One-off recruitment
The direct model: we find, verify and bring in the worker, and you employ them directly in your company. You pay once – for a successful hire – and start building your own permanent team from day one.
- A one-off fee instead of a permanent margin
- Verification and relocation handled by us
- Candidates from Asia and Eastern Europe
- Free replacement recruitment guarantee
- Employment model
- Direct
- Scale
- 1–30 workers
- Lead time
- 1–3 months (Asia)
- Billing
- One-off fee
- Guarantee
- Replacement hire
What one-off recruitment means
Also called direct recruitment. Your company signs the employment contract directly with the worker – no intermediary in the employment structure. We take care of everything that happens before the first working day: finding the right person, verification, paperwork and relocation.
You employ
Employment contract, pay and supervision stay with your company.
We recruit
Sourcing, qualification checks, document verification and relocation of the candidate.
You pay once
A one-off success fee for the hire, with no ongoing margin.
Who this model is for
Manufacturing and construction
You need specific people for specific roles, not a rotating agency crew.
Teams of 1–30 people
The scale where candidate fit, certificates and retention matter most.
Companies thinking long term
A single fee instead of a permanent margin – for multi-year employment this is the cheapest model.
Employers building a core team
You want your own workforce, promoted foremen and training invested in your own people.
What exactly we handle
Six areas we take over completely. What stays with you is choosing the candidate and preparing the workplace.
Sourcing and vetting
Role profile, sourcing through licensed partners, verification of experience, certificates and references, plus a language assessment.
Shortlist presentation
You receive complete profiles with CVs, certificates and a recruiter's note. Video interviews arranged on request.
Verification and documentation
Document checks, qualification verification, contract preparation and cost transparency for the whole group.
Relocation and arrival
Tickets, airport transfer, help with accommodation and settling-in support during the first days.
On-site onboarding
Health and safety materials in the worker's language and a foreman-interpreter for larger groups.
Documentation and follow-up
A complete, verified document file for every worker, plus ongoing coordinator support during the assignment.
Six stages – from the first call to day one
- 01
Discovery call and role profile
Day 1–5We agree the scope of duties, required certificates, pay, shift system and accommodation conditions.
- 02
Quote, timeline and contract
Week 1–2We present the full budget and stage deadlines. The process starts only after approval and signature.
- 03
Recruitment and shortlist
Week 2–5Pre-selection with our partner in the source country, document checks, candidate presentation and your decision.
- 04
Candidate approval
Week 4–6You review the verified shortlist, confirm the candidates and the contract terms are finalised.
- 05
Relocation preparation
Week 6–10Flights, transfer and accommodation are booked and confirmed ahead of arrival.
- 06
Arrival and first day
Week 10–12Transfer, accommodation, safety training and on-the-job onboarding with coordinator support.
Recruiting a foreign worker step by step – verification and relocation
The question employers ask most often is what exactly has to be arranged before a foreign worker starts. Below is the full path we run for you – from candidate verification, through contract and cost transparency, to relocation and onboarding after arrival.
Candidate verification
Document checks, verification of qualifications, employment history and references, plus a language assessment before any offer is confirmed.
Contract and cost transparency
A written contract with role, working time and pay agreed upfront, translated into a language the worker understands, together with a full breakdown of costs before travel.
Flight and transfer
Tickets, airport pick-up and transfer to accommodation arranged and coordinated for the whole group.
Accommodation
Housing arranged before arrival, with clear terms and cost-sharing rules agreed with you in advance.
Onboarding support
A coordinator accompanies the worker through the first days: registration with your team, workplace induction and settling in.
Ongoing care and retention
Regular check-ins during the first months and a replacement guarantee if the worker leaves or does not meet agreed requirements.
All of these steps are part of one service – the employer signs a power of attorney and provides company data, and the rest is handled by our coordination team together with our partner in the candidate's home country.
What stays on the employer's side
Even with full recruitment and relocation support, a few obligations remain with the hiring company. Worth knowing before the first worker walks onto the shop floor.
Signed contract before work starts
A written contract before work starts, translated into a language the worker understands, on the terms agreed during recruitment.
Payroll and tax filings
Registration and settlement of contributions and pay on the same basis as for local employees.
Accommodation and living conditions
Housing arranged before arrival, with clear cost rules and cost information given before departure.
Health and safety onboarding
Workplace induction, safety training and workstation instructions in the worker's language.
Keeping the coordinator informed
Letting us know about any change in role, working time or pay so records and support stay accurate.
How long it really takes
Timings depend mainly on the candidate's country of origin and the complexity of the role.
1–3 mo.
Asia: the Philippines, India, Nepal, Bangladesh, Sri Lanka, Indonesia
3–8 wks
Candidates already staying in Ukraine
1–2 wks
Typical time to verify and approve a shortlist
For larger groups the stages overlap, so each following batch of workers arrives faster than the first one.
How billing works
One success fee, paid in instalments tied to milestones. Official and relocation costs are billed separately at actual amounts.
Recruitment fee
Agreed upfront, based on the role, country and headcount. Paid in instalments: on signing, on candidate approval and on arrival.
