Mission
To connect responsible employers with suitable international talent through transparent, ethical, compliant and technology-enabled recruitment that supports business continuity, workforce quality and fair employment outcomes.
Employment Overseas Services · B2B international recruitment
Build your global workforce, beyond borders
Mahatej Employment Overseas Services supports employers and business partners with structured international recruitment across industries and countries. From workforce planning and candidate assessment to documentation and mobilisation, our B2B process is built for clarity, quality, ethical recruitment and accountable delivery.
For employers, project owners and approved recruitment partners. This is not a jobseeker service, and no candidate should pay to be recruited through it.
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Employer requirement first
Sourcing begins only after the job order and employment terms are documented in a signed Service Order.
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Compliance before mobilisation
No deployment until every mandatory approval, contract and travel or work document is complete.
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Honest about outcomes
We coordinate documentation. Governments decide visas and work permits, so we never guarantee them.
About
Who we are
Mahatej Manpower Overseas Services is a multi-service international support company with four connected divisions. Employment Overseas Services is its workforce and international recruitment division. It helps employers and institutional partners plan, source, assess, select, document and mobilise workforce in a structured, transparent and country-compliant manner.
We work with B2B clients that need a dependable process for filling skilled, semi-skilled, technical, professional, supervisory and operational positions across diverse industries. Our approach is partnership-led. We start with the employer’s workforce plan, turn it into clear job and competency requirements, establish the lawful recruitment corridor, agree responsibilities and commercial terms, and then manage the recruitment workflow with measurable controls.
Every assignment is governed by the laws of the origin country, the destination country and any applicable bilateral or sector-specific requirements. Where specialist legal, immigration, medical, credentialing or licensing services are needed, we use appropriately authorised professionals or approved providers.
Vision
To become a trusted global B2B workforce partner known for disciplined recruitment governance, ethical practices, reliable delivery, transparent communication and long-term employer relationships across countries and industries.
Our values in practice
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Integrity
We communicate truthfully, verify what can be verified, disclose limitations and do not make guarantees controlled by employers, governments or third parties.
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Ethical recruitment
We promote fair recruitment, informed consent, transparent job terms, freedom of movement and effective grievance channels.
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Compliance
We respect applicable labour, migration, privacy, anti-bribery, sanctions and recruitment-licensing requirements.
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Quality
We use structured job analysis, screening criteria, evidence checks and client-approved assessment methods.
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Partnership
We treat employers and business partners as long-term collaborators, with clear roles, service levels and reporting.
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Respect
We respect workers, employers, cultures and local laws, and reject coercion, discrimination, trafficking and exploitative practices.
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Confidentiality
We protect business-sensitive and personal information with purpose limitation, access controls and appropriate retention.
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Continuous improvement
We measure performance, investigate failures, learn from complaints and improve processes over time.
Services
Our employment overseas services, step by step
Eighteen steps take a requirement from workforce plan to post-arrival review. Each role has objective selection criteria, documented before sourcing begins.
Define the requirement
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Workforce planning and requirement analysis
Convert your manpower plan into approved roles, quantities, timelines, locations, shifts, qualification levels and mobilisation priorities.
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Job analysis and competency mapping
Build role profiles covering duties, essential skills, experience, licences, language, safety requirements and measurable selection criteria.
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Recruitment strategy and sourcing plan
Select approved sourcing channels, geographies, campaigns, referral routes and specialist talent pools suited to the role.
Source and screen
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Candidate attraction and application management
Manage structured applications and communicate only approved job information. Misleading advertisements and undisclosed fees are prohibited.
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Pre-screening
Check minimum eligibility against client-approved criteria before candidates move to evidence review or assessment.
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Identity, document and experience review
Review passports and identity evidence, qualifications, licences, experience documents and employment history on a risk basis.
Assess and select
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Technical and trade assessment
Arrange written, practical, simulator, portfolio or trade tests where required, using client-approved or competent assessors.
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Language, communication and safety readiness
Assess language, role-specific communication and safety awareness when they are relevant to the job.
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Structured interviews
Conduct recruiter screening and coordinate client and technical interviews using consistent questions and scorecards.
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Shortlisting and selection reports
Provide evidence-based shortlists, interview results and status reports so the employer can make the final hiring decision.
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Offer and employment-term coordination
Issue or coordinate offers only on approved terms. Unauthorised salary, job or contract changes are prevented.
