Most delays we see at the start of a partnership come from an incomplete demand letter, not from sourcing itself. Once we have a clear letter, we can usually start building a candidate shortlist the same week. Here is what to include.
Category and quantity
Tell us the exact category (housemaid, nanny, cook, elderly caregiver, laundry or driver/gardener) and how many candidates you need per batch. A demand letter for "10 domestic workers" without a category breakdown sends us back to you for clarification before we can move.
Destination market
Saudi Arabia, UAE, Qatar, Kuwait, Bahrain, Oman, Jordan and Lebanon each have their own documentation and medical clearance requirements. We confirm the market up front so the right paperwork track starts immediately instead of being redone after the fact.
Client profile, if you have it
If the placement is for a specific household or facility, a short profile helps: household size, whether children are present, live-in or live-out, working hours. For corporate or hotel placements, tell us the number of properties and whether staff will rotate between sites. We can source without this detail, but the shortlist tends to fit better with it.
Target deployment window
Vetting, training and documentation take time. A demand letter with a realistic window, rather than "as soon as possible," lets us tell you honestly whether the timeline is achievable and where the bottleneck will likely be.
If any of this is missing when your demand letter reaches us, we will ask for it directly rather than guess. That single round of questions is usually the only delay in an otherwise straightforward process.
