Eight countries, one standard: documented qualifications, readiness for shift work and a stay measured in years rather than months. We run the whole thing – from selection in the home country, through the work permit and visa, to airport pickup and the first day on the shop floor.
Asia is now the largest talent pool for Polish industry. It is not only about availability – it is about predictability: the candidate flies in for a specific contract, with documents valid for several years and genuine readiness for shift work.
For several years the Polish labour market has not closed the gap in manufacturing, logistics and food processing. Eastern directions answer short-term needs, but when you plan staffing for two or three years it is Asia that provides stability – the worker arrives with a type A permit and a national visa, not as part of a few-month earning trip.
The second argument is work culture. In the Philippines, Nepal, Bangladesh and Vietnam factory work is a normal, respected occupation, and shift work and overtime are not treated as anything extraordinary. Candidates arrive with a clear financial goal and a multi-year plan, which is why first-year turnover is visibly lower than on geographically closer directions.
The third reason is qualifications. The Philippines has the extensive TESDA system, India ITI and NCVT, Nepal CTEVT, and Vietnam training centres attached to industrial plants. That means diplomas and licences you can verify on paper, backed for technical roles by a practical test and a work video.
The price for these advantages is time and paperwork. The Asian route takes 12–20 weeks and requires a work permit, a national visa and – for the Philippines and Nepal – a procedure on the home-country side. That is why we run it in parallel for the whole group and schedule batches backwards from the shift start date.
Each direction has a different occupational profile, lead time and paperwork. For high volumes we run two or three countries in parallel so the project does not depend on a single consulate.
Manila – DMW procedure
Delhi, Punjab, Kerala
Kathmandu – DoFE
Dhaka – BMET
Colombo – SLBFE
Hanoi – DOLAB
Jakarta – BP2MI
Tashkent – Central Asia route
The biggest misunderstandings do not come from a lack of willingness but from differences in how people communicate. Below are four things that in practice shape the group's first month.
The relationship with a supervisor is formal and based on respect. Instructions are carried out without debate, and openly questioning the team leader in front of the group is culturally almost unthinkable.
For the employer: Do not read the absence of questions as full understanding. Ask the worker to repeat the task instead of asking "is that clear?".
Direct criticism in front of the team is experienced as humiliation. A refusal rarely sounds like "no" – more often like "I'll try", or silence.
For the employer: Give corrections individually and specifically. Give praise publicly – it lifts the whole group.
Shift work, weekends and overtime are treated as an opportunity, not a burden. The goal is financial: supporting family at home and a concrete multi-year plan.
For the employer: A predictable roster and payment on the exact date matter more than a one-off bonus – they build loyalty.
A group may include Muslims, Hindus, Catholics and Buddhists. Pork, beef and Ramadan are the most common touchpoints with work organisation and housing.
For the employer: A kitchen in the accommodation, flexible breaks in Ramadan and housing compatriots together resolves most tensions.
A worker from Asia does not come "for a while". They come with a multi-year plan and a family counting on it. Employers who understand that have the lowest turnover in our entire portfolio.
Every candidate profile includes scans of vocational documents, an employment history at named plants, an English assessment and – for technical roles – a recording of the practical test.
TESDA (Philippines), ITI and NCVT (India), CTEVT (Nepal), BTEB (Bangladesh), industrial centres in Vietnam. We verify authenticity and scope, and order sworn translations where needed.
Welders produce weld samples with visual assessment, operators demonstrate machine work, drivers document route history. The recording reaches the profile before your team's interview.
We rate English on a conversational scale and record readiness for three-shift systems, weekends and conditions such as cold stores or production halls.
EN ISO 9606-1 exams, UDT licences for forklifts and cranes, driving licence exchange and code 95 for drivers – all run in parallel with legalisation so nobody waits idle.
Sectors we staff with candidates from Asia
We build the timeline backwards from the date you need people on shift. Documents run in parallel for the whole group rather than candidate by candidate.
We agree duties, required licences, shift system, pay and housing standard, then recommend a country and a realistic date.
We sign the agreement and launch sourcing with vetted partners in the home country.
We present a shortlist with documents, practical test and language rating. You run interviews together with our coordinator.
Application filed at the voivodeship office for the whole group at once, with full employer documentation.
Document assembly, consulate appointment and – for the Philippines and Nepal – the DMW or DoFE procedure.