Clear conditions
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Medical, background and credentialing coordination
Coordinate legally permitted pre-employment checks, medicals, professional registration or background verification as required.
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Work authorisation and immigration coordination
Support administrative documentation and authorised-provider interfaces. We do not guarantee outcomes, and regulated immigration advice comes only from authorised professionals.
Mobilise and review
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Pre-departure orientation
Brief workers on job terms, destination basics, workplace conduct, grievance channels, travel requirements and prohibited recruitment practices.
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Travel and mobilisation coordination
Track visas and work permits, tickets, travel dates, joining instructions, airport or site handover and exceptions.
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Arrival and joining confirmation
Obtain employer confirmation of arrival, onboarding and role start, and escalate discrepancies in job terms or welfare.
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Replacement and attrition management
Apply the agreed replacement, credit or re-sourcing terms when a qualifying early attrition event occurs.
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B2B reporting and continuous improvement
Review time to shortlist, interview-to-selection ratio, documentation cycle time, joining ratio, complaints and root causes.
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Gate 1
Before sourcing
The assignment is approved and the job terms are documented in a campaign-specific Service Order. We do not launch from informal WhatsApp or email requests alone.
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Gate 2
Before deployment
All mandatory approvals, contracts and travel or work documents must be complete before any worker is mobilised.
Selection
How we select candidates
The selection method is documented before sourcing begins. We do not choose on vague impressions: every role has objective minimum criteria, defined assessment methods and a client-approved decision process. The employer stays the final decision-maker unless the contract expressly delegates a defined decision.
Example role scorecard
| Criterion | Illustrative weight | Evidence |
|---|---|---|
| Technical or trade competence | 35–45% | Practical test, certification, role-specific interview |
| Relevant experience | 15–25% | Verified employment history and project or industry relevance |
| Safety and compliance readiness | 10–15% | Safety questions, licences, HSE awareness where the role requires |
| Communication and language | 5–15% | Only where relevant to operational or safety needs |
| Behavioural fit | 10–15% | Structured competency interview; discriminatory criteria avoided |
| Document and credential readiness | 5–10% | Required licences, passport, qualifications and verification status |
| Availability and mobilisation readiness | 0–10% | Notice period, medical and work-permit readiness, travel timing |
Illustrative only. Weightings are adapted to each role and must never create unlawful discrimination.
The 14-step selection method
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Requirement validation
Role, quantity, location, reporting line, salary, benefits, contract term and legal eligibility requirements are confirmed.
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Competency framework
Essential and desirable education, trade skills, licences, experience, language, behavioural and safety competencies are defined.
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Sourcing pool design
Lawful, approved candidate sources are chosen to suit the skill level and geography.
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Application screening
Applications that miss mandatory requirements are removed, with reasons documented where practical.
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Identity and document review
Key identity, qualification, licence and experience evidence is checked before the final shortlist.
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Technical assessment
Trade test, written test, practical task, case study, coding exercise, portfolio review or simulator assessment.
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Behavioural and structured interview
Communication, teamwork, reliability, safety mindset, problem solving and role-specific scenarios.
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Language assessment
Applied only where language is genuinely relevant to the job, safety or client requirements.
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Scored shortlist
Evidence is consolidated in a consistent scorecard, with gaps, assumptions and pending verification flagged.
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Client interview and assessment
The employer conducts the final technical or management interview and records selection status.
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Conditional selection
Selection stays conditional on accurate documents, references, medical and credential requirements and work-authorisation approval.
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Offer acceptance
The candidate accepts documented terms without pressure, deception or unauthorised substitution.
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Pre-mobilisation compliance gate
No deployment until all mandatory approvals, contracts and travel or work documents are complete.
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Final joining confirmation
The employer confirms the worker joined the agreed employer, job and location.
Industries
Industries we recruit for
A 75-industry capability framework, from agriculture and construction to artificial intelligence and the blue economy. It shows the roles we can recruit, not live vacancies. Delivery in any industry depends on client demand, sourcing and assessment capacity, licences and country approvals.
- Licensing rules Professional licences or credentials are shown up front.
- Controlled sector Subject to sanctions, export-control, security-clearance and licensing limits.
- Enhanced due diligence Extra worker-protection, contract, welfare and grievance controls.
