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Clinical Trial Staffing Infrastructure
Close enrollment gaps with dedicated recruitment support
Deploy Filipino patient recruitment professionals trained on your protocol, IRB-compliant, and ready in just 6–8 weeks. Increase screening volume and accelerate response times — all without disrupting your existing operations.
Built for US CROs and research teams facing enrollment delays and margin pressure
IRB-Compliant & Protocol-Trained
60–70%
Cost savings vs. US-based recruitment hire
6–8 wks
To fully operational
The Real Bottleneck
Why clinical trials miss enrollment targets
For US CROs and research teams, enrollment performance is directly tied to operational capacity. When recruitment teams are understaffed or stretched, response times slow, follow-ups slip, and conversion rates decline.
Over 80% of clinical trials miss their enrollment deadlines — the single biggest driver of trial delays and cost overruns.
Every week of enrollment delay costs sponsors $600K–$8M in lost time-to-market for large-molecule drugs.
US-based patient recruitment specialists are scarce, expensive, and take weeks to hire and onboard to a new protocol.
CROs are under constant margin pressure from sponsors and need scalable recruitment capacity that doesn't destroy delivery margin.
Inbound inquiry volumes spike unpredictably — most trial teams lack surge capacity to respond to qualified leads within the critical first 24 hours.
80%+
Trials miss enrollment targets
6–8 wks
Time to operational
60–70%
Cost savings vs. US hire
The Roles We Place
Dedicated roles for patient enrollment support
Every role is staffed with Filipino professionals trained on your specific protocols, tools, and compliance requirements before their first day — not generic offshore resources.
Patient Recruitment Specialist
Identifies, engages, and pre-screens potential trial participants across digital channels, community networks, and referral pipelines. Applies protocol-specific inclusion/exclusion criteria. Output measured in qualified referrals per week.
Inbound Patient Coordinator
Manages all incoming inquiries from prospective participants — calls, emails, and digital form submissions. Answers questions in lay language, conducts initial eligibility screening, and schedules site visits.
Outbound Patient Coordinator
Proactively contacts pre-identified candidate lists, conducts outreach calls, handles objections, re-engages lapsed prospects, and tracks follow-up cadences in your CTMS or CRM. KPI-driven and measured in qualified candidates advanced.
Liability Transfer Model
Liability Transfer
What you stop owning when you work with CORE®
The Employer of Record model is not just a cost play. It is a structural transfer of legal and operational exposure. When CORE® employs your offshore recruitment team, the following liabilities leave your organization entirely.
Employment litigation risk: wrongful termination claims, labor disputes, and discrimination exposure are CORE®'s liability, not yours.
Worker misclassification liability: CORE®'s employment structure is fully compliant with Philippine labor law. Your organization carries none of the associated risk.
Payroll tax obligations: CORE® remits all Philippine statutory contributions, tax withholdings, and government-mandated benefits. Your finance team is not involved.
Benefits administration: healthcare, 13th month pay, statutory leave, and all Philippine-mandated benefits are managed and funded by CORE®.
HR compliance burden: performance documentation, disciplinary procedures, and separation processes are handled by CORE®'s in-country HR team.
Cost Comparison
Cost Savings vs. US-Based Hiring
| US-Based Hire | CORE® Offshore | |
|---|---|---|
| Annual Cost (fully loaded) | $75K – $105K (up to $120K in high-cost markets) | $30K – $38K |
| Time to Hire / Deploy | 60 – 90 days | 4 – 6 weeks |
| Compliance & HR Burden | Managed by client | Managed by CORE® |
| Employment Infrastructure | Full employer obligations | CORE® as Employer of Record |
| Employer Liability Exposure | Client owns entirely | Transferred to CORE® |
| Payroll Tax & Benefits Admin | Client obligation | CORE® obligation |
Illustrative outcome: A CRO deploying 5 CORE® offshore patient recruitment professionals saves approximately $275,000 to $360,000 annually in fully loaded labor cost, while reducing time-to-operational from 90 days to 6 weeks. At scale, the savings compound without a proportional increase in management overhead.
Operational Excellence
What CORE® manages before and after day one
CORE® is not a staffing agency that places a candidate and moves on. The value is in what we manage from the moment we scope a role through the duration of the engagement.
Before Day One
Recruitment professionals are trained on your specific protocol — inclusion/exclusion criteria, IRB-approved communication guidelines, CTMS workflows, and data handling requirements. All compliance certification is completed before any live candidate contact begins. You do not absorb the onboarding cost or time.
After Go-Live
CORE® manages day-to-day HR issues, performance documentation, Philippine statutory compliance renewals, and role adjustments. If a staff member separates, CORE® manages the process and initiates backfill. You do not manage a foreign HR function.
Backfill & Continuity
Turnover in offshore staffing is real. CORE® maintains an active talent pipeline for patient recruitment, inbound coordination, and outbound coordinator roles, with documented position profiles and pre-screened candidate pools. A backfill engagement typically reaches placement in 3–4 weeks, not 90 days.
