A partner built for global scale.
International companies choose Hire Across Global for verified, trade-tested, and mobilization-ready manpower from India.
Four steps to deployment.
Share Your Requirement
Send us the role, skill level, quantity, timeline and destination country.
We Source & Screen
Our team taps our PAN India talent pool and shortlists trade-tested candidates.
Selection & Documentation
Client interviews, medicals, visa & emigration paperwork — all handled.
Mobilization
Ticketing, pre-departure briefing and on-site arrival coordination.
A manpower partner accountable for delivery, not introductions
International employers come to Hire Across Global when manpower has become a project risk rather than an administrative task. Work fronts open before crews arrive, arriving crews turn out weaker than the CVs suggested, or documentation stalls somewhere between medical and visa with no visibility into why.
Our engagement model addresses each of those failure points directly. We convert your requirement into a written specification, test candidates against it, run documentation on parallel tracks with a shared tracker, and mobilize in batches aligned to your programme. You receive a named coordinator and weekly status reporting for the duration of the mandate.
We work with main contractors, subcontractors, oil and gas and petrochemical operators, infrastructure developers, factory and manufacturing employers, facility management companies and engineering firms across the GCC, Africa, the Middle East and Europe.
- Written manpower specification before sourcing
- Client-witnessed trade tests and selection
- Shared deployment tracker and weekly reporting
- Batch mobilization aligned to your programme
What we need from you, and what you get back
Preparation on both sides is what turns an aggressive timeline into a realistic one.
- 01
Share the requirement
Role, trade grade, quantity, experience band, wage and benefit structure, contract duration, destination and target mobilization date.
- 02
Provide the recruitment documents
Demand letter, power of attorney, specimen employment contract and visa or work permit authority as applicable to your destination.
- 03
Agree commercial terms
A single written service agreement covering scope, costs, payment milestones, replacement policy and confidentiality.
- 04
Receive the sourcing plan
We return a plan showing sourcing regions, expected shortlist volumes, trade test approach and a stage-by-stage timeline with dates.
- 05
Select your workforce
Interview in person, by video or through recorded assessments; selections and reserves are confirmed in writing within 48 hours.
- 06
Track to arrival
Medicals, attestation, emigration, visa, ticketing and mobilization tracked on a shared sheet until each worker reports on site.
What partnership with us changes on the ground
The value of recruitment shows up in supervision load, rework and retention — not in CV volume.
Faster productive output
Trade-tested workers reach expected productivity sooner, reducing the hidden cost of the first four weeks on site.
Lower supervision burden
Correctly graded crews with the right foreman ratio need less correction from your engineering team.
Schedule reliability
Batch planning against your programme keeps work fronts staffed without carrying idle manpower in camp.
Compliance protection
Audit-ready deployment files, attested contracts and ethical recruitment practice protect your position with clients and auditors.
Commercial transparency
One agreement, one accountable partner, no sub-agent margin stacking or unexplained mid-process costs.
Replacement security
Defined replacement policy for unfitness, non-performance and absconding within the agreed window.
Building recruitment lead time into your programme
The single most common cause of manpower delay is not recruitment speed — it is recruitment starting too late. A 30 to 60 day cycle is achievable and repeatable, but it cannot be compressed below the statutory processing time for medicals, attestation, emigration and visa stamping.
We work with clients to reverse-plan from the date each work front opens. That produces a requisition calendar: when demand letters must be issued, when interview drives should be scheduled, and when each batch must clear documentation to land on time. For shutdowns and turnarounds, where the window is fixed and unforgiving, this planning is non-negotiable.
The same planning discipline applies to replacements and renewals. Contract end dates, leave cycles and expected attrition are predictable, and building them into the manpower plan avoids emergency recruitment at premium cost and reduced quality.
- Reverse-planned requisition calendar
- Shutdown and turnaround peak planning
- Renewal and replacement forecasting
- Reserve candidates held per position
- Staged batch mobilization
- Weekly status reporting on active mandates
Useful next steps
Our Services
The full recruitment lifecycle we deliver in-house.
Industries We Staff
Sector capability and typical role profiles.
Countries We Serve
Destination-specific documentation and timelines.
Current Openings
Roles our candidate pool is currently active in.
About Us
The team and standards behind every placement.
Request Manpower
Send your requirement and get a response within 24 hours.
Employer questions, answered
What documents does an employer need to start recruitment from India?
Typically a demand letter on company letterhead, a power of attorney in favour of the recruiting agency, a specimen employment contract stating wages and benefits, and a visa authority or work permit approval from the destination authority. Requirements vary by country and worker category, and we confirm the exact list before you prepare anything.
How quickly can you mobilize manpower?
Most mandates complete in 30 to 60 days from approved demand letter to arrival. Urgent requirements can be accelerated where candidates with valid passports, prior overseas experience and completed medicals are already in our pool, but visa and emigration processing remain the governing constraint.
What is your minimum order quantity?
There is no minimum. We handle single specialist placements as well as bulk mobilizations of several hundred workers, using the same documented process and quality controls.
Can our team interview candidates before selection?
Yes, and we encourage it. We organise in-person interview drives with trade test facilities in India, video interviews across timezones, or recorded practical assessments if travel and live sessions are not practical.
How are commercial terms structured?
Terms are set out in a single written service agreement covering service scope, cost allocation between employer and agency, payment milestones, replacement policy and confidentiality. There are no sub-agent layers or undisclosed charges.
What support do we get after workers arrive?
We coordinate arrival handover, follow up during the settling-in period, assist with documentation and renewals through the contract term, and manage replacements under the agreed policy if a worker proves unsuitable.