Our recruitment & deployment process, step by step
From an employer's first requirement to a worker settled on the job: the detailed walkthrough of how Moon Treasure recruits, documents and deploys manpower from Nepal to the UAE and beyond.
A single chain, start to finish
Most agencies hand a candidate off between unconnected parties. We built our operation so we don't have to.
Recruitment from Nepal to the UAE, and increasingly to Turkey and Europe, typically passes through several separate parties: a local sourcing agent, a documentation broker, a visa facilitator, and finally the employer. Every handoff between them is a point where quality slips, costs get added without disclosure, or a worker's expectations stop matching the reality of the job. Moon Treasure was built to close those gaps. We control the full chain ourselves: recruit, migrate, supply, deploy and, in the UAE, manage on site.
That end-to-end structure is what lets us stand behind a placement after the paperwork is done. The same organisation that shortlisted a candidate in Nepal also processes their documentation, manages their travel and, for UAE roles, can continue supervising them through our facilities-management division. There is no point in the chain where accountability disappears into another company's system. For employers, that means one point of contact instead of several. For workers, it means the people who promised them a role and a fee structure before departure are the same people they can reach after arrival.
The steps below are the detailed version of that process. It's a fuller picture than a quick summary can give, covering exactly what happens between an employer's first requirement and a worker starting the job.
The end-to-end process
Each stage is handled in sequence, with documentation and checks completed before a candidate moves to the next step.
Employer requirement intake
Every placement starts with a clear brief from the employer: the role, headcount, required skills or trade, timeline, and budget. We confirm this in writing before sourcing begins. That way the candidates we shortlist are matched against a real, agreed role profile rather than a generic job title.
Sourcing & shortlisting in Nepal
We draw on our recruitment network across Nepal to identify candidates who fit the role profile on paper: relevant experience, physical suitability for the work, and a genuine interest in the specific posting. Shortlisting is done against the employer's brief, not from a generic labour pool.
Trade-testing & skills verification
For skilled and semi-skilled roles (welders, electricians, drivers, technicians, chefs and similar trades), candidates are trade-tested before they are ever put forward to an employer. Identity documents and work history are verified alongside the practical assessment, so what reaches the employer is a genuinely qualified shortlist.
Medical clearance & background checks
Selected candidates undergo medical fitness examinations at approved facilities, along with police and background clearance where required. This protects both the worker, who should not travel into physically demanding work they are not fit for, and the employer, who needs assurance the worker can perform the role.
Documentation, contracts & labour permits
We prepare the employment contract on terms both sides have agreed, and coordinate the required labour approvals. This includes the Department of Foreign Employment (DoFE) labour permit in Nepal and the corresponding employer-side paperwork in the destination country, such as MOHRE processes for UAE placements. Every document is prepared so it can be checked and understood, not simply signed.
Visa processing & pre-departure orientation
Once documentation clears, we manage visa lodgement and approval on the destination side. Before travel, workers attend a pre-departure orientation covering the job itself, what to expect on arrival, their rights and obligations, and who to contact if something is unclear or goes wrong once they are abroad.
Travel & arrival logistics
We arrange travel so workers depart with their documentation in order and arrive at a confirmed point of contact rather than an unmanaged handover. This is where poorly run agencies most often fail workers. We treat it as a managed step, not an afterthought.
Deployment, on-site handover & ongoing support
On arrival, we confirm the handover to the employer and check that the placement matches what was agreed at the intake stage. For UAE placements, our DED-licensed facilities-management division can extend this into ongoing on-site supervision and team management. In other markets, our role continues as deployment and post-arrival support while the employer manages the worker on site.
How long does it typically take?
Every placement moves at a different pace. Here's what actually drives the timeline.
There is no single fixed timeline we can quote for every role. The process depends on factors outside our control as much as on our own speed. As a general guide, straightforward placements with complete documentation typically move through sourcing, screening and paperwork in a matter of weeks. Specialised trades, larger headcounts, or destinations with more involved permit requirements can take longer.
The biggest variables are how quickly a suitable candidate is identified and trade-tested, how fast medical and background checks come back, and how long visa or work-permit approval takes on the government side. That last one is set by the relevant authorities in Nepal and the destination country, not by us. Employers with urgent requirements should talk to our team directly; we can tell you what is realistically achievable for your specific role and destination rather than quoting a generic figure.
What workers can expect during the process
A fair process is one a worker understands before they commit to it. We treat disclosure and orientation as part of the job, not paperwork to get through.
- Recruitment costs and fees disclosed in writing before any commitment is made
- Pre-departure orientation on the job, destination and worker rights
- A contract explained in a language and manner the worker understands
- A named contact for questions or concerns before and after travel
- Access to support channels once deployed, not only before departure
Read more about our approach in Compliance & Ethics and our ethics commitment.
What employers need to provide
The clearer the brief, the faster and more accurate the shortlist.
- A clear role profile: job title, duties, required skills or trade certification
- Headcount and the timeline you need workers by
- Contract terms: salary, working hours, accommodation and other benefits
- Destination-side documentation your business is responsible for (e.g. MOHRE processes in the UAE)
- A single point of contact for shortlisting decisions and approvals
Process questions, answered
It varies by role, destination country and how quickly documentation clears. Typically it's several weeks from confirmed employer requirement to deployment, longer for specialised trades or markets with more complex permit processes. Contact our team for a current estimate against your specific role and destination.
Start the process with us
Employers can request manpower for a confirmed role, and jobseekers can apply through our verified, DoFE-compliant channel.