For employers in the UAE
We source and screen blue-collar and skilled workers in India, Bangladesh, Sri Lanka, Vietnam and Uzbekistan for employers and manpower supply companies in Dubai, Abu Dhabi and Sharjah. We check Emiratisation before planning your intake, prove every skill on video, and replace any worker within 90 days.
We'll reply within one business day with a quote for your positions.
What we do
We recruit for construction, MEP, facility management, logistics, manufacturing and hospitality companies in Dubai, Abu Dhabi and Sharjah — and for manpower supply companies that need a reliable source of candidates.
Emiratisation
The UAE does not cap foreign workers as a share of your staff. Emiratisation (Nafis) sets a minimum share of UAE nationals instead, and missed targets are fined per position.
| Company size | Requirement | Note |
|---|---|---|
| 50+ employees | +2% UAE nationals in skilled roles every year; 10% cumulative by the end of 2026 | Checked twice a year, 30 June and 31 December |
| 20–49 employees in 14 designated sectors | At least one UAE national employed (from 2024), with a further hire expected for 2025 | Ministerial Resolution 455 of 2023; construction is among the sectors |
| Missed target | AED 108,000 per UAE national not hired, for 2025 targets | As reported in December 2025; check MOHRE for current amounts |
Blue-collar roles do not count towards skilled Emiratisation targets, but your expatriate hiring plan sits alongside them. We look at both before recruiting, so the plan you approve is one MOHRE will not stop. Details: Emiratisation 2026–2027 guide.
Source countries
| Country | Typical trades | Why |
|---|---|---|
| India | Welders (MIG/TIG/ARC), steel fixers, pipe fitters, masons, electricians, HVAC technicians, heavy drivers | Deepest pool; our most developed recruiter network |
| Bangladesh | General construction labour, concrete and shuttering carpenters, packers, warehouse staff | Volume and consistency on repetitive operations |
| Sri Lanka | Finishing trades, hospitality, garment production | Part of the pool speaks English |
| Vietnam | Assembly, electronics, garment and food production | Lowest turnover of the countries we recruit in |
| Uzbekistan | Construction, logistics, facility services | Many candidates have prior work experience abroad |
Process
Trade, grade, headcount, salary, accommodation. We tell you which source country fits and what the sending country requires for your destination.
Before sourcing we check that the role is open to expatriates and how it affects your nationalisation targets. If it is not, we say so before you sign.
Through our own recruiters in the source country, not job-board CVs.
Phone interview, the skill shown on a work video, document and police-clearance checks.
Profiles with video; online interviews if you want them.
Contract attestation, emigration clearance where the sending country requires it (eMigrate in India, BMET in Bangladesh), medicals, flights. The visa and work permit in your country are filed by you or your licensed local partner.
Check-ins on day 7, 30 and 90. If a worker does not arrive, does not match the grade or leaves in the first three months, we replace them at no cost.
Why us
All costs sit with the employer — the Employer Pays Principle. A worker who borrowed to pay a recruiter leaves in month three; one who paid nothing stays.
Every blue-collar candidate films the work: a weld, a wall, a machine running. You see the grade before anyone books a ticket.
We work with partner agencies whose licence numbers are public in the sending country’s registry, and we give you those numbers.
No-show, wrong grade or resignation in the first three months — we replace at no extra cost.
FAQ
Emiratisation targets are counted on skilled roles, so blue-collar expatriate hires do not reduce your percentage directly. But MOHRE looks at a company’s compliance when processing new permits, so we check both before planning an intake.
No. The visa and work permit are filed by the employer or its licensed local partner, as local law requires. We do everything on the source-country side: sourcing, screening, contract attestation, emigration clearance where needed, medicals and flights. We say this upfront because an agency that promises to “handle everything” abroad without a local licence is the most common source of rejected visas.
The employer. We do not take recruitment fees from workers. It is the international standard (Employer Pays Principle) and also the practical one: indebted workers leave early, and replacing them costs more than the fee.
A shortlist with work videos in 48–72 hours. Arrival then depends on visa processing in your country and emigration clearance in the sending country — typically weeks, not months, for the Gulf. We give you the realistic range for your corridor before you sign.
A manpower supply company in Dubai or the wider UAE employs workers on its own visa and hires them out by the month. That model needs a steady inflow of screened candidates, and that is the part we do. We work either directly for employers who sponsor their own staff, or as the source-country partner of a manpower supply company.
The difference from forwarding CVs is the screening at origin. Each candidate for a trade records a work video; our recruiter checks documents and police clearance in the source country; and the worker pays no recruitment fee, which is what keeps month-three turnover down.
Emiratisation targets apply to skilled roles, but a company that misses them faces fines of AED 108,000 per unfilled position (2025 targets, collected from January 2026) and MOHRE scrutiny of new permits. We check your headcount and sector before planning an expatriate intake.
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.