How to Verify a Pakistani Recruitment Agency Before Hiring Manpower
Hiring manpower from Pakistan can give international employers access to skilled, semi-skilled and professional workers across many industries. But before signing a recruitment agreement, one important question should always come first:
Is the recruitment agency legitimate, licensed and capable of handling your manpower requirement?
This question becomes even more important when an employer needs workers in large numbers. A recruitment project involving 50, 100 or 500 workers requires much more than simply receiving CVs. Employers need confidence that the agency understands overseas recruitment procedures, candidate screening, documentation, interviews, trade testing and deployment.
The good news is that employers can perform several checks before choosing a Pakistani recruitment agency.
In Pakistan, the Bureau of Emigration & Overseas Employment (BEOE) maintains information on Overseas Employment Promoters (OEPs), including licence details and status. For example, the BEOE’s current listing shows Greenland Overseas under licence 4598/KAR with a status of Valid and a validity date of 31 December 2026.
So, whether you are hiring workers for Saudi Arabia, UAE, Qatar, Kuwait, Oman, Bahrain, Malaysia, Romania, Türkiye or another overseas market, verifying the recruitment partner should be one of the first steps in your hiring process.
Why Is Recruitment Agency Verification Important?
International manpower recruitment involves money, contracts, personal documents and immigration procedures.
Choosing an unsuitable recruitment agency can create problems such as:
- Delayed recruitment
- Poor-quality candidates
- Incomplete documentation
- Unexpected costs
- Failed interviews
- Unsuitable workers
- Visa delays
- Communication problems
- Deployment delays
- Compliance issues
For large overseas projects, a recruitment problem can become a business problem.
Imagine a construction company preparing to start a project with 300 workers. If the recruitment agency cannot deliver the required manpower on time, the employer may face project delays, increased costs and pressure from its own clients.
That is why agency verification should happen before recruitment begins—not after problems occur.
What Is an Overseas Employment Promoter (OEP) in Pakistan?
An Overseas Employment Promoter, commonly known as an OEP, is a recruitment promoter operating under Pakistan’s overseas-employment regulatory framework.
Pakistan’s Emigration Rules define a licence as a licence granted under the applicable rules and define a foreign employer’s “demand” as a requisition for the engagement of Pakistani workers abroad on contract.
This framework is important because overseas recruitment is not simply an ordinary local hiring activity.
Employers should therefore distinguish between:
A company that claims to recruit workers
and
a recruitment promoter whose overseas-employment credentials can be checked through the appropriate Pakistani authorities.
Step 1: Check the Agency’s OEP Licence
The first and most important step is to check whether the recruitment agency appears in the official BEOE records.
Visit the official Bureau of Emigration & Overseas Employment website and use its Overseas Employment Promoters directory.
BEOE Overseas Employment Promoters Directory
Look for:
- Agency name
- Licence number
- Licence status
- Validity date
- City
- Office address
- Contact information
Do not rely solely on a screenshot, WhatsApp message or PDF provided by an agency.
Verify the information independently through the official government record.
Step 2: Match the Agency Name and Licence Number
Finding a similar company name is not enough.
You should compare the information carefully.
For example:
Agency: Greenland Overseas
Licence: 4598/KAR
The current BEOE listing identifies Sohail Ahmed / Greenland Overseas / 4598-KAR and shows the licence as valid through 31 December 2026.
This kind of cross-check helps ensure that you are dealing with the same organization represented in the official record.
Check These Details
| Detail | What to Check |
|---|---|
| Agency Name | Does it match? |
| Licence Number | Is the number the same? |
| Status | Is the licence currently valid? |
| Office | Does the address match? |
| Contact | Are the details consistent? |
| Website | Does the agency have a professional online presence? |
If the information does not match, ask the agency for clarification before proceeding.
Step 3: Check the Licence Status and Validity
A licence number by itself does not tell the whole story.
You should check the current status.
Possible records may indicate whether an OEP is valid or has another status.
For example, BEOE’s directory currently shows Greenland Overseas as Valid with a validity date of 31/12/2026.
Because licence status can change, employers should perform this check at the time they are selecting the recruitment partner.
Do not rely on an old article or an old certificate alone.
Step 4: Check the Agency’s Physical Office
A legitimate recruitment business should have a verifiable business presence.
Look for:
- Complete office address
- Company signage
- Landline or business contact
- Professional website
- Official email address
- Recruitment staff
- Employer contact person
You can also ask to visit the office if practical.
For example, Greenland Overseas publishes its Karachi office information on its website and provides employer contact details.
A physical office does not automatically prove that an agency is legitimate, but it is one useful part of your overall verification process.
Step 5: Check the Agency’s Website
A professional website can help you understand the company’s services, industries and recruitment process.
