International recruitment · HQ Moscow
We source and deploy blue-collar workers from 25+ countries — welders and concrete workers through to order pickers and sewing machinists. We calculate your permitted share before we start, handle the paperwork, and are accountable for the worker arriving on site.
We'll reply within one business day with a quote for your positions.
Services
The same people can come to you under three different arrangements. What differs is who employs them and who carries the immigration liability.
The workers do your job on your site but are employed by the provider. Your permitted share is not consumed, and payroll, HR records and migration reporting sit with us. Read more
Classic recruitment: we find, verify and deliver the people, you employ them directly. You pay for the result and get a 90-day replacement guarantee. Read more
You hand over a scope of work rather than people: loading, cleaning, packing, concrete work. You pay for output, not for hours. Read more
Roles
Times run from a signed request to the worker being on your site, visas and paperwork included. Visa-free countries are faster, visa countries take longer.
| Role | Main source countries | Time to arrival |
|---|---|---|
| Welder MIG/TIG | India, Uzbekistan | 5–7 weeks |
| Concrete worker, steel fixer | Bangladesh, India | 5–8 weeks |
| Mason, installer | India, Bangladesh | 5–8 weeks |
| CNC machine operator | India, Vietnam | 6–8 weeks |
| General construction labourer | Bangladesh, Uzbekistan | 4–6 weeks |
| Order picker, stock keeper | Uzbekistan, Kyrgyzstan | 4–5 weeks |
| Driver, category C or E | India, Kyrgyzstan | 6–8 weeks |
| Sewing machine operator | India, Vietnam, Sri Lanka | 5–7 weeks |
| Food production worker | Vietnam, Uzbekistan | 5–7 weeks |
| Cleaning and facility staff | Uzbekistan, Kyrgyzstan | 3–5 weeks |
If a role is not on the list, it does not mean we cannot fill it. During 2026 we have sourced bakers, bottling-line operators and vehicle mechanics. Send us the description and we will tell you honestly whether the pool exists and how long it takes.
Geography
| Country | What we source there |
|---|---|
| India | Welders (MIG/TIG), CNC operators, masons, category C/E drivers, sewing machinists. The deepest talent pool and our most developed recruiting network. |
| Bangladesh | Large-scale construction, concrete work, packing, warehousing. Works well where you need volume and consistency on repetitive operations. |
| Vietnam | Assembly, electronics, garment and food production. The lowest turnover of any source country we work with. |
| Sri Lanka | Crafts, finishing work, hospitality, garment production. Part of the talent pool speaks English. |
| Bhutan | Construction, agriculture, facility operations. A small but steady flow. |
| Uzbekistan and Kyrgyzstan | Visa-free countries: faster arrival, simpler paperwork. Construction, warehousing, logistics, facility services. |
What matters about visas. Uzbekistan and Kyrgyzstan are visa-free; citizens of Kyrgyzstan, as an EAEU member state, do not even need a work patent. India, Bangladesh, Vietnam, Sri Lanka and Bhutan are visa countries: they require a quota, a permit to engage foreign labour, an invitation letter and a work permit. That is slower and more expensive, but it is where the qualifications are that the visa-free market has largely run out of.
Process
We work out who you need: skill level, grade, headcount, shift pattern, accommodation. We tell you straight away which country makes more sense and what that means for the timeline.
We calculate your permitted share of foreign workers for your activity code and region, and check whether a quota and hiring permit are required. If the share does not allow it, we propose outstaffing.
We search through our own network of recruiters, not job-board CVs. For blue-collar trades that is the only way to get the actual skill grade you asked for.
Phone interview, skill verified by a work video and a self-presentation video, document and criminal-record checks.
You get profiles with video. You choose, and can interview online if you want to.
Invitation letter, work permit, medical clearance, consular procedures, flights, airport pickup.
Onboarding on site, help with migration registration, check-ins on day 7, 30 and 90. Free replacement within 90 days.
Compliance
From 2026 the permitted share has been cut for almost every industry. Government Decree No. 1995 of 5 December 2025 reduced construction from 80% to 50%, and wood processing and agriculture to 40%.
| Activity | Activity code | Share for 2026 | Change |
|---|---|---|---|
| Construction | section F | 50% | was 80 |
| Growing vegetables | 01.13.1 | 40% | was 50 |
| Forestry and logging | 02 | 40% | was 50 |
| Wood processing | 16 | 40% | was 50 |
| Wholesale of timber | 46.73.1 | 40% | was 50 |
| Wholesale of sawn wood | 46.73.2 | 40% | was 50 |
| Retail sale of alcohol | 47.25.1 | 0% | prohibited |
| Retail sale of tobacco | 47.26 | 0% | prohibited |
| Retail sale of medicines | 47.73 | 0% | prohibited |
| Retail trade in non-stationary outlets and markets | 47.8 | 0% | prohibited |
| Other retail trade outside shops | 47.99 | 0% | prohibited |
| Land passenger transport | 49.3 | 24% | unchanged |
| Road freight transport | 49.41 | 24% | unchanged |
| Food and beverage service | 56 | 50% | new |
| Real estate management | 68.32 | 70% | unchanged |
| Buildings and grounds services | 81 | 70% | unchanged |
| Other sports activities | 93.19 | 25% | unchanged |
Why us
We work with our own recruiters in the source countries. There are no three agencies between you and the candidate, each adding margin and losing weeks.
