditional view of leadership has often been about driving performance at all costs, but Nicolas and Nicole offer a refreshing perspective that humanizes growth. They highlight that leadership must go beyond setting and meeting goals—it should encompass the well-being of those we lead.

Nicole’s journey is a testament to the value of prioritizing well-being in leadership. She candidly shared her struggles with mental health:

“Mental health is important and that our well-being is important as well as our people’s well-being.”

Nicole’s story reveals how her challenges shaped her leadership approach. This aligns with a study by Harvard Business Review, which found that vulnerability in leaders fosters stronger team loyalty and engagement. Nicole’s story exemplifies how turning personal challenges into leadership strengths can make a significant impact.

“I went through it, in my personal life, I went through it on my own. Me incorporating that in the kind of HR approach and leadership that I have made it easier in a way.”

Nicolas also reflected on how experiencing stress and mental health issues shaped his outlook on leadership. This experience taught him the importance of understanding and acknowledging struggles within his team:

“It really made sense to me much more once I actually experienced certain mental health problems due to stress.”

This shared vulnerability speaks to a broader narrative—leaders must evolve to embrace empathy, making space for the struggles and growth of their people. They emphasized that a leader’s responsibility is not just about navigating organizational challenges but also about being attentive to the human aspect of work.

Nicolas brought up another crucial aspect of leadership—self-awareness. He highlighted the importance of recognizing blind spots that may harm team dynamics:

“Blind spots are usually where the damage really happens.”

According to research by Zenger Folkman, over . However, the effectiveness of these programs significantly depends on proper implementation. Nicolas’s reflections on addressing blind spots highlight the importance of ongoing learning and development in leadership. This humility, combined with empathy, forms the foundation of a supportive and thriving workplace culture.

Key Takeaway: Leadership today requires empathy, self-awareness, and a commitment to growth. By embracing vulnerability and recognizing blind spots, leaders can create supportive environments that promote well-being and productivity, ultimately fostering stronger teams and more resilient organizations.

Fostering Inclusion: Diversity as a Strategic Advantage

The conversation then shifted to Diversity, Equity & Inclusion (DEI), with both leaders highlighting the power of diversity in creating strong, resilient teams. A McKinsey report highlights that . This economic imperative showcases the critical advantage that embracing diversity brings to an organization. For Nicole, stepping into a regional role in Singapore expanded her understanding of how diversity can be leveraged for greater organizational impact:

“Transferring to a more regional and global space compared to just the Philippines changes your perspective as a leader. I’m not the stereotypical Asian—I’ve had extensive exposure, not just through travel but also in managing a diverse, multicultural team. This experience has made me more vocal and straightforward about my needs, which has earned me respect as an HR leader, and even as a woman.”

Nicole’s experience illustrates how working with diverse teams opens leaders up to new ways of thinking, challenging their own biases and preconceived notions. It’s about learning to adapt communication and leadership styles to meet the diverse needs of individuals, which in turn fosters creativity and resilience within teams.

Nicolas, on the other hand, discussed the diversity within the Philippines, which extends beyond nationality to include regional identities, dialects, and lived experiences:

“The reality is we still are very bureaucratic as a country… yet we also have so much talent and people who are very resourceful.”

He emphasized the importance of breaking down barriers to make opportunities accessible:

“There are extremely talented people all over the Philippines. And so how do we also bring them into the organization, ideally without having to move them to Manila if they happen to live in other places?”

The emphasis on inclusivity regardless of location underscores a core theme in today’s workplace—providing equitable opportunities to all, not just those located near the traditional business hubs. Both Nicole and Nicolas recognized that by making diversity and inclusion central to business strategy, companies can foster richer collaboration and more innovative problem-solving.

Key Takeaway: Diversity goes beyond just representation—it is a strategic advantage that drives innovation and resilience. Leaders must embrace cultural intelligence and ensure that opportunities are accessible to all, regardless of geography. By doing so, organizations can unlock the full potential of their workforce.

The Future of Work: Flexibility as a Catalyst for Growth

The conversation naturally transitioned into the future of work, where Nicole and Nicolas shared insights on the shifting nature of work environments and the growing demand for flexibility. The growing demand for flexibility was a central theme in Nicolas and Nicole’s conversation, emphasizing the need for adaptability in modern workplaces. Nicole shared her experience of working remotely from Siargao for a year, an arrangement that did not hinder her performance but rather allowed her to excel:

“I was living in Siargao for a whole year… I was already with McCann at that time too, doing my HR work, but from Siargao. And I was able to go through a full year without impacting the quality of work I was delivering.”

This shift aligns with a Stanford study that found a. Nicole’s experience reflects how allowing employees to work from locations like Siargao can unleash untapped potential and foster an inclusive workforce. Remote work opens up opportunities for those living in less central areas to participate in the global economy. Nicole emphasized the importance of decentralizing work opportunities:

“If more and more companies—not just in the BPO industry, but even in other industries—would be more open to decentralizing… then you give more Filipinos the opportunity to work, to show what they are capable of.”

Nicolas echoed this sentiment, pointing out that flexibility is a key differentiator in attracting and retaining top talent:

“If we want the best people and the most motivated people, that’s part of the future of a company and of work itself.”

The discussion emphasized that the future of work is not about reverting back to the traditional office-based model but embracing flexibility to meet employees’ needs. This approach not only fosters satisfaction but also enhances productivity and creativity. Nicole highlighted a critical issue—there is not a lack of talent, but rather a mismatch between skills and the demands of industries:

“The shortage is not due to a lack of people but rather a mismatch between available skills and what businesses need.”

Both leaders agreed that reskilling and proactively adapting to changing job requirements are essential strategies for bridging this gap. The World Economic Forum predicts that by 2025, . This means that fostering a culture of continuous learning is not just beneficial, but essential for companies to remain competitive in a rapidly changing environment.

Key Takeaway: Flexibility is a cornerstone of the future of work. By embracing remote work, decentralizing opportunities, and investing in continuous learning, organizations can build a workforce that is not only adaptable but also motivated and equipped to meet future challenges.

Humanizing Growth in the Evolving Workplace

Nicolas and Nicole’s conversation weaves together a powerful narrative on how leadership, DEI, and the future of work are interconnected through the shared theme of humanizing growth. They highlighted that the future of work lies in flexibility, empathy, and inclusivity, and leaders play a crucial role in making this transformation happen. By promoting emotional intelligence, embracing diversity, and rethinking traditional work models, leaders can create environments where both people and businesses thrive. As Nicole aptly put it:

“It goes back to the basics of being human—not just to others but to ourselves.”

This sentiment encapsulates the heart of their discussion—effective leadership in the evolving world of work starts with empathy, self-awareness, and a commitment to humanizing growth. By focusing on people first, organizations can create a culture where growth means not just improving metrics but also enriching lives.

For more in-depth insights and to hear the full conversation between Nicolas and Nicole, watch the complete video here:

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