You don't have 40 hours of admin. You have nine different jobs.
And not one of them is big enough to hire for. So you do them at 9pm.
CoLabor places a full-time, church-trained co-laborer inside your church or Christian business. One person, dedicated to you, 40 hours a week, $1,997 a month.
30 minutes. We ask what you did last week that somebody else could have done. That conversation is the proposal.
A real church week
- Email and calendar 6
- Volunteer scheduling and reminders 5
- Database and attendance cleanup 4
- Bulletin, slides, weekly email 6
- Giving records and thank-yous 3
- Event and registration logistics 5
- Posting and answering on social 4
- Guest follow-up 3
- Vendor and facility coordination 3
Every week. Nobody assigned to it. 39 hrs
No job posting covers that list.
Try writing one. You end up with a bulletin designer who also does data entry, chases volunteers, answers Instagram, and reconciles giving. Nobody applies. The two people who do apply want $58,000, and one of them lasts seven months.
So the work gets split three ways instead. The pastor does it at 9pm. The office manager does it badly, on top of the job you actually hired them for. And a third of it never gets done at all. The guest who visited in March never heard from anyone. The thank-you letters went out in June for gifts given in February. The volunteer schedule gets built Saturday night by text message.
That is not a discipline problem. It is a math problem. Thirty-nine hours of work and zero hours of person.
One person. Your person.
Dedicated to you only
Not a shared pool. Not a ticket queue. Not a rotating name in a portal. The same person every day, learning one organization, getting better at it every week.
Forty hours, five days
Full-time means full-time. A fixed shift set at onboarding with a minimum of five hours overlapping your business hours. Written down. It does not float.
A peer, not a function
The name comes from 1 Corinthians 3:9. A co-laborer labors with you. It is how we recruit, how we pay, and how we expect you to treat the person we place.
Christian, and we checked
Every co-laborer is interviewed on faith and character by people who are themselves in ministry. A pastoral reference is part of the file. See the whole process.
Trained on church work
Planning Center. Breeze. Tithe.ly. Bulletins, service orders, volunteer scheduling, guest follow-up, giving records. They do not need you to explain what a ChMS is.
Based in the Philippines
We are direct about that on the first call, in writing, and here. How we pay them is further down this page, and we would rather you read it than assume.
Four steps. No surprises on purpose.
- 1
One call, 30 minutes
You walk us through last week. We write it down. That list becomes the scope document, and you see it before you sign anything.
- 2
We match, you meet
We interview vetted co-laborers against your list, not a generic profile. You meet your co-laborer before we place them.
- 3
Onboarding, week by week
Week one is shadowing. Weeks two through four, they own your recurring work. Month two, they catch what you forgot. Month three, they run processes they wrote down themselves.
- 4
Scope review at 30 days
We rewrite the scope against reality, then review it quarterly. Scope grows. It should grow on paper, where both of us can see it.
Ask the offshore question. We would rather answer it than have you wonder.
Every church leader who considers hiring overseas has the same thought, and most are too polite to say it out loud. Are you paying this person fairly, or is the price low because somebody is getting used?
Here is the answer, and all three parts of it are checkable.
"We pay more than double the Philippine national average wage, we pay 13th month, and every co-laborer gets a 5% raise every year."
Thirteenth month pay is a legal standard in the Philippines. We pay it, and we absorb it. It never shows up on your invoice as a surcharge in December.
The 5% raise is annual and automatic. Your rate also moves 5% at the same time, and we say so on the pricing page, because a raise funded by squeezing the person receiving it is not a raise.
You should be able to look your congregation in the eye and explain who does your bulletin. This is that answer.
The person changes. The price does not.
Not every match works. When one doesn't, we run a documented correction plan, and if it is still not right we replace the co-laborer at no cost and hold your rate exactly where it is. Where we can, we overlap the outgoing and incoming co-laborer by a week so your context gets handed off instead of dropped.
Bring the 9pm work into daylight.
One call. Thirty minutes. You tell us what last week actually looked like and we tell you, specifically, which of it a co-laborer takes off your desk in the first month.
If the answer is "not much," we will say that too.
Generalist $1,997/mo. Specialist $2,997/mo. Both full-time at 40 hours a week. See pricing