Overseas Manpower Recruitment Agency for Employers Hiring Across Borders
Alliance sources, screens and deploys permanent staff from India, the Philippines, Nepal and other supply markets into employers across the Gulf, Europe, North America and Asia-Pacific. Licensed recruitment, documentation and mobilisation handled end to end. 16+ years, 36+ countries.
Our overseas recruitment specialists manage candidate sourcing, trade testing, document verification, medical coordination, visa support, and pre-departure formalities. This gives employers a controlled hiring process with qualified workers ready to mobilise to the required country and role.
16+ Years Of Experience
550,000+ Placements Delivered
36+ Countries Served
350+ Expert Teams
50+ Top Level Positions
What Is Overseas Manpower Recruitment?
Overseas manpower recruitment is the sourcing, screening, documentation and deployment of staff from one country to work permanently for an employer in another. The agency manages candidate identification, verification, medical and visa processing, and mobilisation. The employer hires the worker directly.
That last sentence is the important one. Alliance is a recruitment agency, not a labour supply company. We do not employ your staff and hire them out to you. Every candidate we place joins your payroll on a permanent contract, under your management, with your terms.
The problem this solves is a specific one. An employer in Doha, Muscat or Rotterdam needing thirty skilled workers cannot practically run sourcing across Kerala, Manila and Kathmandu themselves, nor navigate emigration clearance, attestation, medicals and visa stamping in three jurisdictions at once.
Our scope covers requirement definition, sourcing in the supply market, technical and trade testing, interview coordination including client panels travelling to source, offer issuance, documentation, medicals, visa processing and departure. We do not handle post-arrival employment administration, because the worker is your employee from day one.
For the wider service, see our overseas recruitment agency page.
Overseas Manpower Services Built Around Deployment, Not Just Sourcing
Most overseas manpower agency propositions end at the shortlist. The reason overseas hiring fails is almost never sourcing. It is the eleven weeks between offer and arrival, where attestation stalls, a medical comes back unfit, or a visa quota closes. As an overseas manpower recruitment agency we are measured on arrivals at your site, not CVs in your inbox.
How Long Does Overseas Manpower Recruitment Take?
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Sourcing and shortlist: 2 to 4 weeks.
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Trade testing and client interviews: 1 to 2 weeks.
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Offer, documentation, attestation, medicals and visa processing: 4 to 10 weeks depending on destination and nationality.
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How Much Does Overseas Manpower Recruitment Cost?
Employer-side fees are typically a percentage of first-year salary for skilled and professional roles, or a fixed per-candidate fee for volume trade recruitment.
Visa, medical, attestation and travel costs sit with the employer and vary sharply by destination.
What We Offer in Overseas Manpower Recruitment
Sourcing in the supply market, not from a database
Recruitment teams operating in India, the Philippines and other source countries, running trade tests and in-person screening rather than forwarding CVs collected online.
Documentation managed as a tracked process with named ownership
Emigration clearance, attestation, police clearance, medicals and visa stamping, each with a status you can see. The single most common reason an overseas hire fails is a document nobody was watching.
Trade and technical testing before you interview
Welders weld, electricians are tested, drivers drive. You should never be the first person to discover a candidate cannot do the job.
Client interview panels hosted in the source country
Where volume justifies it, we arrange venue, candidate logistics and scheduling so your team interviews forty people in three days rather than forty video calls across six weeks.
Replacement cover if a candidate does not arrive or does not stay
Terms depend on role and destination and are written into the agreement rather than assumed.
Licensed recruitment, with the licence numbers on the contract
Overseas recruitment is a regulated activity in most source countries and unlicensed operators expose the employer, not just themselves. Ask any agency for their licence before you ask for their rates.
Our Overseas Manpower Recruitment Process
Requirement and Feasibility (Week 1)
Roles, quantities, skill standards, salary and destination. We check visa quota availability and nationality restrictions before sourcing begins, because there is no point shortlisting a nationality your destination will not issue visas for this quarter.
Source Market Sourcing and Screening (Weeks 1 to 4)
Our in-country teams source, screen and trade-test against your standard. You receive verified profiles with test results attached, not CVs.
Client Interview and Selection (Weeks 4 to 6)
Video panels, or an in-person selection drive in the source country where volume justifies it. Selection decisions are yours.
Documentation, Medicals and Visa (Weeks 6 to 14)
Offer issuance, contract attestation, emigration clearance, medical examinations, police clearance and visa processing. This is where overseas hiring actually fails, and it is the phase we report on weekly. Expect a proportion of selected candidates to fall out at medical stage. Plan a buffer of 10 to 15 percent on volume mandates.
Mobilisation and Arrival (Weeks 12 to 16)
Travel booking, pre-departure briefing, arrival coordination. The candidate becomes your employee on arrival and all employment administration transfers to you.
Post-Arrival Follow-Up
We confirm successful arrival and joining, then follow up during the initial period to identify any documentation, accommodation, role, or onboarding issues before they affect retention.
Planning an Overseas Workforce?
Get a realistic mobilisation timeline before you commit, with documentation and visa requirements assessed upfront.
Who We Serve
Employers with a project mobilisation date they cannot move
a plant, hotel or site opening on a fixed day, needing a defined headcount on the ground before it.
Companies whose local labour market cannot supply the skill
where the trade or specialism simply does not exist in sufficient numbers domestically.
Employers who have used an unlicensed agent before
usually after candidates arrived on the wrong visa category, or did not arrive at all, and who now want licences and process documented before signing.
Businesses hiring the same roles repeatedly across quarters
where a standing sourcing pipeline costs less than a fresh scramble each time.
Employers hiring into more than one destination
running Qatar and Oman mobilisations at once and wanting one agency rather than one per country.