Tickets, airport pickup, transfer to housing, starter pack, address registration, PESEL and a bank account.
Medicals, safety training, bilingual workstation instructions, a buddy in the team and reviews at 30 and 90 days.
Paperwork is the longest part of the timeline and the most common source of risk during an inspection. We run it from the first application to the residence card renewal.
Filed by the employer at the voivodeship office and tied to a specific role and salary. Changing the terms requires updating the document.
Issued by the Polish consulate in the home country on the basis of the permit. Appointment availability is the most common cause of schedule shifts.
The Philippines (DMW), Nepal (DoFE), Bangladesh (BMET) and Sri Lanka (SLBFE) require contract registration and exit clearance, handled by our licensed partners.
After arrival we file for the single permit for residence and work, and track address registration, PESEL and renewal deadlines so lawful employment stays continuous.
Details are covered in our services: type A work permit, residence and work legalisation and residence cards.
Every group is met at the airport by a coordinator who speaks the workers' language. Below are frames from arrivals, interviews and first days in Poland.
Arrival photosGroup pickup at Warsaw Chopin Airport
Philippines, India, Nepal – batch of 18
Coordination and legalisation team
Warsaw, ul. Fabryczna 18
Video interviews with candidates
Selection with the employer
Whether the group stays is decided in the first month – not by the hourly rate. Below is what genuinely reduces turnover in our projects.
Because the scale and stability are different. An Asian candidate arrives for several years, on a specific contract, with a work permit and a national visa – not for a few months between trips home. Recruitment takes longer, 3–5 months, but turnover after arrival is markedly lower and intakes can be planned in batches across the whole year.
Realistically 12–20 weeks. Selection takes 2–4 weeks, the type A work permit at the voivodeship office 4–8 weeks, the national D visa at the consulate another 4–8 weeks, then flights and accommodation. The Philippines adds the DMW procedure, Nepal the DoFE clearance.
The Philippines, India, Nepal, Bangladesh, Sri Lanka, Vietnam, Indonesia and Uzbekistan. We match the country to the role: the Philippines for manufacturing, HoReCa and welding, India for logistics and drivers, Nepal and Bangladesh for production and food processing, Vietnam for precision assembly and welding.
Filipino and Indian candidates speak conversational English – it is an official language in both countries. For Nepal, Bangladesh and Vietnam the standard is basic English, and for larger groups we assign a team leader who speaks the workers' language. Safety and workstation instructions are always prepared bilingually.
The common denominator is respect for the supervisor, loyalty to the employer and genuine willingness to work shifts and overtime. Candidates rarely challenge an instruction openly – if something is unclear they are more likely to stay silent than to ask. Onboarding based on demonstration rather than explanation works best.
You do not need a separate kitchen, but a few points matter. Muslims (Bangladesh, Indonesia, part of India) do not eat pork, Hindus do not eat beef, and flexible breaks during Ramadan help. Kitchen access in the accommodation and a shop selling rice solves 90% of it.
The budget covers the type A permit, translations and visa fees, the flight, airport transfer, accommodation, medicals and safety training, plus the agency fee. It is higher than for eastern directions, but spread over several years of one person's work rather than a few months.
Yes. The Philippines has TESDA, India NCVT and ITI, Nepal CTEVT, Vietnam training centres attached to industrial plants. For technical roles – welders, machine operators, electricians – we add a practical test and a work video, while EN ISO 9606-1 exams and UDT licences are completed in Poland.
We do. Airport pickup, transport to the accommodation, a starter pack, address registration, PESEL number, bank account and medical checks are part of the standard relocation package. A coordinator who speaks the workers' language handles the group's first days.
Yes, and we usually recommend it. A first batch of 10–20 people shows how onboarding, accommodation and shop-floor communication actually work. Subsequent batches run in parallel, so the pilot does not delay the target headcount.
A replacement guarantee is written into the contract. In practice a move to a different position within the plant is usually enough – after two weeks it is clear who works better at a machine and who in packing or the warehouse.
Yes, provided the documents are complete and tracked over time. We operate under a KRAZ certificate, keep a document register for every worker and flag renewal deadlines for permits and residence cards so lawful employment is never interrupted.
We reply within 1 business day with a recommended country, a batch schedule and a full per-worker cost calculation – no obligation.