Flights and relocation
Air ticket, airport transfer and first formalities on site – billed against invoices.
Accommodation
On the employer's side. We help find suitable housing and set clear cost-sharing rules.
Where we recruit workers from
Six destinations where we work with our own partners and proven sourcing channels. The country determines which trades are available, the level of English and the realistic arrival schedule.
Workers from the Philippines
English-speaking, strong work culture: manufacturing, logistics, hospitality and care.
Workers from India
A broad pool of technical specialists, welders, electricians and machine operators.
Workers from Nepal
Very low turnover, proven in production, warehousing and construction.
Workers from Bangladesh
High availability of candidates for manual roles and production lines.
Workers from Sri Lanka
Candidates with NVQ certificates, strong in processing, catering and construction.
Workers from Indonesia
A growing destination – manufacturing, food industry, warehouses and hospitality.
Roles we recruit most often
The one-off model works best where specific licences and hands-on experience matter more than sheer headcount.
Manufacturing and industry
CNC operators, line workers, quality control and maintenance mechanics.
Construction
Steel fixers, carpenters, bricklayers, steel-structure fitters and certified MAG/TIG welders.
Logistics and warehousing
Warehouse staff, forklift operators with UDT licences and order-picking teams.
Food processing
Deboners and trimmers, slaughter, packing and cold-store staff with sector experience.
HoReCa and hotels
Kitchen porters, cooks, housekeeping and guest service – especially English-speaking candidates.
Care and services
Elderly carers, cleaning staff and facility service workers.
One-off recruitment, temporary work or outsourcing
The three models differ mainly in who the employer is and how the cooperation is billed.
| One-off recruitment | Temporary work | Outsourcing | |
|---|---|---|---|
| Who is the employer | Your company | Primework | Primework |
| Billing model | One-off fee | Hourly rate | Service / outcome based |
| Work supervision | Your company | Your company | Primework coordinator |
| HR and payroll | On your side | On our side | On our side |
| Best for | Core team, 1–30 people | Seasonal and peak demand | A separated process or line |
What we guarantee
Free replacement recruitment
If the worker leaves or does not meet the agreed requirements within the guarantee period, we run a new recruitment for the same role at no extra fee.
Pricing with no hidden costs
Every item – agency fee, flight and relocation – is listed in the offer before the contract is signed.
One coordinator
A single person guides you through the whole process: from the role profile to the 90-day review.
Full transparency
Clear contracts, agreed costs and a complete, verified document file for every worker.
Photos from single-role recruitment
Interviews and document verification carried out by our recruitment team.
Frequently asked questions
How is one-off recruitment different from outsourcing?
With one-off (direct) recruitment the worker is employed directly by your company – on your contract, in your structure and under your management. We are responsible for finding, verifying and bringing in the candidate. With outsourcing the worker stays on our contract and you pay for the service and its outcome.
How many people can I hire in this model?
The model works from a single hire up to teams of a few dozen. Most projects cover 1–30 workers for specific roles – wherever candidate fit matters more than sheer scale.
How long does the whole process take?
For candidates from Asia (the Philippines, India, Nepal, Bangladesh, Sri Lanka, Indonesia) realistically 1–3 months from signing the contract to the first working day. For candidates already in Ukraine or from Eastern Europe – usually 3–8 weeks.
How is the service billed?
A one-off success fee agreed upfront and paid in instalments tied to process milestones. Flights, transfer and accommodation are billed separately at actual cost. The full calculation is presented before the start – with no hidden items.
Do I get a guarantee on the worker?
Yes. Within the agreed guarantee period, if the worker leaves or does not meet the agreed requirements, we run a free replacement recruitment for the same role.
Who handles the recruitment and relocation formalities?
We do. We run sourcing and pre-selection in the source country, document and qualification verification, contract preparation, flights, transfer and accommodation, plus onboarding support once the worker arrives.
Do I have to provide accommodation?
In practice yes – it is the market standard for foreign workers and often decides whether a candidate accepts the offer. We help arrange suitable housing and set clear cost-sharing rules.
Can I see the candidates before deciding?
Yes. We present a shortlist of verified profiles with experience, certificates and a language assessment, and arrange video interviews on request. The hiring decision is always yours.
How much does one-off recruitment of a foreign worker cost?
The total cost has two parts: the one-off success fee for the hire, and flights plus relocation costs billed at actual cost. We present an itemised quote before the contract is signed, so you know the budget for the whole process upfront.
What does candidate verification involve?
Every candidate goes through document checks, verification of qualifications and employment history, and a language assessment. You receive a shortlist of verified profiles and make the final hiring decision.
How is the candidate's fit for the role confirmed?
We build a role profile with you covering duties, required experience and pay, then run sourcing and pre-selection against that profile. You review the shortlist and approve candidates before any relocation steps start.
How do you ensure contract and cost transparency?
The employment contract, pay, working time and all costs are agreed and documented before the worker travels, with translations provided in a language the worker understands. There are no hidden items added later.
Tell us who you are looking for.
We reply within 48 hours with candidate options, costs and a timeline – no commitment and no upfront fees.