Workers from India.
Technical staff, start to finish

India is the world's largest labour market and a country with a very strong technical base: welding, metalworking, construction, manufacturing and logistics. Candidates hold documented qualifications from the ITI/NCVT or NSDC system, experience on Gulf contracts and a strong work ethic. For an employer this means a wide choice of profiles and a shorter onboarding time.

1) Needs analysis and job description, 2) initial pre-selection by our partners in India – verification of ITI/NCVT certificates and references (video calls with the employer and in-person interviews are possible on the company's explicit request), 3) type A work permit at the voivodeship office, 4) compiling the candidate's documents and medical checks, 5) preparing the candidate for the embassy appointment and the national D visa filed at VFS Global (Delhi, Mumbai, Chennai, Bengaluru and others), 6) arrival, accommodation, address registration, PESEL number and onboarding at the plant.

Realistically 3–5 months from signing the contract to the first day of work. The longest stages are the work permit (usually 30–60 days) and the visa application processing time at the Polish consulate (a few to over a dozen weeks, depending on the post). For larger groups the stages overlap, so subsequent batches arrive faster.

English is an official language in India alongside Hindi and the language of instruction in technical education. The level depends on the region and education: candidates who completed ITI training and have Gulf experience usually communicate confidently on work-related matters. We verify the language level during the video interview and describe it in every candidate profile.

Most commonly these are ITI (Industrial Training Institute) diplomas confirmed by NCVT/SCVT and NSDC certificates. In welding we see qualifications compliant with ASME/AWS, and in construction and installation work – many years of practice on projects in the UAE, Qatar and Saudi Arabia. We verify qualifications with documents before presenting a candidate. Practical tests are an additional paid service, available on the employer's request.

ECR (Emigration Check Required) is an annotation in the passport of people without secondary education. For such a person to travel for work to selected countries, clearance from the Protector of Emigrants in the government eMigrate system is required. We check the passport status of every candidate and, if the procedure is required, carry it out together with a licensed RA partner in India. This is an element that unprepared agencies most often overlook.

The budget consists of official fees (work permit, visa fee, VFS), the cost of the India-side handling and medical checks, the flight ticket and the agency's fee. We present a precise calculation for a specific position and number of people in the offer before the process starts – with no hidden items.

As standard we carry out initial pre-selection – we verify documents, certificates and references, and leave the final choice to the employer. Video calls with candidates and in-person interviews are organised at the company's explicit request. Practical tests – including welding trials under ASME/AWS – are an additional paid service organised on site in India.

Yes. The salary and other employment terms must be no worse than for Polish workers in a comparable position – this is a condition for issuing the work permit and is checked by the National Labour Inspectorate (PIP) and Border Guard.

Welding and metalworking, manufacturing and the machinery industry, construction and finishing works, electrical and plumbing installations, logistics and warehousing, and catering. These are sectors where proven craftsmanship and shift work matter.

It is standard for accommodation to be provided by the employer or the agency. We organise tickets, airport transfer, housing that meets sanitary requirements, address registration, PESEL number and a bank account. We also suggest simple cultural solutions: a vegetarian option in the canteen, a prayer space, time off for Diwali – this genuinely reduces turnover.

During the agreed trial period we provide a free replacement of the worker. Throughout the contract, the company and the team are supported by a single coordinator who deals with issues before they lead to turnover.