Suitability
We assess commercial relevance, operational capacity and the ability to deliver realistic employment opportunities.
OUR APPROACH
Selective by design.
Accountable by principle.
We pursue only considered recruitment partnerships — informed by international fair recruitment principles, European employment standards and serious attention to worker welfare.
Partner selection · Fair recruitment · Post-arrival responsibility
WHY OUR STANDARDS MATTER
Integrity is a condition of partnership.
At Peisakh Global Partners, successful international recruitment means more than filling vacancies. It requires credible counterparties, transparent conditions of employment, respect for workers’ rights and a shared commitment to responsible outcomes.
Our acceptance criteria are selective. We do not engage with every organisation that approaches us; a compelling commercial opportunity never overrides serious concerns about legality, integrity, operational readiness or worker treatment.
A DISCIPLINED SELECTION FRAMEWORK
Four foundations.
One consistent standard.
Verification
We seek appropriate evidence of licences, legal standing, track record, working conditions and recruitment processes.
Fair recruitment
We expect transparent contracts, respect for worker rights and recruitment practices informed by the ILO employer-pays principle.
Post-arrival care
We look for clear accountability for onboarding, integration, welfare follow-up, worker feedback and timely problem resolution.
SELECTIVE PARTNERSHIP ADMISSION
We evaluate both sides
of every relationship.
Our review is proportionate to the proposed engagement and may involve documentary checks, structured discussions, external references and clarification of operational responsibilities. We reserve the right to decline an opportunity where our standards are not met.
01 / EMPLOYER SIDE
Employers & European intermediaries
We look beyond a vacancy request to the substance of the employment opportunity.
- Corporate identity, lawful operation and commercial credibility
- Real workforce demand, job descriptions and transparent pay and conditions
- Workplace safety, accommodation where offered, and support for integration
- Ability to fulfil commitments, handle concerns and support employment stability
02 / RECRUITMENT SIDE
Non-EU recruitment agencies
We consider both recruitment capability and the protections built into recruitment practices.
- Valid licences or authorisations where applicable and appropriate credentials
- Transparent candidate selection, communication and contractual processes
- Evidence of responsible fee practices and safeguards against worker-paid recruitment costs
- Readiness for onboarding coordination, welfare follow-up and escalation of concerns
Our principle: A prospective partner’s willingness to work with us does not establish eligibility. Assessment is not a certification or guarantee of another organisation’s conduct; independent legal and regulatory checks remain essential.
BEYOND THE POINT OF ARRIVAL
A placement is a beginning.
Not the finish line.
For internationally recruited non-EU workers, arrival is only the first stage of a successful employment relationship. Sustainable outcomes depend on purposeful integration, lawful employment conditions, open communication and meaningful attention to individual well-being.
We expect each partnership to identify who is responsible for pre-departure information, onboarding, integration support, post-arrival welfare contact, monitoring of employment conditions and prompt escalation of concerns. The practical scope of PGP’s own involvement is agreed for each engagement.
Preparation & arrival
Clear terms, understandable information and properly coordinated arrival and onboarding.
Integration & dignity
Appropriate workplace orientation, accessible communication, respectful treatment and attention to accommodation and living conditions where relevant.
Ongoing employment oversight
Defined check-ins, worker feedback channels, monitoring of employment relationships and timely action if risks or grievances arise.
OUR INTERNATIONAL REFERENCE POINTS
Principles with
practical meaning.
Our approach is informed by the International Labour Organization (ILO) General Principles and Operational Guidelines for Fair Recruitment and applicable European and national labour, migration and recruitment requirements.
ILO guidance recognises that workers and jobseekers should not bear recruitment fees or related costs. We use that employer-pays principle, transparent and understandable employment terms, freedom from coercion, and access to concerns and remedies as reference points when assessing prospective arrangements.
These are guiding standards, not a claim of ILO approval, independent certification or automatic compliance across jurisdictions. Relevant legal obligations and implementation arrangements must be assessed for each engagement.
Read the ILO fair recruitment principlesCOMMERCIAL TRANSPARENCY
Good judgment requires clear incentives.
Our European introductions are offered without fees or commissions to or from the European agency partner. Our commercial revenue derives from separately agreed business development and market-entry advisory work for Asian agency clients.
Where a relevant PGP commercial relationship exists, it should be disclosed to counterparties. We do not present partner introductions as a substitute for independent due diligence, professional legal advice or regulatory licensing.
Our objective is to create commercial value for agencies while safeguarding the interests of workers and respecting applicable local requirements.
A PRINCIPLE THAT GUIDES US
“We do not seek to work with everyone.PEISAKH GLOBAL PARTNERS
We seek to work with the right partners.”