About Us | Leading Agencies in Ethiopia

My Agency is an Ethiopian foreign employment agency built for recruitment agencies and corporate partners that need more than occasional access to individual candidates.

We source, prepare, and supply Ethiopian domestic workforce through an office-to-office (O2O) model. Every recruitment requirement begins with a partner agency's demand rather than a direct booking from an individual household.

That distinction influences almost everything we do: how we build our candidate pipeline, how we plan sourcing, how we communicate timelines, and how we prepare workers before they travel.

As one of the leading agencies in Ethiopia serving overseas recruitment partners, My Agency is designed around a simple idea: agency recruitment works better when both sides know what can be planned, what can be delivered, and what depends on processes outside either agency's direct control.

You can explore our recruitment services to see how this approach supports different workforce requirements.

🧭 We Chose One Side

Recruiting for a household and supplying workforce to a recruitment agency may appear similar, but operationally they are very different businesses.

An individual household may need one worker as quickly as possible.

A recruitment agency may need:

A defined number of candidates across several categories.
A workforce pipeline that continues beyond one order.
Documentation prepared according to destination requirements.
Candidates available across different recruitment cycles.
Clear information that can be used to plan processing and travel.

My Agency chose to build its operation around the second model.

We work for agencies and institutional partners that require repeatable workforce sourcing rather than one-off consumer bookings.

Our O2O wholesale supply model reflects that decision by organizing workforce requirements around agency demand letters, expected volumes, candidate categories, and ongoing recruitment needs.

We believe specialization matters. Trying to serve every kind of customer in the same way often creates conflicting priorities. Our structure allows us to focus on the needs of the recruitment businesses we work with.

🎯 What We Are Building

Our Mission

Our mission is to make Ethiopian workforce sourcing easier for recruitment partners to understand, plan, and adapt.

We aim to connect genuine agency demand with candidates who have been sourced, checked, and prepared through a clear recruitment pathway.

Rather than promise that every stage moves at the same speed, we focus on managing the parts we can influence well and communicating clearly about the parts we cannot.

Our Vision

Our vision is to develop My Agency into a recruitment partner that remains useful as its partners grow and change.

An agency may begin with one workforce category and later need another. Volumes may increase. Destination markets may change. Processing conditions may shift.

We want our model to remain flexible enough to support those changes without losing structure, transparency, or recruitment standards.

🔍 What We Control

Good recruitment starts with being clear about responsibility.

There are parts of the process that fall directly within our operating scope, and these are the areas where we concentrate our attention.

Regional Candidate Sourcing

Our sourcing activity extends across several Ethiopian regions rather than depending entirely on one local labor pool.

This gives us broader access to potential candidates and reduces dependence on the availability patterns of a single recruitment area.

Our sourcing and selection process is organized around the requirements received from partner agencies rather than general candidate availability alone.

Candidate Verification

Candidates progressing into our talent pool undergo relevant identity and background checks before moving further through the recruitment process.

Through our vetting and background checks, we support verification that may include identity review, police clearance, references, and other checks appropriate to the recruitment requirement.

Preparation Before Travel

Candidates also need more than documents.

They need an understanding of the work they are preparing to perform, the environment they are entering, and the basic expectations associated with overseas employment.

Our Addis Ababa training operation supports preparation before travel through household-skills instruction, orientation, language readiness, and category-specific modules.

The aim of our training and certification programs is straightforward: candidates should travel better prepared, not arrive expecting the receiving agency to begin their basic orientation from zero.

⏳ What We Don't Control — And Why We Say So

One of the easiest mistakes in overseas recruitment is promising certainty where certainty does not exist.

Visa processing, embassy procedures, attestations, destination-country registrations, biometric appointments, government systems, and other external approvals do not operate according to an Ethiopian sourcing agency's timetable.

Systems such as Musaned, Tadbeer, Sanad, embassy processes, and destination-country authorities may experience changes, delays, or additional requirements.

My Agency does not believe those realities should be hidden behind unrealistic promises.

When an external process is moving more slowly than expected, we prefer to tell the partner what is happening rather than provide a date simply because it sounds reassuring.

That approach may be less dramatic than promising the fastest possible completion, but it gives agencies something far more useful: information they can actually plan around.

Our documentation and compliance support is therefore built around coordination and accuracy, while recognizing that some processing timelines remain outside our direct control.

🤝 What Partnership Means to Us

For My Agency, partnership is not a slogan attached to the end of a transaction.

It is a working arrangement in which both sides understand the workforce requirement and communicate realistically as circumstances change.

A productive O2O relationship depends on:

Clear demand specifications.
Realistic volume expectations.
Honest communication about candidate availability.
Early identification of processing issues.
Flexibility when requirements change.
Shared planning around travel and recruitment timelines.
Consistency across repeat orders.

This is particularly important when workforce supply is continuous.

The more accurately both agencies understand each other's expectations, the less time is lost correcting assumptions later in the process.

💎 Our Working Principles

🗣️ Honesty

We would rather explain a limitation early than promise something we cannot control.

Clear communication is more valuable to a recruitment partner than an unrealistic date or an exaggerated candidate count.

🔄 Adaptability

Recruitment demand changes. Categories change, order sizes change, markets change, and timelines change.

Our operating model is designed to adjust without abandoning the basic recruitment standards that guide candidate preparation.

✅ Preparedness

A candidate should progress because they are ready for the next stage, not simply because there is pressure to move quickly.