Industrial, energy and infrastructure 22
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Agriculture, Forestry & Fishing
Crop production, horticulture, livestock, dairy, forestry, aquaculture and fisheries
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Mining & Quarrying
Surface and underground mining, mineral processing, exploration and drilling
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Oil, Gas & Energy
Upstream to downstream, LNG, refining, petrochemicals and utilities
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Construction & Infrastructure
Buildings, roads, bridges, rail, utilities, MEP, fit-out and mega-projects
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Manufacturing
Industrial production, assembly, machinery, FMCG, precision and heavy manufacturing
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Automotive & Mobility
Vehicle manufacturing, components, workshops, EV and fleet services
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Aerospace, Aviation & Defense
Airlines, airports, MRO and aerospace manufacturing; defence support only where legally permitted
Licensing rules Controlled sector -
Marine & Shipping
Commercial shipping, ports, shipyards, ship repair and vessel operations
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Transportation & Logistics
Road transport, freight, warehousing, courier, fleet and multimodal logistics
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Chemicals Industry
Basic and specialty chemicals, industrial gases, fertilizers and coatings
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Materials Industry
Advanced materials, composites, ceramics, glass and polymers
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Metals Industry
Steel, aluminium, foundry, rolling, fabrication and metal processing
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Plastics & Rubber Industry
Polymer processing, injection and extrusion, rubber products and tyres
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Packaging Industry
Paper, plastic, metal, glass and flexible packaging, converting and labelling
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Textile & Apparel Industry
Spinning, weaving, dyeing, garment manufacturing and technical textiles
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Wood & Furniture Industry
Timber processing, joinery, cabinetry, furniture and fit-out
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Printing & Publishing Industry
Commercial and digital printing, prepress and publishing
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Water Industry
Water treatment, desalination, wastewater, networks and utilities
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Waste Management Industry
Collection, recycling, hazardous waste treatment and resource recovery
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Nuclear Industry
Nuclear power, fuel cycle, decommissioning and radiation protection
Licensing rules Controlled sector -
Maritime Offshore Industry
Offshore energy, marine construction, subsea and offshore support
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Railway Industry
Rail operators, rolling stock, signalling, track, metro and high-speed rail
Technology and digital 14
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Information Technology (IT)
Enterprise IT, infrastructure, cloud, cybersecurity, networks and ERP
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Telecommunications
Mobile and fixed networks, fibre, towers, 5G and field services
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Electronics & Semiconductor
Electronics manufacturing, PCB, embedded systems, testing and assembly
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Semiconductor Ecosystem
Fabs, equipment, materials, EDA, packaging and testing
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Data Center Industry
Hyperscale, colocation and enterprise data centres and critical facilities
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Internet Industry
Online platforms, web services, marketplaces and connectivity
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Software Industry
Enterprise, SaaS, mobile, embedded, DevOps and software services
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Gaming Industry
Video games, esports, game platforms and live operations
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Artificial Intelligence (AI) Industry
Machine learning, generative AI, computer vision, NLP and data science
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Robotics Industry
Industrial and service robotics, automation, cobots and integration
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Space Industry
Satellites, launch, ground systems, space data and manufacturing
Controlled sector -
Drone Industry
UAV manufacturing, operations, inspection, mapping and drone services
Licensing rules -
Smart Infrastructure Industry
Smart cities, IoT infrastructure, intelligent transport and digital twins
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Digital Assets Industry
Blockchain infrastructure, digital-asset platforms, custody and compliance; only where lawful and licensed
Controlled sector
Health, education and public sector 6
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Healthcare & Life Sciences
Hospitals, clinics, diagnostics, pharma, biotech, medical devices and care
Licensing rules -
Education
Schools, colleges, universities, training providers and EdTech
Licensing rules -
Government & Public Sector
Public administration, municipalities and utilities, where procurement permits
Controlled sector -
Scientific Research
Research institutes, laboratories, R&D and testing programmes
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International Organizations
UN, NGO and development bodies and international programmes
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Disaster & Emergency Services Industry
Emergency management, disaster response, rescue and humanitarian logistics
Licensing rules
Business and professional services 13
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Banking, Financial Services & Insurance
Banking, fintech, insurance, investment, risk, audit and payments
Licensing rules -
Real Estate
Development, brokerage, leasing, and property and asset management
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Advertising & Marketing
Agencies, digital marketing, media buying, branding and communications
