Who are our candidates?
Skilled and semi-skilled workers from across North Africa, the Gulf and East and West Africa — screened against your brief before anyone reaches a shortlist, with documentation prepared for the destination country.
- Screened before shortlist
- Documents verified at source
- Seven sectors, eight destinations
The workforce we represent
Six things that hold true of the candidates we put forward, whichever market they come from.
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Skilled and semi-skilled
Trades, operatives and support roles — the categories European employers struggle hardest to fill domestically.
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Documented and checkable
Passports, certificates and licences are collected and checked before a candidate is put forward, not after.
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Assessed for language
Language is verified against the level your site actually works in, rather than taken from a CV.
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Available to travel
Candidates confirm the dates they can genuinely start before they are matched to a brief.
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Sector-experienced
Matched on the work they have actually done, described by task rather than by job title.
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Prepared for relocation
Briefed on the destination, the role and the contract before they accept it.
What screening establishes
A shortlist is only useful if it can be trusted. Screening happens before you see a candidate, and it is what makes the shortlist short.
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That the experience is real
Work history is checked against the brief — the tasks a candidate has done, not the title they held.
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That the documents exist
Certificates and licences are seen and recorded at source, so a requirement is never discovered missing at the border.
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That the language level is honest
Assessed in conversation against the site’s working language, because an inflated level costs the placement rather than winning it.
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That the availability is real
A candidate confirms the dates before matching, so a start date does not move once you have accepted them.
Hire from
Six sourcing markets, each with its own languages, training background and sector experience. Which one a brief is filled from is a logistics question — visas, travel and the language your site works in — and we settle it with you.
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Tunisia
An established vocational training system and widespread French alongside Arabic, within short travel distance of southern Europe.
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Egypt
One of the region’s largest labour markets, with long-standing technical and engineering education and extensive experience of working abroad.
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Morocco
Widespread French, Spanish across the north, and deep experience in agriculture, hospitality and construction — the closest source market to the Spanish mainland.
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Algeria
A large young workforce with French alongside Arabic, and an industrial and construction base that produces site-ready trades.
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GCC Residents
Candidates already living and working in the Gulf states, used to multinational sites, formal safety regimes and English as a working language.
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African Workforce
A regional sourcing option across Ethiopia, Kenya, Niger and Mali, combining English-speaking East Africa with francophone West Africa.
How we source locally
Candidates are reached in their own market, in their own language, before any brief reaches them.
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Reached locally
Candidates are found in their own market rather than through a single central database, which is what keeps the pool wide enough to fill a sector brief.
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Assessed in language
First-stage assessment happens in a language the candidate is fluent in, so experience is described accurately rather than approximately.
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Documents seen at source
Passports, certificates and licences are checked in the country of origin, where they can actually be produced.
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Matched to your brief
Only candidates who clear all three reach the shortlist you receive.
Where our candidates work
The seven sectors we recruit into. What each one involves, and the roles it asks for most, is set out on its own page.
What employers ask about our candidates
How do you know a candidate can do the work?
Work history is checked against the brief before anyone is put forward, described by task rather than job title, and any licence or certificate the role requires is seen and recorded.
Are candidates prepared for working abroad?
They are briefed on the destination, the role and the contract terms before accepting, and support continues after arrival rather than stopping at the airport.
Which languages will candidates speak?
It depends on the sourcing market — French is widespread across the Maghreb, English across the Gulf and East Africa. Language is assessed against your site’s working language rather than assumed.
Can we interview candidates ourselves?
Yes. Screening happens first so the shortlist is worth your time, and many employers interview from it before accepting.
Do you choose which market a brief is filled from?
It is agreed with you. The deciding factors are practical — the documentation route to your destination country, the languages your site runs in, and the sector experience the roles need.
Ready to see candidates for your roles?
Send the roles, volumes and start dates. The shortlist you get back has already been screened against them.