Mass recruitment
Teams of 50–500+ people on an agreed timeline.
We run volume recruitment as a project: repeatable selection across several countries at once, work and residence legalisation for the entire group, batched arrivals, accommodation and shift transport. You get one schedule, one point of contact and a weekly report on the fill rate of every batch.
- From 50 to 500+ workers in a single project
- Repeatable selection against agreed criteria
- Permits, visas and flights handled by us
- Batch onboarding matched to your plant
- Scale
- 50–500+ workers
- First batch
- From 8–14 weeks
- Model
- End-to-end project
- Reporting
- Weekly status
- Billing
- Fee per worker
What mass recruitment is
It is filling a large number of positions in one project and by a set date. Success is decided not by the number of CVs sent, but by the repeatability of the process: identical selection criteria, parallel legalisation and logistics matched to what your plant can actually onboard.
A project, not a series of hires
A schedule, milestones and reporting. Every batch has its date and an assigned list of candidates.
Repeatable criteria
The filter agreed at the start is applied to every candidate. At volume it is the only way to keep quality even.
Onboarding sets the pace
Batches are planned around training and housing capacity, not around the fastest possible delivery of people.
Who this service is for
Plants in expansion
A new hall, a second shift or a new line creates a step change in demand that the local market will not cover. We plan headcount against your go-live date.
Seasonal production and processing
Peak season needs dozens of people on one date and an equally clean wind-down afterwards. We build the schedule backwards from the start date.
Logistics and large warehouses
Volume, turnover and shift work. We deliver groups in a repeatable rhythm instead of topping up one person at a time.
Companies with high production turnover
If you are short a dozen people every month, mass recruitment is cheaper and more predictable than constant firefighting.
What a mass recruitment project covers
You can order the full scope or selected parts. Most projects run end to end, because at volume it is the handovers between recruitment, the authorities and logistics that create delays.
Project design and schedule
We agree headcount, roles, requirements and batch dates, then plan the process backwards from the day workers must be on the floor.
Candidate sourcing
Parallel channels in several countries: our own databases, local partners, campaigns and referrals. Volume is built by several sources at once, not one.
Selection against hard criteria
Document and experience verification, practical tests, interviews in the candidate's language and a check on readiness for shift work.
Work and residence legalisation
Work permits, visa applications, document collection and case handling at the authorities – for the whole group in parallel.
Arrival logistics
Tickets, a batched arrival schedule, airport pickup, worker accommodation and shift transport from day one.
Project reporting
A weekly status: candidates, documents, dates, batch fill rates and delay risks with a proposed response.
Which roles we fill at volume
Mass recruitment works where a role can be described by a repeatable profile and learned in a short training. Below are the areas where we run the most projects.
Production and assembly
Machine operators, line workers, assemblers, quality control, packers.
Warehouse and logistics
Warehouse staff, forklift operators, order picking, sorting centres.
Food processing
Meat plants, fruit and vegetable processing, dairies, bakeries.
Construction and industry
Welders, metalworkers, steel fixers, structural fitters, construction helpers.
Services and hospitality
Industrial cleaning, kitchen support, hotel back-of-house staff.
Seasonal work
Harvesting, sorting, packing and peak-season retail support.
Need individual specialists rather than a group? See specialist search or one-off recruitment.
Selection and candidate vetting
At five hundred people there is no room for intuitive judgement. Criteria are written down before the start and applied identically in every country and every batch.
Our recruitment filter
- Identity, document and employment-history verification
- Confirmed experience in a comparable role
- Practical test or a video of the candidate working
- Interview with a recruiter in the candidate's native language
- Check on readiness for shift work and for relocation
- Basic assessment of the working language
Your part in the decisions
- Candidate card with photo, experience and test results
- Video interviews with your team – a sample or the full group
- Profile approval or rejection within an agreed window
- Criteria agreed jointly before the project starts
- A live reserve list in case of withdrawals
- Onboarding and safety materials in the workers' languages
Batch onboarding
A hundred people on one day is a risk for production and for the workers themselves. We split the project into groups your plant can realistically train and house.