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Legal & Professional Services
Law firms, consulting, accounting, audit, advisory and corporate services
Licensing rules -
Security Services
Guarding, corporate security, CCTV control rooms and event security
Licensing rules -
Human Resources & Staffing
HR, talent acquisition, payroll, workforce planning and people operations
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Facility Management Industry
Integrated FM, building maintenance, cleaning, MEP and workplace services
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Business Process Outsourcing (BPO) Industry
Contact centres, back office, finance outsourcing and CX operations
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Shared Services Industry
Global business services and centralised finance, HR, procurement and IT
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Supply Chain Services Industry
Planning, procurement, freight, warehousing and distribution
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Inspection, Testing & Certification Industry
QA/QC, NDT, laboratory testing, certification and conformity assessment
Licensing rules -
Intellectual Property Industry
Patents, trademarks, licensing, IP operations and research
Licensing rules -
Venture Capital & Startup Ecosystem
VC funds, accelerators, incubators and growth companies
Consumer, hospitality and lifestyle 13
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Retail & E-Commerce
Stores, omnichannel retail, marketplaces, fulfilment and online operations
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Consumer Goods
FMCG, home and personal care, packaged goods and distribution
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Food & Beverage
Food processing, restaurants, catering, bakeries and central kitchens
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Hospitality & Tourism
Hotels, resorts, restaurants, tourism operators and guest services
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Media & Entertainment
Broadcast, film, streaming, music, studios and production
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Creative Industries
Design, architecture, fashion, arts, content and creative production
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Sports Industry
Clubs, venues, academies, fitness, events and sports science
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Personal & Community Services
Community support, wellness, personal services and care organisations
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Household & Family Economy
Household management, domestic services, caregiving and family-office support
Enhanced due diligence -
Luxury Goods Industry
Luxury retail, fashion, jewellery, watches and premium brands
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Cultural & Heritage Industry
Museums, heritage sites, archives, conservation and cultural tourism
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Event Industry
Conferences, exhibitions, concerts, production and event logistics
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Pet Industry
Veterinary, pet care, grooming, boarding and pet products
Licensing rules
Sustainability and emerging economy 7
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Environmental & Sustainability
Environmental consulting, ESG, ecology, conservation and renewable projects
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Climate & Carbon Industry
Carbon accounting, climate risk, decarbonisation and climate-tech
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Hydrogen Industry
Green and blue hydrogen, electrolyzers, storage, ammonia and projects
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Battery Industry
Cell manufacturing, packs, energy storage, materials and recycling
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Circular Economy Industry
Reuse, repair, recycling, remanufacturing and resource efficiency
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Ocean Economy (Blue Economy)
Marine resources, aquaculture, ports, offshore renewables and ocean science
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Bioeconomy Industry
Biomass, bioproducts, industrial biotech and bioprocessing
Destinations
Worldwide employment destinations
We work across all continents where a lawful channel exists. Availability is always subject to client demand, lawful recruitment channels, licence and partner approvals, immigration eligibility and destination-country requirements.
- Asia
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United Arab Emirates; Saudi Arabia; Qatar; Oman; Kuwait; Bahrain; Singapore; Japan; South Korea; Malaysia; Brunei; Hong Kong SAR; Taiwan; Maldives; selected Southeast Asian markets.
Construction, infrastructure, energy, hospitality, healthcare, logistics, manufacturing, technology, facilities and professional services, subject to sponsor and work-authorisation rules.
- Europe
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United Kingdom; Ireland; Germany; Netherlands; France; Belgium; Austria; Switzerland; Poland; Czechia; Slovakia; Hungary; Romania; Bulgaria; Croatia; Slovenia; Portugal; Spain; Italy; Malta; Cyprus; Greece; Lithuania; Latvia; Estonia; Nordic markets.
Employer-sponsored opportunities vary by occupation, shortage rules, salary thresholds, recognition of qualifications and national immigration policy.
- North America
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Canada; United States; Mexico; selected Caribbean and Central American employer markets.
Hiring is pathway- and occupation-specific. We never imply work-authorisation eligibility until employer and candidate conditions are checked.
- South America
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Chile; Brazil; Uruguay; Argentina; Guyana; Suriname; Peru; Colombia and other project-specific markets.
Energy, mining, infrastructure, engineering, agribusiness, logistics and professional services, with local labour and immigration rules controlling each assignment.
- Africa
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South Africa; Mauritius; Seychelles; Kenya; Rwanda; Ghana; Botswana; Namibia; Egypt; Morocco; Tanzania; Zambia and other project-specific markets.
Mining, energy, construction, hospitality, healthcare, agriculture, logistics, ICT and professional services; corridor approval and local labour-market protections are reviewed.
