Flexible and personalized
HR solutions – tailored to your company

On average, you should plan with at least 3–4 months, with the largest portion of this time dependent on processing times of various state or related agencies, which are beyond our control. How quickly we can provide an employee also depends heavily on the job role, recruitment region, number of workers, the location of accommodation and workplace, and several other factors.

Our company handles all possible tasks on behalf of our clients. The only unavoidable responsibilities for you are a few initial and ongoing consultations, interviews with candidates (if requested), and the usual administrative tasks when the new employees arrive. Naturally, the extra effort required from all parties for smooth integration cannot be avoided, but this additional effort pays off in the long run.

Since our company offers personalized, comprehensive HR solutions, every case is different. Therefore, we can provide an accurate quotation only after discussing your specific circumstances and needs.

In the case of ordering for one or two people, the additional costs can be so high that, in most cases, recruitment is not economically rational. Unless there is a specific requirement to be met, for efficiency and stability we usually recommend a minimum of 5 people – although the exact number can of course vary, depending on the circumstances.

In every EU country, employees must be paid at least the local minimum wage. In addition, some countries, such as the Philippines, have their own minimum wage system, which the employee’s net salary cannot fall below, even if the host country’s regulations would allow it. Other factors can also influence the salaries of foreign employees at individual companies. We, of course, review and clarify these factors during preliminary consultations.

In most cases, the client is responsible for providing accommodation, though not necessarily free of charge. Additionally, the client must have this information from the very start of the recruitment process, as the type, quality, and cost of the accommodation need to be communicated early on to both the prospective employee and, for example, the Immigration Office.

Since English is the spoken language in both of our main recruitment countries, most of our recruits speak English, at least at a basic communication level. In the former Soviet countries, Russian is the commonly spoken language. If our clients have specific language requirements, we naturally take these into account during the recruitment process.

Candidate selection is always conducted in person and thoroughly verified through our established, extensive recruitment network. Unsuitable applicants are filtered out during the selection process, so only those who truly meet the requirements move forward. If an employee still proves unable to integrate into their new workplace, we will, depending on the agreement, replace them free of charge either for a specified period or for the entire duration of their stay, under our guarantee.

These individuals come to work because they want to support their families, which they cannot do—or cannot do adequately—on their home-country wages. Some even take out loans to be able to come and work. This serves as a strong motivation for them, and experience shows that if workers are treated well, they will fulfill the required tasks and are often willing to work overtime as well.

Short answer: yes. Longer answer: challenges can occur even without cultural differences, because anyone who works with people knows that such issues can arise even when employing only local workers. Experience shows that if the company makes an effort to ensure a smooth integration, and the employee is properly prepared for the conditions and expectations, the onboarding and team cohesion process goes much more smoothly. However, it’s important to clarify that everyone involved needs to put in extra effort, especially during the initial period.

There is no guarantee, as no one can be “tied” to their workplace. However, we have a strategy that we have been using for years which, as much as possible, reduces the likelihood that employees will simply leave. Naturally, we take every measure to prevent this scenario, but occasionally employees do leave, even knowing the consequences. If this happens within the guarantee period, we will replace these employees free of charge under the terms of the guarantee.