Pilot batch
A first group of 15–30 people tests the profile fit, accommodation quality and onboarding flow in practice. Findings are applied before the next batches.
Regular batches
Subsequent groups of 20–50 people every one or two weeks, synchronised with your training capacity.
Reserve buffer
We keep a verified reserve list so a withdrawal before departure does not change the size of a batch.
Project close-out
After the final batch we deliver a closing report, headcount status and recommendations for top-ups in the following months.
Legalisation and logistics for the whole group
At volume, documents are processed in parallel rather than candidate by candidate. Official timelines are the longest part of the schedule, so they start the moment the list is approved.
Work permits
We file applications for the whole group in parallel, tracking official deadlines and the labour-market test where it is required.
Visas and consulates
We guide candidates through registration, appointments and visa documents, factoring in real appointment availability in each country.
Batched flights
Tickets are booked as groups against the schedule, with time buffers for connections and possible document delays.
Accommodation and transport
Housing is prepared before the first batch arrives, and shuttle routes are set to match your shift schedule.
These stages are described in detail under residence and work legalisation and relocation and accommodation.
How the project runs
The model is the same for fifty and for five hundred people – what changes is the number of batches, recruiters and housing units, not the way the project is managed.
Brief and role profiles
We agree numbers, roles, requirements, employment terms and batch dates. The project schedule is created.
Channels go live
Sourcing starts in the selected countries in parallel, with a defined daily target for candidate profiles.
Selection and presentation
Verification, tests and interviews. We deliver candidate cards and arrange interviews with your team.
Legalisation
Work permits and visa applications for the approved group, handled in parallel for the entire list.
Arrivals and accommodation
Tickets, airport pickup, housing, address registration and transport to the first shift – batch by batch.
Onboarding and care
An on-site coordinator, language support, attendance monitoring and reports until project close-out.
Housing and the onboarding plan are prepared in parallel with legalisation, so an arriving batch never waits for accommodation.
Reporting and agreed timelines
A volume project without reporting turns into a stream of calls asking for status. That is why the communication rhythm is agreed together with the schedule.
One point of contact
A project manager owns the whole scope: recruitment, authorities, arrivals and accommodation. You are not passed between departments.
Weekly report
Verified candidate numbers, document statuses, confirmed arrival dates and the fill rate of every batch.
Early warning
We flag delay risks the moment we detect them, together with a proposed response – a change of market, batch order or an added buffer.
Agreed response times
Response times for requests and decisions on both sides are written into the contract, because at volume every lost day shifts the whole schedule.
Guarantee and keeping the team
Delivering people is half the job. The other half is making them stay – so we work on the causes of early departures, not only on their consequences.
Replacement guarantee
If a worker leaves within the guarantee period, we start a replacement on the terms written into the contract.
Realistic terms from the start
Rates, shift patterns and housing conditions are given to the candidate in writing in their own language. Mismatched expectations are the main cause of early departures.
Support in the first weeks
A coordinator looks after the group after arrival: housing, transport, official matters and contact with the supervisor.
Retention monitoring
We track departures by batch and by role so the recruitment profile can be corrected for the following groups.
What the project cost consists of
The quote is presented before the start and held for the duration of the project. Below are the items that may appear in it.
Fee per worker
The core billing item, decreasing with order size. It depends on the role, the country and the qualification requirements.
Payment in instalments
Split across milestones: project start, filing of legalisation documents and the worker's arrival at the plant.
Legalisation and flights
Official fees, translations and tickets are quoted separately or as a package, depending on the chosen cooperation model.
Accommodation and transport
A monthly rate per person plus the cost of shift transport, if you also entrust us with that part of the project.
Where we recruit for large projects
We match the country to the role, language requirements, budget and deadline. On large volumes we often source in two or three countries at the same time.