- Oceania
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Australia; New Zealand; Papua New Guinea; Fiji; Solomon Islands; Vanuatu; Samoa; Tonga and other Pacific markets.
Employer-sponsored hiring is occupation- and visa-pathway-specific. Professional registration, skills recognition and labour-market rules may apply.
- Antarctica
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Not an ordinary commercial labour market.
Specialist research, expedition, logistics, marine, aviation, engineering, science and support roles run through national programmes and specialised contractors. Shown as specialist mobility context only.
How we label each corridor
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Active
A lawful, deliverable recruitment channel is in place for this corridor.
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Partner-supported
Delivered through an approved, licensed and disclosed partner.
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Project-specific
Opened for a defined employer project after legal and operational approval.
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Under review
Legal and operational assessment is in progress; no recruitment is offered yet.
A market is shown as active only when we have a lawful, deliverable recruitment channel. Status is confirmed with you at the proposal stage.
Priority business-development markets 16
A shortlist for planning, not an official ranking. Hiring demand changes by occupation, employer, economic cycle, immigration rules and project pipeline.
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United Arab Emirates
Construction, engineering, hospitality, aviation, logistics, facilities, healthcare, technology
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Saudi Arabia
Mega-projects, construction, infrastructure, energy, healthcare, hospitality, manufacturing, logistics
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Qatar
Infrastructure, energy, facilities, hospitality, aviation, healthcare
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Oman
Energy, construction, industrial, logistics, hospitality, healthcare, technical services
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Kuwait
Energy, construction, healthcare, facilities, hospitality
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Bahrain
Financial services, hospitality, logistics, industrial, technology
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Germany
Engineering, manufacturing, healthcare, IT, logistics, skilled trades
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United Kingdom
Healthcare, technology, engineering, hospitality, professional services
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Ireland
Technology, healthcare, engineering, life sciences, finance
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Netherlands
Technology, engineering, logistics, advanced manufacturing, life sciences
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Canada
Healthcare, skilled trades, construction, transport, technology, hospitality
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Australia
Healthcare, construction, engineering, trades, hospitality, agriculture, technology
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New Zealand
Healthcare, construction, engineering, trades, agriculture, hospitality
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Singapore
Technology, finance, engineering, maritime, logistics, advanced manufacturing
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Japan
Manufacturing, care, hospitality, construction, technology, engineering
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South Korea
Manufacturing, shipbuilding, engineering, technology
Destination disclaimer. Country names are not live vacancies, guaranteed work permits, guaranteed visas, unrestricted recruitment rights or a promise that every occupation can be recruited. Each job order requires a separate legal, employer, role and immigration check.
Partner with us
Partner with Mahatej
Build a structured international recruitment channel for your workforce requirements. Share your hiring plan, destination, job categories, volumes, employment terms and timeline. Our B2B team reviews the assignment, compliance requirements and delivery model before issuing a recruitment proposal.
Who can partner
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Direct employers
Legally established companies hiring for their own operations, projects, branches or sites.
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Project owners and EPC contractors
Construction, infrastructure, engineering, energy and project businesses needing planned mobilisation at scale.
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Industrial and manufacturing companies
Factories and industrial operators seeking technical, skilled, semi-skilled and production workforce.
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Healthcare and care providers
Hospitals, clinics, laboratories, care organisations and life-sciences employers, subject to professional licensing rules.
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Hospitality, tourism and facilities groups
Hotels, resorts, restaurants, catering groups, facilities-management providers and service operators.
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Logistics, transport and supply-chain companies
Warehousing, freight, aviation support, shipping, last-mile, fleet and supply-chain employers.
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Technology and professional-services firms
IT, software, engineering, finance, BPO and shared services, legal, research and specialist-service employers.
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Licensed recruitment and staffing partners
Only where legally permitted, licensed, disclosed, contractually controlled and approved by Mahatej. No uncontrolled sub-agent chains.
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Government, public and institutional employers
Where procurement, employment, immigration and public-sector rules permit an external recruitment partnership.
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Group companies and multi-country employers
Companies with workforce needs across subsidiaries, jurisdictions or recurring recruitment corridors.
What we ask of every partner
- Be a genuine, legally established organisation with authority to request recruitment services.
- Provide verifiable job information, employment terms, work location, salary and benefit details, and responsible contact persons.
- Meet destination-country sponsor, work-permit, labour and workplace obligations where they apply.