Look for specific information about:
- Overseas recruitment
- Candidate screening
- Manpower supply
- Bulk recruitment
- Trade testing
- Visa processing
- Head hunting
- Employer services
- Contact information
- Company background
- Licence information
For example, Greenland Overseas describes its recruitment services as including candidate sourcing, screening, trade testing, interviews, documentation, visa processing support and deployment assistance.
Internal Link
If you are researching Greenland Overseas, you can also visit its:
Step 6: Check the Agency’s Recruitment Experience
A licence is important, but employers should also evaluate whether the agency can actually handle their recruitment requirements.
Ask:
- How long have you been recruiting overseas?
- Which countries do you recruit for?
- Which industries do you specialize in?
- How many candidates can you source?
- Can you handle bulk manpower?
- Do you conduct interviews?
- Do you conduct trade testing?
- Do you support documentation?
- Do you assist with visa processing?
- Can you provide references?
The goal is to find an agency that matches your specific project.
A company recruiting 10 hospitality workers may need a very different recruitment capability from a contractor recruiting 500 welders and electricians.
Step 7: Check Whether They Can Handle Bulk Recruitment
If your requirement is large, ask specifically about bulk manpower recruitment.
For example:
“We need 250 workers for a construction project in Saudi Arabia.”
The agency should be able to explain:
- How candidates will be sourced
- How many candidates they expect to shortlist
- How interviews will be arranged
- Whether trade testing is available
- How documentation will be managed
- How medical procedures will be coordinated
- How visa processing will be handled
- How deployment will be organized
Greenland Overseas states that it provides bulk manpower recruitment across sectors including engineering and construction, IT, telecommunications, healthcare, finance and services, and describes its ability to line up hundreds of candidates for interviews.
Greenland Overseas Bulk Manpower Recruitment
Step 8: Ask About Candidate Screening
A recruitment agency should have a clear process for evaluating candidates.
Ask how the agency checks:
- Experience
- Education
- Technical skills
- Certifications
- Previous employment
- Passport information
- Job suitability
- Communication skills
For technical jobs, ask whether candidates are practically assessed.
Why Screening Matters
Suppose an employer needs 50 industrial electricians.
Receiving 500 CVs does not solve the problem.
The recruitment agency should help narrow the candidates down to people who actually meet the employer’s requirements.
Step 9: Ask About Trade Testing
For skilled workers, trade testing can be one of the most important parts of recruitment.
This can apply to:
- Welders
- Electricians
- Plumbers
- HVAC technicians
- Mechanics
- Carpenters
- Masons
- Steel fixers
- Machine operators
- Technicians
Pakistan’s Emigration Rules include provisions relating to proficiency verification through trade testing where applicable.
Ask the agency:
“Where will the candidates be tested?”
“Who conducts the trade test?”
“What skills are evaluated?”
“Can the employer participate in the testing?”
“Will trade-test results be documented?”
A transparent process gives the employer more confidence in the final candidate selection.
Step 10: Verify the Recruitment Process
Ask the agency to explain the complete process from beginning to end.
A typical overseas recruitment process may look like:
Employer Requirement
↓
Manpower Demand
↓
Candidate Sourcing
↓
CV Screening
↓
Employer Interviews
↓
Trade Testing
↓
Final Selection
↓
Medical & Documentation
↓
Visa/Work Authorization
↓
Overseas Employment Formalities
↓
Travel & Deployment
An agency that cannot clearly explain its process may not be the right partner for a complex international recruitment project.
Step 11: Review the Recruitment Agreement
Before hiring an agency, put the relationship in writing.
The recruitment agreement should clearly explain:
- Services provided
- Recruitment responsibilities
- Candidate sourcing
- Screening
- Interviews
- Trade testing
- Documentation
- Visa assistance
- Deployment
- Replacement policy
- Payment terms
- Employer responsibilities
- Agency responsibilities
- Timelines
- Confidentiality
- Dispute procedures
Never depend entirely on verbal promises.
A written agreement gives both sides a clear understanding of the project.
Step 12: Ask for a Clear Cost Structure
Before starting recruitment, ask for a written explanation of the costs.
Depending on the project, costs may relate to:
- Recruitment services
- Advertising
- Trade testing
- Documentation
- Medical procedures
- Visa processing
- Travel
- Other approved services
The exact costs and who is responsible for them can vary by destination country, occupation and recruitment arrangement.
A professional agency should be able to explain its charges clearly.
Red Flag
Be cautious if an agency:
- Refuses to provide written costs
- Keeps adding unexplained charges
- Demands unexplained payments
- Changes the agreed price without explanation
Step 13: Check for Complaints or Regulatory Issues
Another useful step is to search the relevant regulatory records for complaints, warnings or enforcement actions.
