For many Filipino professionals, securing a job abroad without a recruitment agency is the ultimate goal. It promises higher salaries, direct communication with employers, and freedom from the dreaded “placement fee.” However, the path to becoming a Direct Hire (also known as a Name Hire) is one of the most misunderstood processes in Philippine labor migration.

In 2025, the landscape has changed. The transition from the POEA to the Department of Migrant Workers (DMW) has introduced digital streamlines like the OFW Pass, but it has also tightened the enforcement of the “Ban on Direct Hiring.”

Yes, you read that right. Under Article 18 of the Labor Code of the Philippines, direct hiring is technically banned. The government presumes that without a licensed agency to watch over you, you are vulnerable to exploitation. To leave the country legally, you must prove to the DMW that you fall under a specific exemption and undergo a rigorous vetting process.

This comprehensive guide will walk you through the Phase 0, Phase 1, and Phase 2 procedures mandated by the DMW in 2025, ensuring you don’t get offloaded at the airport.

Phase 0: The Battle Abroad (MWO Verification)

Before you can open a DMW account or visit an office in the Philippines, your employer must initiate the process in the destination country. The DMW in Manila will not accept any application unless the employment contract has been vetted by the Migrant Workers Office (MWO)—formerly known as POLO—nearest to the job site.