- Cooperate with KYC, sanctions, anti-bribery, human-rights and adverse-media checks proportionate to risk.
- Not request discriminatory, deceptive, illegal, exploitative or contract-substitution practices.
- Accept agreed worker-protection standards and transparent recruitment-cost allocation.
- If you are an intermediary, disclose your licence status, subcontractors, fee model and recruitment chain.
Partnership models
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Direct employer recruitment
Support for a named employer with one or more approved job orders.
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Project or volume recruitment
High-volume or phased recruitment for construction, manufacturing, hospitality, logistics, energy, facilities or other projects.
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Retained search and specialist hiring
Focused search for senior, niche, technical, licensed or hard-to-source positions.
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Recruitment process outsourcing (RPO)
Mahatej manages defined parts of the recruitment workflow under agreed governance and KPIs.
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Preferred recruitment partner
A framework arrangement for recurring manpower needs, with a service order for each campaign.
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Country or corridor partnership
Recruitment support for a defined origin-destination corridor after legal and operational approval.
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Agency-to-agency partnership
Permitted only where both parties are authorised, transparent and contractually controlled, and the chain does not weaken worker protections.
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Vendor or consortium support
A defined recruitment component within a larger project, consortium or managed-services arrangement.
Partnership process, from enquiry to renewal
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B2B enquiry
Submit company details, country, industry, hiring volume, job categories and expected timeline.
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Initial fit review
We confirm the requirement fits our approved service scope, geography and operating capacity.
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NDA and confidentiality
Signed where needed, before sensitive workforce plans, rates or technical data are shared.
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KYC and partner due diligence
We verify company registration, ownership and signatory details, licences, sanctions exposure and employer legitimacy.
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Job and workforce discovery
Job descriptions, headcount, skills, shifts, location, salary, benefits, contract term, accommodation, transport and mobilisation target.
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Recruitment corridor and legal review
We confirm the origin-destination pathway is lawful and identify required approvals, work permits and documentation.
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Solution design
Sourcing strategy, assessment method, interview model, timeline, reporting, replacement approach and partner responsibilities.
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Commercial proposal
Service fees, employer-paid recruitment costs, third-party disbursements, taxes, travel responsibilities and invoicing milestones.
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Master agreement and data terms
A B2B services agreement with confidentiality, privacy, ethical-recruitment and data-processing provisions.
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Service order approval
A campaign-specific order with approved job information, quantity, selection criteria and mobilisation conditions.
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Recruitment launch
Sourcing begins only after the assignment is approved and the job terms are documented.
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Delivery and governance
Sourcing through mobilisation, with agreed dashboards and escalation channels.
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Post-mobilisation review
Joining status, early attrition, complaints, replacement issues, welfare concerns and improvement actions.
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Partnership renewal
Licences, policies, pricing, service levels, countries and approved corridors are periodically revalidated.
Documents we ask for
The exact set varies by destination, industry and legal structure. This is a due-diligence and contracting checklist, not a universal statutory list.
Full partner due-diligence checklist 25
| Document or evidence | Why it is required | Typical status |
|---|---|---|
| Company incorporation or business registration certificate | Confirms legal existence and registered name. | Core |
| Current trade or commercial licence | Confirms authorised business activities. | Core |
| Recruitment or staffing licence, if the partner is an intermediary | Confirms legal authority to recruit or place workers. | When applicable |
| Tax, VAT or GST registration | Supports invoicing, tax and business verification. | Core; varies by jurisdiction |
| Registered office and operational addresses | Supports KYC and contract notices. | Core |
| Directors, owners and UBO information | Supports KYC, sanctions and integrity review. | Risk-based |
| Authorised signatory proof or board authorisation | Confirms authority to sign agreements and job orders. | Core |
| Company profile and organisation chart | Supports capability and employer review. | Recommended |
| Bank details and payment verification | Supports fraud-resistant invoicing and payment controls. | Before billing |
| Manpower requisition or approved headcount plan | Defines required positions and volumes. | Per campaign |
| Job descriptions and person specifications | Define duties, qualifications, experience and selection criteria. | Per role |
| Demand letter or job order | Documents employer demand in the form required by corridor rules. | When required |
| Power of attorney or recruitment authority | Authorises recruitment actions where law or procedure requires. | When required |
| Employment contract or offer-letter template | Shows salary, benefits, work location, hours, leave, term and other key conditions. | Per campaign |
| Salary and benefits schedule | Supports transparent candidate communication and offer controls. | Per campaign |
| Accommodation, transport and meal arrangements | Supports worker-welfare review where employer-provided. | When applicable |