We check your permitted share and quota requirements first, then start sourcing. That way a hiring request does not turn into a fine under Article 18.17 of the Administrative Code.
For blue-collar trades a CV proves nothing. The candidate films himself laying a weld or running a machine — you see the skill before anyone books a flight.
If someone does not arrive, does not match the skill level or quits within the first three months, we replace them at no cost.
From the request to day 90 you deal with one person, not a department where nobody remembers your vacancy.
Headquartered in Moscow, delivering staff to any region — from Leningrad Oblast to the Far East.
Urgent hiring
The most common request: the site is idle, the shift is short-staffed, people are needed in two weeks. The honest answer is that nobody arrives from a visa country in two weeks — the consular procedure alone takes three weeks or more.
What can realistically be done fast:
This combination is what we build most often: plug the gap with the visa-free flow while preparing a qualified visa group behind it.
Tell us the roles and dates — we will say what is realistic by when, and what is not.
FAQ
With recruitment the worker joins your payroll: you pay their wages, file their reporting, and they count towards your permitted share of foreign workers. With outstaffing they are employed by the provider, do not count towards your share, and you pay the provider a service fee. In both cases they work on your site and on your tasks.
From visa-free countries (Uzbekistan, Kyrgyzstan) — 3 to 5 weeks. From visa countries (India, Bangladesh, Vietnam, Sri Lanka, Bhutan) — 5 to 8 weeks, because a permit to engage foreign labour, an invitation letter, a consular procedure and a work permit are all required. You receive the first shortlist with candidate videos 48–72 hours after a confirmed request.
Article 18.17 of the Russian Code of Administrative Offences: a fine of 800,000 to 1,000,000 roubles on the company, or suspension of operations for 14 to 90 days. The fine is charged per violation, and on a construction site or in a plant the suspension usually costs more than the fine itself.
In established visa-hiring practice this is the employer’s side: work permit and invitation letter, flights to the place of work and back, reimbursement of visa costs, airport pickup, accommodation and meals. We are responsible for sourcing, screening, documents on the source-country side, and aftercare. The exact split is fixed in the contract before work begins.
No. We are headquartered in Moscow but supply staff across Russia, from Leningrad Oblast to the Far East. Region affects logistics timing and sometimes the permitted share: Decree No. 1995 explicitly lists territories where the general share does not apply to certain activities.
We replace them free of charge within 90 days of their start date, for any reason: wrong skill level, poor fit, or they resign. That is precisely why we select on work video rather than CVs — a replacement costs us more than proper screening does.
Foreign labour has stopped being a way to save money and become a way to fill a position at all. In volume blue-collar trades — concrete workers, welders, order pickers, line operators — the Russian labour market has thinned out over the past two years: employers we work with report one applicant for every two or three open positions, and a qualified welder can take months to find.
At the same time the state is tightening access to foreign labour. Government Decree No. 1995 of 5 December 2025 set the permitted share of foreign workers for 2026 and reduced it for almost every activity: construction from 80% to 50%, forestry, wood processing and vegetable growing to 40%, retail sale of alcohol, tobacco and medicines remains at 0%. Companies were required to bring their headcount into line by 1 January 2026.
Those two facts lead to the practical conclusion we explain to every new client: the question is no longer where to find foreign workers, but how to employ them without exceeding the share. That is where the three arrangements come from — direct recruitment, outstaffing, and outsourcing a function.
If your share is not used up, the arrangement is simple: we find and verify the people, deliver them to their start date, and you employ them under Russian employment contracts. You pay for the outcome — for a worker who actually started, not for the search process. This suits manufacturers whose activity code carries a high share or none at all, and companies for whom it matters that the worker is their own.
If the share for your activity code is already used up — for example you are in construction and the 50% limit is full — you cannot put more foreign workers on your payroll. This is where outstaffing of foreign workers applies: the workers are employed by an accredited provider, they do not count towards your headcount, and they work on your site. Migration notifications, occupational safety records and HR administration sit with the provider.
We do not process work patents for people you hired yourself, we do not provide migration registration as a standalone service, and we do not sell legalisation consulting on its own. We recruit staff and support them as employees — that involves documents, but this is not a paperwork agency. If your request is "we need twenty people we already hired registered", it is fairer to say up front that this is not our line of work.
The cost has three parts, and it helps to see them separately: the recruitment fee (driven by skill level and how rare the trade is), documents and travel (the main line for visa countries — consular fees, medicals, work permit, flights) and keeping people on site — accommodation, meals and transport to work, which by established practice the employer provides.
As a reference point: in a real project sourcing sewing machinists from India, net pay was 70,000 roubles a month on a 12-hour, 26-day schedule, on a two-year contract with a work visa for the same term, while the employer covered return flights, three meals a day and accommodation. For visa-free countries the budget is noticeably lighter: there is no consular stage and no permit to engage foreign labour. A breakdown of the cost is on a separate page.
Send us your positions and timeline — we will come back with pricing, start dates and the legal setup. First shortlist within 48–72 hours.
We'll send pricing, lead times and the paperwork involved for your positions. No commitment.