"Trained" is one of the most overused words in this industry, so partner agencies are right to ask what it actually means. Here is what happens at our training academy in Addis Ababa before a candidate is offered against your demand letter.
Category-specific skills
Each category runs its own curriculum. Housemaid and cleaner candidates cover cleaning protocols, laundry care and kitchen hygiene. Nannies complete feeding routines, safe sleep practices and a first-aid module. Cooks work through menu ranges and food safety. Every category ends with a supervised practical assessment, not just classroom time.
Orientation for the destination market
Candidates go through orientation specific to the market they are deploying to: household norms, workplace conduct expectations and basic legal awareness of their rights and obligations under the local employment framework. This module changes by market since expectations in a Riyadh household differ from a Dubai facility placement.
Language modules
Candidates complete Arabic or English language modules appropriate to their deployment market and role, focused on the practical vocabulary they will actually need on day one rather than general conversation.
What this does not include
Training does not replace the household or facility's own onboarding. A candidate arrives briefed and capable, not identical to a worker with years of experience in your specific client's home or property. Any partner agency that expects zero adjustment period regardless of training is setting an unrealistic bar for any supplier.
If your agency wants to see the training curriculum for a specific category before confirming a demand letter, ask and we will walk through it.