| Workplace HSE and safety information | Supports safety due diligence and pre-departure briefing. | Risk-based; sector-specific |
| Insurance, medical and workers’ compensation information | Confirms benefit and risk allocation where applicable. | Jurisdiction-dependent |
| Work-permit, sponsor or establishment documents | Support legal employment and immigration processing. | Destination-dependent |
| Professional licence and credentialing requirements | Required for regulated occupations such as healthcare, engineering or aviation. | Role-dependent |
| Anti-bribery, human-rights and ethical-recruitment declarations | Set minimum conduct expectations and risk controls. | Recommended |
| Privacy and data-processing requirements | Define lawful candidate-data sharing and security responsibilities. | Core where personal data is exchanged |
| Subcontractor and sub-agent disclosure | Prevents undisclosed recruitment chains. | When applicable |
| Government, ministry or embassy approvals | Support country-specific lawful recruitment. | When required |
| References and prior recruitment history | Support risk-based partner due diligence. | Optional; risk-based |
Why Mahatej
Why employers choose Mahatej
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B2B-first operating model
The process begins with employer needs, legal corridor checks, agreed selection criteria and documented service orders, not speculative candidate marketing.
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75-industry coverage framework
A broad sector structure lets clients organise requirements from agriculture and construction to advanced technology, scientific and emerging industries.
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Structured selection methods
Role scorecards, document gates, assessments and interview workflows help employers compare candidates consistently.
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Ethical recruitment focus
Our standards follow fair-recruitment principles: transparent employment terms, freedom of movement and access to remedy.
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Global destination structure
One structure supports multiple continents and countries, showing only approved corridors as live.
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Scalable workforce delivery
Suitable for single specialist hires, recurring requirements, project recruitment and multi-role mobilisation under defined governance.
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Transparent reporting
Reporting covers sourcing, shortlist, interviews, selections, documentation, mobilisation and exceptions.
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Partner due diligence
Client and recruitment-partner verification reduces fraud, job-order, sanctions, fee and worker-protection risks.
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Data protection by design
Candidate and client data is handled with purpose limitation, access controls, retention rules and secure transfer practices.
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Long-term partnership approach
Periodic performance reviews, corrective actions and renewed service orders support sustainable business relationships.
Compliance
Trust and compliance
Our recruitment standards are designed around applicable legal and ethical requirements.
What we do not do
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No hidden fees
Fees, employer-paid costs and third-party disbursements are agreed and disclosed in writing.
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No contract substitution
Material terms do not change after selection without written disclosure and genuine consent.
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No passport retention
Identity documents are not held beyond a necessary, lawful processing period.
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No trafficking or forced labour
We screen for coercion, debt bondage, deceptive recruitment and restricted movement.
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No undisclosed sub-agents
Every partner in the recruitment chain is approved, bound in writing and auditable.
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No guaranteed outcomes
Vacancy, selection, medical clearance, visa, work permit and joining date are never promised unless written into a signed contract.
Our recruitment standards 24
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Ethical recruitment and human rights
Recruit lawfully and fairly. Deception, coercion, forced labour, trafficking, document confiscation and abusive recruitment practices are prohibited.
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Recruitment fees and employer-pays
The international best-practice standard is that workers and jobseekers do not bear recruitment fees or related costs. Where local law differs, we adopt the stricter applicable standard.
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Job authenticity and employer due diligence
We verify employer identity, job order, worksite, responsible contact, employment terms and recruitment authority before sourcing.
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No contract substitution
Material employment terms are not changed after selection without lawful process, written disclosure and genuine worker consent.
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Freedom of movement and passports
Original identity documents are not retained beyond a necessary, lawful processing period; custody is documented and voluntary.
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Anti-trafficking and forced labour
We screen for coercion, debt bondage, deceptive recruitment, restriction of movement and exploitative employment conditions.
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Child labour and minimum age
We recruit only persons who meet the lawful minimum working age and any higher occupational age requirements.
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Equal opportunity and non-discrimination
We use job-related criteria, comply with applicable anti-discrimination law and reject unlawful demographic preferences.
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Health, safety, welfare and accommodation
We review material safety and welfare information for higher-risk assignments and escalate serious concerns.
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Candidate data protection and privacy
Personal data is processed lawfully, fairly and transparently, with purpose limitation, data minimisation, accuracy, retention and security controls.