BEOE publishes complaint information and regulatory updates involving Overseas Employment Promoters.
This does not mean that every complaint automatically proves wrongdoing. A complaint may be under investigation, resolved or disputed.
The important point is to investigate carefully rather than ignoring the information.
What to Look For
- Number of complaints
- Nature of complaints
- Current status
- Regulatory action
- Whether the matter was resolved
This provides additional context when evaluating an agency.
Step 14: Check Industry Memberships
Membership in relevant industry organizations can provide additional background information.
For example, Greenland Overseas publishes information about its membership in the Pakistan Overseas Employment Promoters Association (POEPA) and Karachi Chamber of Commerce and Industry on its certification page.
Membership should not replace government licence verification, but it can be another useful piece of information when assessing a recruitment partner.
Step 15: Ask for Previous Recruitment Experience
Ask the agency for examples of projects similar to yours.
For example:
“Have you recruited 100 welders for a Gulf construction company?”
“Have you recruited healthcare professionals for an overseas hospital?”
“Have you handled bulk recruitment for Saudi Arabia?”
“Can you explain how you managed the deployment?”
Where appropriate, ask for references from previous employer clients.
You should respect confidentiality requirements, but a professional agency should be able to explain its relevant experience.
Step 16: Verify Employer Communication
Communication becomes especially important during large recruitment campaigns.
Before signing the agreement, determine:
- Who will manage your account?
- Who will provide recruitment updates?
- How often will you receive reports?
- Who handles candidate questions?
- Who handles documentation?
- Who handles visa coordination?
- Who should you contact if there is a problem?
A good recruitment process should not leave the employer wondering what is happening.
Step 17: Verify Visa Processing Claims
Be particularly careful with agencies that make unrealistic visa promises.
Ask:
- What type of visa is being processed?
- Who is responsible for the visa?
- What documentation is required?
- What is the employer’s responsibility?
- What is the recruitment agency’s responsibility?
- Which authority handles the relevant process?
For example, Greenland Overseas has a dedicated visa-processing service and states that it handles visa documentation and processing for bulk manpower and specialized recruitment.
Greenland Overseas Visa Processing Services
Remember: no genuine recruitment agency should guarantee government approval when the decision belongs to a government authority.
Step 18: Verify the Agency’s Contact Details
Compare the contact information shown on:
- Official website
- Government records
- Recruitment agreement
- Business documents
- Email correspondence
- Office signage
For Greenland Overseas, the official website currently lists +92 300-111-4598 as an employer contact and provides employer email information.
For your recruitment project, always use the contact information confirmed by the agency and the relevant official records.
Red Flags to Watch For
Before hiring a Pakistani recruitment agency, be careful if you notice any of the following.
1. No Verifiable OEP Licence
If the agency claims to recruit Pakistani workers overseas but you cannot verify its status through the relevant official records, investigate further before proceeding.
2. Pressure to Pay Immediately
High-pressure payment demands are a warning sign.
3. Unclear Fees
You should understand what you are paying for.
4. No Written Agreement
Important recruitment terms should be documented.
5. Unrealistic Promises
Be cautious about claims such as:
“100% guaranteed visa.”
“Guaranteed approval.”
“We can provide any worker tomorrow.”
Government processes and candidate availability cannot always be guaranteed.
6. No Physical Office
A completely unverifiable business presence should raise questions.
7. Poor Communication
If the agency is difficult to reach before signing a contract, communication may become even harder during recruitment.
8. No Candidate Screening Process
If the agency simply forwards CVs without screening, it may not be suitable for large-scale recruitment.
A Simple Recruitment Agency Verification Checklist
Before signing a recruitment agreement, use this checklist:
Company Verification
☐ Agency name verified
☐ OEP licence checked
☐ Licence status checked
☐ Licence validity checked
☐ Office address verified
☐ Contact information verified
Recruitment Capability
☐ Overseas recruitment experience
☐ Destination-country experience
☐ Industry experience
☐ Candidate sourcing capability
☐ CV screening process
☐ Interview arrangements
☐ Trade testing capability
☐ Bulk manpower capability
Compliance
☐ Recruitment agreement reviewed
☐ Employment terms documented
☐ Costs clearly explained
☐ Visa process explained
☐ Documentation process explained
☐ Replacement policy discussed
Reputation
☐ Client references checked
☐ Regulatory records checked
☐ Complaints reviewed
☐ Industry memberships reviewed
If most of these boxes are checked, you have a much stronger foundation for choosing a recruitment partner.
How to Verify Greenland Overseas
If you are specifically considering Greenland Overseas, you can perform the same independent checks discussed in this article.
