Recruitment of Nepalese citizens is coordinated through appropriately licensed Nepal recruitment partners and remains subject to Nepal's foreign-employment requirements, destination-country immigration laws, employer selection and government approvals. We do not publish fixed timelines for this process because duration depends on the role, destination country, document readiness and government processing — all of which vary by case. The stages below describe what happens and what tends to affect pace, without promising a specific duration or outcome.
1. Requirement Review
What happens
We start by reviewing the job roles, number of workers required, destination country, employment terms, required trade experience, and target joining period. This conversation clarifies whether the requirement fits a standard sourcing category (see industries & occupations) or needs a more specific brief.
What we need from you
A job description or role summary, headcount, destination country, contract terms (wages, accommodation, working hours where known), and any certification or trade-test requirements you already have in mind.
Typical output
A documented recruitment brief that sets out the role, criteria, headcount and the intended process path.
Where it can take longer
Requirements that are still being finalised internally, undecided contract terms, or destination countries with less-familiar entry requirements can extend this stage while details are confirmed.
2. Partner & Process Validation
What happens
The requirement brief is checked against the Nepal sourcing process and the relevant destination-country regulatory pathway, in coordination with licensed Nepal recruitment partners operating under Nepal's Foreign Employment Act / DoFE framework.
What we need from you
Confirmation of any documentation you or your partners already hold — such as a demand letter, labour approval, or embassy attestation status — and clarity on who owns which part of the process on your side.
Typical output
Confirmed division of responsibilities between employer, agency and Nepal partner, and an agreed set of next steps.
Where it can take longer
Validating a destination-country pathway that is new to the employer or partner, or initiating government approvals or additional documentation from scratch, can add time to this stage.
3. Candidate Sourcing
What happens
Licensed Nepal recruitment partners identify candidates against the approved criteria — trade or role, experience level, physical requirements and availability.
What we need from you
Any clarifications on the brief as sourcing progresses, and feedback if an initial candidate pool doesn't match what you expected.
Typical output
A preliminary candidate pool for your review.
Where it can take longer
Niche trade skills, high-volume requirements, or narrow eligibility criteria (specific certifications, language ability, prior destination-country experience) generally take more sourcing effort than broad, entry-level requirements.
4. Screening & Evidence
What happens
Shortlisted candidates go through interviews, experience verification, and — where appropriate — practical demonstrations, trade tests or self-introduction and working videos, so you have real evidence to assess before committing to interviews.
What we need from you
Your specific screening criteria or interview questions, and any trade-test standard you want applied.
Typical output
Employer-ready candidate profiles with supporting evidence — CV, experience details, interview notes, and video or practical-assessment results where applicable.
Where it can take longer
Coordinating remote interviews or practical assessments across time zones, or requirements that call for in-person trade testing, can extend this stage.
5. Employer Selection
What happens
You, or your authorised partner, review candidate profiles and conduct interviews or trade tests directly, retaining full control over final selection decisions.
What we need from you
Availability for interviews or assessments, your selection criteria, and timely feedback once you've reviewed candidates.
Typical output
A documented selection list, communicated to the Nepal partner and to candidates.
Where it can take longer
Multiple interview rounds, internal employer approvals, or scheduling constraints on either side can extend this stage.
6. Documentation & Deployment Coordination
What happens
Selected candidates move through work-authorisation documentation, medical checks where required, pre-departure orientation, and travel and mobilisation coordination.
What we need from you
Employer-side documents such as contracts or invitation letters, and prompt responses to any queries raised during visa, permit or embassy processing.
Typical output
A coordinated mobilisation pathway toward deployment — subject to approvals at every stage.
Where it can take longer
Work-permit and visa processing, embassy appointment availability, document authentication and medical certification are largely outside our control, vary by destination country and case, and are the most common source of delay in the overall process.
To see the occupations this process is most commonly used for, visit Industries & Occupations. For the reasoning behind sourcing from Nepal specifically, see Why Source Workers From Nepal. Practical guidance on preparing a requirement, screening and documentation is available in our Employer Resources hub.