Employer questions, answered

Fill in the form on the website or call +380 77 228 72 28. We arrange a short call to define the roles, headcount, pay and working conditions and accommodation. Then we send an offer and a contract – signed electronically, with no office visit needed.

No. We run both one-off recruitment (single roles and specialists) and mass recruitment for dozens or hundreds of people. Larger projects get a dedicated coordinator.

Every client has one lead coordinator responsible for recruitment, documents, deadlines and communication with the authorities. You are never passed between departments.

Yes, nationwide. Document verification and contracting are handled centrally, and relocation is planned around your specific site.

We recruit in more than 20 countries: the Philippines, India, Nepal, Bangladesh, Vietnam, Indonesia and Sri Lanka in Asia; Kenya, Uganda, Ethiopia, Morocco and Zimbabwe in Africa; Ukraine, Moldova, Georgia, Belarus, Kazakhstan and Uzbekistan in the East; Colombia, Guatemala and Argentina in Latin America.

We define the role, pre-select candidates in their home country, verify documents and experience, arrange online interviews with the employer, prepare the contract and finally organise the flight, transfer and onboarding at your site.

As standard we run pre-selection only: we verify experience, documents and references and interview the candidate. Practical or language tests are optional and delivered for an extra fee, at the employer's explicit request.

Yes. We present a shortlist with profiles, experience and interviews. The hiring decision always stays with the employer – we never assign people without your approval.

Workers from Asia and Africa usually speak basic to communicative English; candidates from Eastern Europe typically speak Russian and often some Ukrainian. On mixed crews it helps to appoint an English-speaking team leader – we help you set that up.

Most often: production operators, warehouse and forklift operators, MIG/MAG/TIG welders, fitters and steel structure assemblers, general construction workers, steel fixers and formwork carpenters, electricians and maintenance mechanics, installation and finishing crews, food processing, agriculture, hospitality staff and C+E drivers.

For candidates from Asia, Africa and Latin America realistically 1–3 months from contract to arrival – most of that time is document verification and travel arrangements outside the agency's direct control. For Eastern Europe it is usually 4–8 weeks.

We usually present the first shortlist within 72 hours of agreeing the requirements, with online interviews in the following days.

Document processing times, missing information on the employer's side (working conditions, accommodation details) and seasonal peaks in applications. We report status continuously and chase deadlines.

If you need people sooner, we propose candidates from Eastern Europe or candidates already working in Ukraine who change employer – then the start is measured in weeks, not months.

In most cases: verified candidate documents and qualifications, a transparent contract in a language the worker understands, and role, pay and accommodation details from the employer. We verify candidate documents and skills in the country of origin, before departure.

Yes. We verify candidate documents and competences, prepare the contract and quote, and coordinate the flight, transfer, accommodation and onboarding at your site. You only need to approve the candidates.

Terms of cooperation are set out in the contract before the project starts: scope of services, timeline, price and each party's responsibilities. A coordinator makes sure the agreement is followed at every stage.

A replacement guarantee applies: if a candidate does not meet the agreed requirements within the set period, we find a replacement at no extra sourcing cost.

It depends on the country of origin, qualifications, headcount and scope (recruitment only, or the full package with relocation and accommodation). We quote after the requirements call – every item is agreed up front, with no hidden fees.

Typically medical checks and safety training, plus accommodation if it was promised in the employment terms. The split is defined in the contract.

No. We do not charge candidates for finding work – as a recruitment agency we are paid by the employer, never by the candidate.

Settlement is staged and tied to project milestones (recruitment start, candidate approval, worker arrival). The payment schedule is part of the contract.

With permanent recruitment, yes – the worker signs directly with your company while we handle sourcing, verification and document checks.

The worker is employed by the agency and assigned to the user employer. It fits seasonal peaks and variable demand – payroll, HR and documents stay on our side.

In outsourcing we take over a defined process (packing, co-packing, line operation) together with the crew and a coordinator, and we are settled on results. In temporary work we supply people into your own work organisation.

Yes, it is a common scenario. Transfer terms are agreed in the contract from the start.

We do. We plan the flights, meet the workers at the airport and drive them to their accommodation and to the plant on their first day.

We help find and arrange housing that meets the requirements for foreign workers, in agreement with the employer. We can also coordinate accommodation and commuting.

We provide welcome materials in the worker's language, support registration, bank account and tax number formalities, and the coordinator stays in touch with both the worker and the supervisor during the first weeks.

Yes. We brief supervisors and team leaders on organising work, safety instructions and schedules to avoid misunderstandings. This usually decides whether the crew stays long term.

Yes. If a worker does not meet expectations within the agreed trial period, we provide a free replacement. Scope and duration are written into the contract.

We start the replacement procedure on contract terms and in parallel review the cause – usually accommodation, scheduling or communication, all of which can be fixed.

We process data under GDPR, solely to deliver recruitment and document verification. Details are in our privacy policy.

Yes – Primework Group operates as a registered recruitment agency and follows the applicable employment regulations.