Companies whose last overseas hire took nine months
where the sourcing was fine and the documentation was not, and the requirement now is process visibility rather than more CVs.
Where We Recruit From, and Where We Deploy To
India
Our largest source market, with recruitment operations in Chennai, Kochi, Mumbai, Delhi, Kolkata, Bangalore, Hyderabad, Madurai and Trichy covering trade, technical, hospitality, healthcare and professional roles.
Philippines
Skilled trades, hospitality, healthcare and maritime, under POEA-compliant processing. See our manpower agency Philippines operation.
Nepal, Sri Lanka and Bangladesh
Trade and general skilled categories where destination quota permits.
Gulf destinations
Qatar, Oman, Saudi Arabia, UAE, Kuwait and Bahrain. The largest destination bloc by volume, with the most demanding documentation requirements.
Europe
Skilled trade and healthcare deployment where work permit routes exist, subject to language and qualification recognition.
North America
Professional and specialist categories only. Trade and general categories are not practically deployable to the US or Canada through this route and we will tell you so rather than take the mandate.
Asia-Pacific and Africa
Project-based deployment for construction, energy, logistics and hospitality.
Sectors covered
Construction and infrastructure, oil and gas, manufacturing, hospitality and catering, healthcare, logistics and transport, facilities management, retail and IT.
The Alliance Advantage in Overseas Manpower Recruitment
Recruitment, not labour supply: Your hires join your payroll on permanent contracts. We do not employ workers and hire them out, and if that is what you need we are the wrong provider.
Licensed, with numbers on the contract: Overseas recruitment is regulated in most source countries. Unlicensed operators create liability for the employer.
In-country teams in the source markets: running physical trade tests rather than forwarding online CVs.
We quote the arrival date, not the shortlist date: Eight to sixteen weeks brief to arrival, with the visa phase counted honestly.
Weekly documentation reporting during the visa phase: The phase where overseas hiring fails is the phase most agencies go quiet on.
Feasibility checked before sourcing starts: Visa quota and nationality restrictions verified first. We have declined mandates at this stage because the destination would not issue the visas, which is a better outcome than four weeks of wasted sourcing.
Why Choose Alliance as Your Overseas Manpower Recruitment Agency?
The overseas manpower market has a structural honesty problem. Agencies compete on how fast they can produce a shortlist, when the shortlist is the easy part. Sourcing thirty welders from Kerala takes a fortnight. Getting thirty welders through attestation, medicals and Qatari visa stamping takes two to three months, and that is the part that decides whether your site is staffed in March or June.
We quote the second number. It costs us mandates against agencies quoting the first, and it is the only figure that matters to an employer with a mobilisation date.
The second difference is where our people sit. Our recruitment teams operate inside the source markets rather than sourcing India from Dubai, which is why we can trade-test a candidate before you see the profile. Our overseas manpower consultancy in Chennai operation is the largest of these.
We are the wrong choice in three situations. If you need workers on your site in under eight weeks, no compliant overseas route will deliver that. If you want an agency to employ the workers and invoice you hourly, that is labour supply and we do not provide it. And for single senior appointments, executive search is the right instrument. For Gulf destinations specifically, see manpower Middle East.
Our Client Reviews
Alliance helped us source skilled manpower for our overseas operations within a demanding timeline. Their screening process and coordination made it much easier to identify candidates who matched our workforce requirements.
We needed to mobilise a large workforce across multiple overseas locations, and Alliance managed the recruitment process professionally. Their team kept us updated throughout sourcing, screening and deployment.
Alliance provided us with reliable manpower solutions for our international projects. The candidates were properly screened, communication was consistent, and the recruitment process was handled with a strong focus on our hiring requirements.
Awards
Meet Our Leadership Team
Molly Anderson
Franchise Lead | Recruitment Franchise
Alex George
General Manager | RPO & Enterprise Recruitment
Nikki Miller
Head of Recruitment | Recruitment & Staffing
Frequently Asked Questions
Overseas manpower recruitment is the sourcing, screening, documentation and deployment of staff from one country to work permanently for an employer in another. The agency manages sourcing and processing. The employer hires the worker directly.
We recruit permanent staff. Every candidate joins your payroll on a permanent contract under your management. Alliance does not employ workers and hire them out.
Realistically 8 to 16 weeks from brief to arrival. Sourcing and shortlist take 2 to 4 weeks, interviews 1 to 2 weeks, and documentation, medicals and visa processing 4 to 10 weeks depending on destination and nationality.
Employer-side fees are typically a percentage of first-year salary for skilled and professional roles, or a fixed per-candidate fee for volume trade recruitment. Visa, medical, attestation and travel costs sit with the employer and vary by destination.
Primarily India and the Philippines, with Nepal, Sri Lanka and Bangladesh where destination quota permits.
Qatar, Oman, Saudi Arabia, UAE, Kuwait and Bahrain in the Gulf, plus Europe, North America, Asia-Pacific and Africa across 36+ countries. Trade and general categories are not practically deployable to the US or Canada.
We manage emigration clearance, contract attestation, police clearance, medicals and visa processing, reported weekly. Visa and processing costs sit with the employer.
Some proportion will. We recommend a 10 to 15 percent buffer on volume mandates and re-source failed candidates within the original engagement.
Yes. Overseas recruitment is regulated in most source countries and our licence numbers appear on the contract. Ask any agency for theirs before discussing rates.
Yes. Where volume justifies it we arrange venue, candidate logistics and scheduling for in-person selection drives.
Yes, on terms written into the agreement, varying by role and destination.
Send the requirement with roles, quantities, skill standard, salary and destination. We check visa feasibility first and return a realistic arrival date before sourcing begins.
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