The Philippines
Manufacturing, logistics and processing – candidates experienced in shift work.
India
Technical staff, welders and machine operators with documented qualifications.
Nepal
Manual workers with low turnover who settle well into team work.
Bangladesh
Light industry, warehousing and food processing.
Sri Lanka
NVQ certificates, construction and manufacturing.
Indonesia
Manufacturing, hospitality and logistics – candidates with verified qualifications.
If you prefer employment without taking staff onto your own payroll, see worker outsourcing or temporary employment.
Risks we remove at the start
Volume projects fail for a handful of recurring reasons. Each of them is addressed before the recruitment campaign goes live.
An over-optimistic schedule
Official and visa timelines are outside any agency's control. We plan with buffers and quote realistic dates instead of promising the shortest possible scenario.
A gap between the offer and reality
What the candidate is told must match what they find at the plant. We verify the terms before the campaign starts.
An unprepared plant
A large group needs training, language materials and supervisors ready to work with a multinational team. We deliver the onboarding plan before the first batch.
Overcrowded accommodation
Bed numbers follow floor area and regulations, not demand. This is the most frequently inspected area.
Frequently asked questions about mass recruitment
How does mass recruitment differ from standard recruitment?
In scale and in how the project is run. With a single vacancy what matters is the fit of one candidate; with fifty or more it is a repeatable process: parallel sourcing channels, selection against hard criteria, a legalisation schedule, flight logistics and accommodation. Mass recruitment is a project with deadlines and reporting, not a series of individual hires.
How many workers can you deliver?
We typically run projects of 50 to 500 people, and larger ones where the timeline allows. Teams arrive in batches so your plant can genuinely onboard them – usually 20–50 people every one or two weeks.
How long does a project take?
From signing the contract to the first batch on site it is usually 8–14 weeks for non-EU workers. Legalisation – the work permit and visa – takes up most of that time. Candidate selection is normally closed within 2–4 weeks, and subsequent batches then arrive at regular intervals.
Where do the candidates come from?
Mainly the Philippines, India, Nepal, Bangladesh, Sri Lanka and Indonesia, as well as eastern markets. We match the country to the role, language requirements, budget and deadline – not the other way round.
Do you also handle legalisation and accommodation?
Yes, we run the project end to end: work permits, visas, flights, airport pickup, worker accommodation, shift transport and address registration. You can also order recruitment alone and keep the remaining elements in house.
How do you verify candidates at this volume?
Every candidate passes the same pre-agreed filter: document and work-history verification, a practical test or video of them working, an interview with a recruiter in their own language, and a check on health and readiness for shift work. Criteria are agreed with you at the start and are not changed mid-project – that is the condition for consistent quality.
Can we interview candidates ourselves?
Yes. Video interviews with your team on a sample of candidates or on the whole group are standard, depending on the role. For simple production positions some clients accept profiles based on recordings and candidate cards.
What if a worker leaves in the first months?
The project includes a replacement guarantee for an agreed period. Its scope and length are written into the contract and depend on the role, the country and the cooperation model.
How is mass recruitment charged?
Usually a fee per worker that decreases with order size, paid in instalments tied to milestones: project start, filing of legalisation documents, and the worker's arrival. Legalisation, flights and accommodation are quoted separately or as a package.
Do you help prepare our plant for a large group?
Yes. We provide an onboarding plan: batch sizes, accommodation needs, health-and-safety and training requirements, materials in the workers' languages, and recommendations on supervisors and shop-floor translation.
Is mass recruitment only for manufacturing?
No. Manufacturing, logistics and warehousing, food processing and construction are the most common, but we also run projects in hospitality, industrial cleaning and seasonal work.
What do we receive while the project runs?
One point of contact and a weekly report: number of verified candidates, document status at the authorities, arrival dates, batch fill rates and any delay risks together with a proposed response.
We will staff your production in full.
We reply within one business day with a batch schedule, a recommended recruitment market and a full cost-per-worker calculation – with no obligation.