1. Check the BEOE Record
The BEOE directory currently lists:
Greenland Overseas
Licence: 4598/KAR
Status: Valid
Validity: 31 December 2026
Verify Greenland Overseas through the BEOE Directory
2. Check the Company’s Licence Information
Greenland Overseas publishes its recruitment licence information on its website.
Greenland Overseas Recruitment License
3. Review Its Recruitment Services
The company describes services including candidate sourcing, screening, interviews, trade testing, documentation, visa processing support and deployment assistance.
Greenland Overseas Recruitment Services
4. Check Bulk Recruitment Capability
For large projects, review its bulk manpower recruitment service.
5. Contact the Company Directly
For employer inquiries, Greenland Overseas currently lists:
WhatsApp / Employer Contact: +92 300 111 4598
Website: greenlandoep.com
Why Verification Matters for International Employers
For an overseas employer, the recruitment agency is effectively an extension of the company’s hiring operation in Pakistan.
The agency may be responsible for helping manage:
- Candidate sourcing
- Candidate screening
- Employer interviews
- Trade testing
- Documentation
- Medical coordination
- Visa processing support
- Overseas employment formalities
- Travel preparation
- Deployment
If any part of the process is poorly managed, the employer can face delays and additional costs.
That is why verification should come before recruitment—not after it.
Questions to Ask a Pakistani Recruitment Agency Before Hiring
Before signing an agreement, consider asking these 15 questions:
- What is your OEP licence number?
- Is your licence currently valid?
- Can I verify it through BEOE?
- How many years have you been handling overseas recruitment?
- Which countries do you recruit for?
- Have you recruited for my industry?
- Can you provide bulk manpower?
- How do you screen candidates?
- Do you conduct trade tests?
- Can my team interview candidates directly?
- Who handles documentation?
- What visa-processing support do you provide?
- What are the complete recruitment costs?
- What happens if a selected candidate withdraws?
- Can you provide references or examples of similar projects?
A reputable recruitment agency should be comfortable answering these questions.
Why Employers Choose a Verified Recruitment Partner
Working with a properly verified recruitment agency can make international hiring more organized.
Better Compliance
You can begin with greater confidence that the recruitment partner operates within the applicable framework.
Better Candidate Quality
A structured screening process can reduce unsuitable candidates.
Better Communication
A dedicated recruitment partner can coordinate communication between the employer and candidates.
Better Project Management
Large manpower requirements can be organized into recruitment campaigns and batches.
Lower Recruitment Risk
Verification does not eliminate every risk, but it can help employers identify obvious problems before entering into an agreement.
Frequently Asked Questions
How can I verify a recruitment agency in Pakistan?
Start by checking the agency in the official BEOE Overseas Employment Promoters directory. Compare its name, licence number, status, validity and other available information with what the agency has provided.
What is an OEP licence?
An OEP licence is the licence issued under Pakistan’s overseas-employment regulatory framework to an Overseas Employment Promoter. The applicable rules define licensing and foreign-employer manpower demands.
Is checking a website enough to verify a recruitment agency?
No. A website is useful for understanding the company, but employers should independently verify the agency’s credentials through official records.
How do I verify an OEP licence?
Use the official BEOE Overseas Employment Promoters directory and check the agency’s current status and licence information.
Should I check complaints against a recruitment agency?
Yes. BEOE publishes complaint and regulatory information, which can provide additional context when evaluating an OEP.
What should I check before hiring workers from Pakistan?
Check the recruitment agency’s licence, experience, candidate screening process, trade testing, recruitment agreement, costs, documentation process, visa support and deployment capabilities.
Can I hire bulk manpower through a Pakistani recruitment agency?
Yes. Employers can work with agencies that specialize in bulk manpower recruitment, provided the recruitment is carried out according to the applicable Pakistani and destination-country requirements.
Final Thoughts
Choosing the right recruitment agency is one of the most important decisions an international employer can make when hiring manpower from Pakistan.
Don’t choose an agency simply because it has an attractive website or promises the lowest price.
Instead, verify first.
Check the OEP licence. Confirm the current status. Review the company’s experience. Ask about candidate screening and trade testing. Understand the recruitment agreement. Check the costs. Review complaints and regulatory information. And make sure the agency can actually handle the number and type of workers your project requires.
For employers planning large-scale recruitment, these checks can save considerable time and reduce unnecessary recruitment risks.
Greenland Overseas provides overseas recruitment, bulk manpower recruitment, candidate screening, trade testing, visa-processing support and other recruitment services for international employers. Its official website provides further information about its services and credentials.
Need to Hire Manpower from Pakistan?
Greenland Overseas
WhatsApp: +92 300 111 4598
Email: info@greenlandoep.com
Website: greenlandoep.com