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Information security and cybersecurity
Access control, secure storage and transfer, incident response, vendor controls, MFA and other appropriate safeguards.
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Background checks and verification
Checks are consent-based, lawful, proportionate and relevant to the role and destination.
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Medical data
Medical and health information is treated as sensitive: access is limited and use is confined to lawful job or immigration purposes.
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Sub-agent and third-party recruitment
No undisclosed recruitment chains. Partners are approved, licensed where required, contractually bound and auditable.
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Anti-bribery and gifts
Bribes, kickbacks and improper facilitation are prohibited; gifts and hospitality thresholds and approvals are defined.
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Sanctions, KYC and financial crime
Proportionate checks on employers, owners, counterparties, payment channels and high-risk jurisdictions.
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Complaints, grievance and remedy
Accessible channels, retaliation-free investigation and effective remedy where harm is confirmed.
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Job advertising and marketing
We publish accurate, employer-approved job information, distinguish vacancies from capability pages and prohibit visa or placement guarantees.
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Responsible AI in recruitment
AI may support sourcing or administration but does not make opaque, discriminatory or unreviewed high-impact selection decisions.
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Records retention and audit
We keep the evidence needed for contracts, recruitment decisions, finance and compliance, then securely delete data on defined schedules.
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Business continuity and incident management
Planning for system outages, travel disruption, partner failure, regulatory change, emergencies and data or security incidents.
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Quality management and continuous improvement
We measure service KPIs, audit cases, record non-conformities, run root-cause analysis and apply corrective and preventive actions.
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Destination information accuracy
Country, visa and work-permit information is dated, sourced and reviewed. Government rules take precedence over website summaries.
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No guarantee
No guarantee of vacancy, employer selection, medical clearance, visa, work permit, joining date, salary revision or immigration outcome unless expressly written into a signed contract.
Questions
Employer and partner questions
Do you work with individual jobseekers through this page?
No. This page is for employers, clients, companies and approved business partners. Individual candidate services, if offered, are kept in a separate channel.
Do you recruit worldwide?
We present a multi-country service model, but each active recruitment assignment depends on lawful recruitment authority, approved partners, employer demand and destination-country immigration and labour rules.
Can you guarantee visas or work permits?
No. Government authorities control visa and work-permit decisions. We coordinate documentation and authorised providers without guaranteeing outcomes.
Can you recruit across all 75 industries?
The 75-industry list is a capability framework. We accept recruitment only where we have suitable sourcing, assessment, partner and legal capacity for the specific role and destination.
How do you select candidates?
Using client-approved eligibility criteria, document review, role-specific assessments, structured interviews, scorecards and employer final selection.
Who pays recruitment fees?
The recommended international ethical standard is an employer-pays model for recruitment fees and related costs, with any lawful personal expenses transparently disclosed and controlled.
What documents do employers need to provide?
Core company KYC plus campaign documents such as the job order, job descriptions, employment terms, authorised signatory evidence and destination-specific approvals.
Can another recruitment agency partner with Mahatej?
Potentially, but only if the agency is lawfully authorised where required, fully disclosed, approved after due diligence, and agrees to ethical recruitment and no uncontrolled sub-agent chains.
How do you protect candidate data?
Through purpose limitation, data minimisation, consent and legal-basis controls, restricted access, secure transfer, retention schedules and contractual data-protection duties.
What happens if a candidate withdraws?
The agreed Service Order defines replacement or re-sourcing terms. Individual candidate behaviour cannot be guaranteed.
Can job terms change after selection?
Material changes require lawful, transparent written disclosure and genuine consent. Unauthorised contract substitution is prohibited.
How do you report recruitment progress?
Reporting covers sourcing volume, screened candidates, shortlist, interviews, selections, document status, mobilisation status, blockers and SLA performance.
Enquiry
Submit your workforce requirement
Business development reviews every requirement before any recruitment starts. Employers and business partners only.
What happens after you submit
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Fit review
We confirm whether the requested service, markets, volumes and operating model are within our capability and compliance scope.
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Due diligence
Legal entity, licences, ownership, reputation and sanctions checks proportionate to the risk of the engagement.
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Commercial and data terms
Scope, exclusions, commission or fee basis, taxes, pass-through charges, data roles, retention and security controls.
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Contract and pilot
Master agreement and service order, then a controlled pilot before scaling geographies, volumes or service lines.