Workers from the Philippines.
Effective recruitment from A to Z

The Philippines is one of the world's largest English-speaking labour markets and a country with a long tradition of overseas employment. Candidates are used to international standards, hold documented qualifications (TESDA certificates) and show low turnover – for an employer this means a shorter onboarding period and a stable team.

1) Needs analysis and job description, 2) initial pre-screening of candidates in the Philippines – verification of CVs, references and TESDA certificates (video calls with the employer and in-person interviews are available at the company's explicit request), 3) Type A work permit at the voivodeship office, 4) employer accreditation and contract approval by the DMW (formerly POEA) and the Philippine Embassy, 5) national visa D at the Polish consulate, 6) arrival, accommodation, registration and onboarding.

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 DMW procedure plus visa (roughly 6–10 weeks combined). Timelines depend on the workload of the voivodeship office and the consulate.

We launch accreditation once the contract is signed. We charge 500 EUR for each employer accreditation application prepared – regardless of whether it covers 1, 5 or 20 people (20 is the maximum per job order). If you need more workers or additional positions, we file what is called an additional job order, which is free of charge with us. Accreditation applications are handled by the Philippine Embassy in Prague.

Recruitment is carried out by the licensed agency Praxis International Staffing and Management – our partner in the Philippines. They are responsible for sourcing and pre-screening candidates, verifying TESDA certificates and handling the DMW procedure.

A Type A work permit (or a single permit), a labour market test – if the position is not exempt, an employment contract compliant with the permit conditions, employer accreditation at the Philippine Embassy and contract approval by the DMW, and after arrival registration with ZUS (social insurance) and notification to the relevant office of employment commencement. We compile and submit these documents on your behalf.

The cost consists of official fees (work permit, visa), the costs of the Philippine procedure and medical checks, the flight ticket and the agency's fee. Philippine law prohibits charging recruitment fees to the worker, so the process costs are borne by the employer. We present the exact budget in the offer before the process starts – with no hidden fees.

Our initial pre-screening is standard – we verify CVs, TESDA certificates and references, leaving the final candidate selection to the employer. Video interviews and in-person meetings are organised at the company's explicit request. Practical tests are a separately charged service – we organise them on site in Manila if the employer wishes.

Yes. English is an official and teaching language in the Philippines, so the vast majority of candidates communicate fluently. Health and safety instructions and on-the-job training can be delivered in English from day one, and we teach basic Polish during onboarding.

Production and the food industry, logistics and warehousing, construction and finishing works, welding and metalworking, hospitality and catering, and care work. These are sectors where availability, shift work and consistent quality matter most.

Yes. Employment conditions – pay, working hours, position – must be no worse than for Polish workers in a comparable role. This is a condition for issuing a work permit and is checked by the National Labour Inspectorate (PIP) and the Border Guard.

It is standard for accommodation to be provided by the employer or the agency. We arrange tickets, airport transfer, accommodation meeting sanitary requirements, registration and the first formalities (PESEL number, bank account).

During the agreed probationary period we provide a free replacement of the worker. Throughout the contract, one coordinator supports both the company and the worker, addressing issues before they lead to turnover.