SINGAPORE · ESTABLISHED 2015Employment Agency Licence 15C7814
Trust Vision.PEOPLE & BUSINESS SOLUTIONSLet’s talk
Foreign manpower

Your next hire may be beyond borders.

Overseas sourcing begins with understanding your business and the role you need to fill.

Start a conversation
Illustrative restaurant operations team

Your next step,
with more clarity.

People. Possibility. Progress.

Start with the requirement

Tell us your industry, role, headcount, work location and compensation package. Candidate preferences are discussed alongside the applicable hiring requirements.

Look beyond a CV

Review relevant experience, communication, availability and expectations. Interviews should clarify the actual role and working conditions.

Coordinate the next steps

After a selection, discuss the relevant documentation, application and arrival arrangements. Scope and fees should be agreed in writing.

Work pass requirements can change. Check MOM’s official work pass information for current rules.

Let’s start with
what you need.

Get in touch
PRACTICAL QUESTIONS

A clearer way
to begin.

Where does an overseas recruitment search begin?

With the role, required skills, compensation and working arrangements. Source-country options must be considered alongside the sector and pass requirements rather than treated as universally available.

Can we interview candidates remotely?

Discuss video interviews and any practical assessment needs at the briefing stage. Give candidates a clear explanation of the actual role, hours, location and employment terms.

How do we plan the total hiring budget?

Separate recruitment fees from government charges and other costs such as travel, insurance or onboarding arrangements where applicable. Ask for a written scope and itemised quotation.

Do you guarantee a work-pass approval?

No. The relevant authority assesses the application. Candidate selection and an agency engagement do not guarantee a pass or a joining date.

What should be agreed before the candidate travels?

Clarify approval conditions, travel timing, arrival responsibilities and the requirements before work begins. Confirm which arrangements are included in the engagement.

Can you support us after candidate selection?

Discuss the documentation and coordination needed, even if your business has already identified someone. The agreed scope should state who is responsible for each next step.

Do you provide housing or transport automatically?

No arrangement should be assumed to be included. Tell us what you need and confirm availability, responsibilities and costs in writing.

How can we make an overseas hire settle in well?

Provide a clear induction, explain workplace expectations and assign a point of contact. Agree the follow-up arrangements with the employee and any service provider involved.