Why organisations source workers from Nepal through a structured recruitment process.
Employers, agencies and mobility partners don't source from Nepal because of a generic idea about nationality — they source because a structured process can identify candidates against a specific job description, verify their readiness, and leave selection in the employer's hands. This page sets out how that process works, and the licensed framework it runs under.
Candidates are matched to the job, not the other way round.
Sourcing starts from the requirement, not from a pool of available people. Licensed Nepal recruitment partners work from the job description, required experience level, physical demands of the role and the employment conditions in the destination country to identify candidates who plausibly fit before any screening begins. This keeps early-stage sourcing relevant to the actual vacancy — a warehouse picking role and a CNC machine-operator role draw from different candidate profiles, different experience checks and different trade tests. Sourcing lists are refreshed as roles change, rather than reused generically across unrelated requirements. See the full range of categories this applies to on the Industries page.
Evidence before assumptions.
Where appropriate to the role, candidates may be assessed through structured interviews, verification of prior work experience, practical demonstrations, trade tests or self-recorded working videos showing them carrying out relevant tasks. The combination used depends on the occupation — a skilled trade such as welding or fabrication typically calls for a practical or video-based trade test in addition to an interview, while other roles may be assessed primarily through interview and experience verification. The purpose of practical screening is to give the employer or their appointed interviewer evidence to review, rather than a summary description alone. Assessment methods, timelines and formats are agreed as part of the requirement review stage described on the Hiring Process page.
Checking willingness and documentation before submission, not after.
Before a candidate profile is submitted to an employer, relocation willingness, documentation status, family awareness of the move, understanding of the employment terms on offer, and general availability for the proposed joining period are reviewed. This step exists to reduce late-stage withdrawals and mismatched expectations — a candidate who has not fully considered the length of separation from family, the nature of the accommodation, or the specific job duties is more likely to drop out later in the process, after time and cost have already been invested by the employer, the candidate and the recruitment partners involved. Mobility readiness is reviewed again at later process stages as documentation and approvals progress.
Employers and their appointed partners make the final call.
Green Outdoors Global Pvt Ltd and its Nepal recruitment partners coordinate sourcing and screening, but the employer — or the recruitment agency, lawyer or mobility partner acting on the employer's behalf — retains control over interviews, assessment criteria and the final selection decision. No candidate is deployed without the employer's own review and approval at the appropriate stage. This division of responsibility is set out in more detail for each audience on the Workforce Solutions page.
Nepal's Foreign Employment Act and the DoFE framework.
Recruitment of Nepalese citizens for work abroad is governed in Nepal by the Foreign Employment Act and its associated regulations, administered by Nepal's Department of Foreign Employment (DoFE). This framework sets out the legal basis on which Nepalese citizens may take up employment outside Nepal and the obligations placed on recruitment agencies operating within it.
What the framework covers
Licensing of recruitment agencies operating in Nepal, approved processes for advertising and processing foreign employment opportunities, and oversight of recruitment activity by Nepalese government authorities.
What "licensed Nepal partners" means in practice
Candidate sourcing coordinated through WorkersFromNepal.com and Green Outdoors Global Pvt Ltd relies on Nepal-based recruitment partners operating within this licensed structure — meaning sourcing, documentation and mobilisation activity is expected to follow the approved processes set out under Nepal's foreign-employment regulations, rather than an informal or unlicensed arrangement.
Read how requirement to deployment works, step by step.
The six-step process on Hiring Process shows exactly how role-based sourcing, screening and employer selection fit together from first enquiry to mobilisation.