📌 Consistency

Repeat business requires repeatable processes. We work to maintain the same level of attention whether an agency is placing its first requirement or returning with another.

🤝 Respect

Both recruitment partners and candidates need clear information and professional treatment throughout the process.

⚖️ Accountability

We take responsibility for the stages that belong to us and communicate clearly where another authority or party controls the next step.

🌱 A Pipeline That Does Not Depend on One Place

Ethiopia is not one recruitment market.

Candidate availability, experience, language exposure, mobility, and workforce patterns can vary between regions.

For that reason, My Agency sources across multiple areas rather than building the entire candidate pipeline around one location.

A wider sourcing footprint helps us:

Reach different candidate pools.
Respond more flexibly to changing workforce categories.
Reduce overdependence on one regional labor market.
Build a broader pipeline for repeat agency requirements.
Adjust sourcing priorities when demand changes.

This flexibility becomes particularly valuable when partner agencies need different worker categories at the same time or when demand increases unexpectedly.

🎓 Ready Before Travel, Not After Arrival

Candidate preparation should happen before international travel whenever possible.

Our approach is based on the view that workers should understand the basic expectations of the role before they leave Ethiopia.

Preparation can include:

Household task orientation.
Workplace behavior.
Basic communication and language readiness.
Understanding role boundaries.
Personal readiness for overseas employment.
Category-specific practical preparation.

The purpose is not to claim that every adjustment can be completed before travel. Every employer and destination environment is different.

The goal is to reduce avoidable adjustment issues by giving candidates a practical foundation before they leave.

👥 Different Roles, One Preparation Standard

Our partners recruit workers for different household and support roles, and the preparation required for each category is not identical.

My Agency currently supports workforce categories including:

Housemaids and cleaners.
Nannies.
Cooks.
Elderly caregivers.
Laundry workers.
Drivers and gardeners.

A caregiver requires a different type of preparation from a cook. A laundry worker is not assessed in exactly the same way as a nanny.

What remains consistent is the expectation that candidates entering the pipeline should be sourced, reviewed, and prepared in a way that reflects the role they are being considered for.

Explore our workforce categories to see the worker profiles supported through My Agency.

🌍 Built for Different Markets, Not One Fixed Model

Overseas recruitment cannot be managed as though every destination follows the same system.

The requirements of Saudi Arabia may differ from those of the UAE. Qatar may have different processing expectations from Kuwait. Jordan and Lebanon introduce another set of operating considerations.

My Agency currently supports recruitment relationships connected with:

Saudi Arabia
United Arab Emirates
Qatar
Kuwait
Bahrain
Oman
Jordan
Lebanon

Our role is not to pretend these markets are interchangeable.

Instead, we adapt recruitment coordination according to the destination, the partner agency's requirements, and the procedures relevant to that market.

Visit the countries we serve to explore My Agency's current recruitment reach.

⚖️ Licensed, Ethical, and Clear About Costs

My Agency operates under Ethiopian licensing for foreign employment and labor export.

Our responsibility includes maintaining recruitment practices that respect both the agency partnership and the candidate moving through the process.

A key principle in our model is that candidates are not charged recruitment fees by My Agency.

Sourcing costs are handled within the agency-to-agency commercial arrangement rather than being transferred to the worker.

For us, ethical recruitment is not separate from the business model. It is part of how a sustainable O2O recruitment relationship should operate.

❓ Questions Agencies Ask Before Working With My Agency

Why does My Agency work only through an O2O model?

Because agency recruitment requires different planning from individual household recruitment. Our systems are structured around demand letters, repeat volumes, candidate pipelines, and cooperation with recruitment businesses.

Does My Agency recruit directly for individual households?

No. My Agency works with licensed recruitment agencies, corporate clients, and eligible institutional partners rather than accepting direct household bookings.

Why does My Agency source candidates from different Ethiopian regions?

Regional sourcing broadens access to candidate pools and reduces dependence on one labor market, giving us more flexibility when workforce demand changes.

What parts of the recruitment process does My Agency directly control?

We directly manage areas such as candidate sourcing, selection, verification coordination, preparation, training, and the documentation stages within our operating scope.

What can cause recruitment timelines to change?

Visa procedures, embassy processing, destination-country registrations, government systems, biometrics, and other external approvals may affect timelines because they are controlled by third parties or authorities.

Are candidates prepared before traveling?

Yes. Candidate preparation may include household skills, orientation, basic language readiness, workplace conduct, and role-specific training before departure.

Can My Agency support repeat or changing-volume workforce requests?

Yes. Our O2O model is designed for agencies whose workforce categories, order sizes, or recruitment frequency may change over time.

Which markets does My Agency currently support?

Our current market structure includes Saudi Arabia, the UAE, Qatar, Kuwait, Bahrain, Oman, Jordan, and Lebanon.

Does My Agency charge candidates recruitment fees?

No. Recruitment costs are managed within the agency-to-agency partnership arrangement and are not passed to candidates as recruitment fees.

🚀 Tell Us What You Need — We'll Tell You What's Realistic

A useful recruitment conversation starts with clear information.

Tell us the worker category you need, the approximate volume, the destination market, and the timeframe you are working toward.

We will explain what can be sourced, what can reasonably be planned, and which stages may depend on external processing.

Contact My Agency to discuss your workforce requirement and start an O2O recruitment conversation built around realistic planning and clear expectations.

About My Agency