近年東南亞網路博弈市場持續變動，菲律賓因監理制度、地理位置與跨國人力配置等條件，成為相關業者重要的營運據點。2019年至2024年間，POGO制度、電子遊戲監理架構與不同型態的線上營運模式交錯發展，也帶動技術、營運、客服、行銷、金流、風控與管理等職類的人才需求。惟政策調整頻繁、社會爭議持續、跨國勞動管理不易，以及人才流動率偏高等因素，使企業在招募、配置與留任上承受相當壓力。
本文以獵才活動為觀察切入點，探討菲律賓網路博弈產業的人才招募情形，並整理獵才顧問在實際招募流程中扮演的角色。本研究採質性研究方法，並透過半結構式深度訪談蒐集資料；受訪者包括十位獵才顧問、二位企業用人主管及二位受聘人才，並輔以相關文獻、產業資料與官方公開文件進行對照，以降低單一角色觀點造成的侷限。
訪談資料中較常出現的情況是，菲律賓網路博弈產業的人才需求帶有跨國化、專業化及高流動率特徵，其中技術、營運與多語系人才最常被提及。多位受訪者也談到，獵才顧問在此產業中的工作並不限於尋才與媒合，實務上還包括職缺資訊說明、候選人疑慮處理、法規與簽證溝通、外派安排支持，以及雇主形象傳遞。招募結果則常與職位適配、薪資福利、流程效率、候選人對產業的理解，以及外部政策與簽證制度等因素有關。
依本研究訪談與資料整理，菲律賓網路博弈產業的招募結果不易用單一條件解釋，而需放在產業環境、企業制度與獵才運作彼此牽動的情境中觀察。實務上，獵才顧問仍需累積產業知識、維持專業倫理，並強化顧問服務能力；企業端則需在雇主品牌、跨文化管理與留才制度上預先準備。若主管機關能提高政策透明度與制度穩定性，也可使整體人力運作環境更清楚。

The online gambling market in Southeast Asia has changed rapidly in recent years. In the Philippines, regulatory arrangements, location advantages, and the availability of cross-border labor have made the country an important base for related businesses. Between 2019 and 2024, the POGO system, e-gaming regulations, and different forms of online operations developed in parallel. These changes brought demand for technical, operations, customer service, marketing, payment, risk control, and management personnel. At the same time, frequent policy changes, public controversy, cross-border labor management issues, and high turnover created pressure on recruitment, staffing, and retention. Using headhunting activities as the main point of observation, this study examines how talent recruitment is carried out in the Philippine online gambling industry and what roles headhunting firms play in the process. The study is based on a qualitative design and uses semi-structured indepth interviews. The interviewees include ten headhunting consultants, two hiring managers from the demand side, and two placed candidates from the supply side. Relevant literature, industry information, and publicly available official documents are also reviewed so that the analysis is not limited to a single perspective.
The interviews suggest that talent demand in this industry is often cross-border, specialized, and highly mobile. Technical, operations, and multilingual personnel were mentioned most often. Several interviewees pointed out that headhunting firms do more than identify candidates and arrange matches. In practice, they explain job information, respond to risk concerns, assist with regulatory and visa-related issues, support overseas assignments, and help convey the employer's image. Recruitment outcomes are often related to job fit, compensation and benefits, process efficiency, candidates' understanding of the industry, and external factors such as policy and visa arrangements.
Taken together, the interview materials, literature, and public documents indicate that recruitment effectiveness in the Philippine online gambling industry is difficult to explain through any single factor. It is better understood through the interaction among the industry environment, company systems, and headhunting practices. In practical terms, headhunting firms need to continue building industry knowledge, maintaining professional ethics, and strengthening consultative service capabilities. Companies also need clearer preparation in employer branding, cross-cultural management, and retention systems, while greater policy transparency and institutional stability may help improve the overall environment for human resource operations in this industry.

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