Money
We show the cost structure honestly and line by line: what is included in the service, what is billed separately, and at what point. And where our arrangement beats keeping people on payroll — and where it does not.
Models
The bulk of the fee falls due when the worker starts on site. An advance applies only to direct costs in visa countries: consular procedures, medicals, tickets.
A fixed rate per worker per month or per shift. It covers wages, taxes and contributions, HR records, migration reporting and replacement.
Tonne, pallet, square metre, cubic metre. You do not pay for idle time and you do not count man-hours — only the output accepted by certificate.
The budget
| Line | Visa-free countries | Visa countries | Who pays |
|---|---|---|---|
| Recruitment fee | yes | yes | client |
| Permit to engage foreign labour | — | yes | client |
| Invitation letter | — | yes | client |
| Work permit / patent | patent, paid by the worker | work permit | by agreement |
| Medical clearance | yes | yes | by agreement |
| Flight to the place of work | often split | usually client, including return | per contract |
| Accommodation and meals | by agreement | usually client | per contract |
| Support and 90-day replacement | included | included | included in the service |
A reference point from a real project. A sewing machinist from India: net pay 70,000 roubles a month, 12-hour shifts, 26 days a month, a two-year contract and a work visa for the same term. The employer provided the work permit and invitation letter, return flights, reimbursement of visa costs, airport pickup, three meals a day and accommodation. Overtime and insurance followed the Russian Labour Code.
Comparison
| Your situation | What wins | Why |
|---|---|---|
| Even load, share not used up | Direct recruitment | You do not pay a provider margin |
| Share used up | Outstaffing | The only lawful way to work above the limit |
| Peaks of 2–3 months a year | Outstaffing or outsourcing | You do not pay for idle months |
| Turnover above 30% | Outstaffing | Replacement and search sit with the provider |
| Site in another region | Outsourcing | No branch or HR officer needed locally |
| The scope is measurable | Outsourcing | You pay for output, not for hours |
We say plainly when our service is not needed. If your load is even, turnover is low and the share is not used up, keeping people on your own payroll is cheaper — and we will tell you so on the first call.
FAQ
For recruitment, a fee driven by skill level and rarity of the trade, mostly payable on the worker’s arrival. For outstaffing, a rate per worker per month or per shift. For outsourcing, a price per measurable volume. The exact figure depends on trade, region, headcount and shift pattern: a crew of 30+ is materially cheaper per head than five.
The bulk of the recruitment fee falls due when the worker starts on site. An advance is taken only against direct costs we carry in advance for visa countries: consular procedures, medicals, tickets. Outstaffing is billed monthly against a certificate for hours actually worked.
The service includes sourcing, work-video screening, document and background checks, paperwork on the source-country side, logistics, onboarding and replacement within 90 days. State fees, consular charges, flights, accommodation and meals are billed separately, and the split is fixed in the contract before work begins.
No. The budget is fixed line by line in the contract before sourcing starts, and we do not begin work until both sides have agreed who pays for what. This is precisely where unpleasant surprises arise in this market, so we itemise it in as much detail as possible.
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.