Regulatory Compliance
Addressing the offshore clinical staffing compliance question directly
The most common concern from CROs and research sponsors is regulatory: can offshore patient recruitment professionals legally participate in US clinical trial enrollment workflows? The answer is yes — with the right structure.
Physician and PI oversight model: All enrollment decisions and eligibility determinations remain with your on-site Principal Investigator and clinical staff. Offshore recruitment professionals operate strictly within pre-approved communication scripts and escalation protocols — they advance qualified leads, not make clinical determinations.
URAC and NCQA alignment: Offshore recruitment support functions are structured to align with applicable accreditation standards. Pre-screening and outreach functions do not constitute clinical determinations and are well-established as delegable tasks under sponsor and site oversight frameworks.
HIPAA Business Associate Agreements: BAAs are executed before any protected health information is accessed. CORE®'s Philippine operations maintain HIPAA-compliant infrastructure, data handling protocols, and staff training requirements aligned to your sponsor and IRB requirements.
Claims accuracy review and protocol documentation: Document-based recruitment support functions — screening logs, eligibility checklists, inquiry tracking — carry low regulatory complexity and are well-established as offshore-deliverable across the CRO industry.
Decentralized and hybrid trial models: Remote patient engagement functions carry the lowest regulatory threshold of any clinical trial support role, and are increasingly standard practice across DCT-enabled sponsor programs.
If your legal, compliance, or IRB team needs a written briefing on this structure prior to engagement, CORE® provides it as part of the discovery process.
HIPAA BAA & IRB Aligned
Why One CoreDev IT® (CORE) Is Different
Protocol-trained professionals. Compliant structure. Measurable enrollment.
"CORE® embeds trained Filipino patient recruitment professionals directly into your workflows — under your management, supported by our compliant employment infrastructure."One CoreDev IT® (CORE) — Clinical Research Practice
60–70%
Cost reduction vs. US-based patient recruitment hiring
24 hrs
Critical response window for qualified inbound leads — your team has the surge capacity to meet it
Protocol-First Onboarding
Your team is trained on your specific inclusion/exclusion criteria, IRB-approved communication guidelines, and CTMS workflows before handling any live candidates.
Employer of Record
Your team is fully employed under a compliant framework. CORE® manages payroll, HR, and benefits — your liability is zero, your capacity is real.
How It Works
From recruitment gap to fully operational team
6–8 wksTo go live
01
Discovery Call
We learn your protocol, therapeutic area, target population, enrollment timeline, and current recruitment gaps. 20 minutes.
Day 102
Protocol Briefing
Your team walks us through inclusion/exclusion criteria, consent requirements, and workflow expectations to ensure full alignment before recruitment begins.
Within 48 hrs03
Candidate Selection
We present pre-screened Filipino recruitment professionals with relevant clinical or CRO experience aligned to your requirements for your review and approval.
Week 1–204
Protocol Onboarding
Selected team members complete your protocol training, IRB-compliant communication guidelines, and CTMS access setup.
Week 3–505
Go Live
Your offshore recruitment team begins screening candidates and advancing qualified referrals within 6–8 weeks of engagement start.
Week 6–806
Ongoing Management
CORE® handles day-to-day HR, Philippine compliance renewals, performance support, and backfill when needed. You manage the work. CORE® manages the employment relationship.
OngoingFrequently Asked Questions
Questions from CRO and research operations leaders
Everything you need to know about deploying offshore patient recruitment professionals for clinical trial enrollment support.
How does offshore patient recruitment staffing integrate with our existing trial workflows?
We ensure your team members work within your existing systems, including your CTMS, CRM, and communication tools. You define the workflows, KPIs, and escalation paths, while we ensure your team is trained and supported to execute them consistently. There is no need to rebuild your recruitment process.
How do you ensure compliance with clinical research standards and patient communication guidelines?
All team members are trained on your protocol, including inclusion/exclusion criteria, consent-related communication boundaries, and escalation procedures. We align with your IRB-approved communication standards and ensure adherence to your internal compliance requirements.
How do you ensure quality and consistency in patient interactions?
We combine structured onboarding, protocol training, and ongoing HR support to maintain consistency. Each team operates under your defined KPIs — response time, screening accuracy, and conversion rates. We provide oversight to address performance gaps early.
How quickly can we expect a team to be fully operational?
Most teams are fully deployed within 6–8 weeks, including sourcing, selection, onboarding, and protocol-specific training. Timeline may vary depending on role complexity and hiring volume, but the goal is always to minimize ramp time while ensuring readiness before go-live.
How does this compare to hiring locally in the US?
US hiring typically involves longer timelines, higher costs, and limited candidate availability. Clinical offshore staffing with CORE® provides faster deployment and significantly lower cost while maintaining performance standards through training and structured workflows — increasing capacity without adding operational strain.
Ready to Close the Enrollment Gap?
Tell us which roles
you're trying to fill.
We'll show you what it costs and how fast we can have a team running.
No hidden fees · Proposal within 48 hours · Operational in 6–8 weeks