What you do
Describe the roles, headcount, destination, required experience and timeline. A written manpower request makes this faster, but a conversation is enough to begin.
For Employers
Our Recruitment Process
Six stages from your first request to workers on site — and, at every stage, exactly who is responsible for what. Recruitment involves you, us and the destination government, and the difference matters.
Before You Start
Three Parties, Three Responsibilities
Overseas recruitment is often described as though one company does everything. It does not work that way, and employers who understand the split early have a far smoother process.
The destination government decides who may work in the country and issues the authorisation. The employer holds the hiring relationship, the quota and the employment terms. Golden Eagle GS sources and screens the workers, prepares and checks the documentation, and coordinates between the three sides so nothing stalls because a step was missed.
Each stage below states those responsibilities explicitly.
Needs Analysis
We assess your role requirements, headcount, and timeline.
The first conversation establishes exactly what you are hiring for: which trades, how many workers in each, the destination and work site, the standard of experience you expect, and when you need people on site. This is also where we tell you plainly whether the requirement is something we can source. If it is not, you hear that at the start rather than after weeks of process.
What we do
We translate the requirement into a screening standard, confirm feasibility, and assign a single point of contact who stays with the request through to deployment.
Sourcing & Screening
Candidates are identified, interviewed, and vetted against your criteria.
Candidates are drawn from our own pipeline in Egypt and screened against the standard agreed in the needs analysis — trade competence first, then documentation readiness. Screening is where most of the value sits: it is the difference between receiving a shortlist you can act on and receiving a stack of applications you have to filter yourself.
What you do
Confirm the trade standard and any certificate or test the role depends on, so screening is measured against your definition rather than a generic one.
What we do
We source, interview and vet candidates, and verify that each one can realistically complete the documentation the destination requires before putting them forward.
Selection & Interview
You review shortlisted candidates and confirm your selections.
You receive the shortlist and make the hiring decision. Employers commonly interview remotely, run a practical trade test, or send a representative to assess candidates directly. Nothing moves forward into documentation until you have confirmed who you are taking.
What you do
Interview or trade-test the shortlist and confirm your selections in writing.
What we do
We arrange interviews and trade tests, brief candidates on the role, and hold the process until your confirmation.
Documentation & Compliance
We handle contracts, permits, and regulatory paperwork.
Each selected candidate needs a documentation set that satisfies both the destination and Egyptian requirements. The exact set varies by destination and by role, and some documents — educational and professional certificates in particular — may need authentication and legalization before they are accepted abroad.
What you do
Provide the employer-side paperwork your destination requires, and the signed employment terms for each selected candidate.
What we do
We assemble and check the candidate documentation set, prepare contracts, and manage certificate authentication and attestation where the destination requires it.
Visa Processing
Visa and work-permit coordination with the destination country's authorities.
Work authorisation is a government process, and it is important to be precise about where the boundary sits. The destination government issues work visas and permits. In Saudi Arabia, employer-side labour transactions run through the official platforms operated by the Ministry of Human Resources and Social Development. The employer holds the recruitment quota and raises the request from their own account; the candidate supplies personal documents and attends any required medical or biometric appointment.
What you do
Raise the employer-side request from your own account, and confirm you hold the quota the destination requires for the roles you are filling.
What we do
We prepare and check the documentation the application depends on, coordinate between you and the candidate, and follow the application through to its outcome.
Deployment & Onboarding
Candidates arrive and are onboarded, with ongoing support available.
Once authorisation is granted, travel is arranged and the worker is briefed on what to expect on arrival — the role, the site, and the terms they have signed. Support does not stop at departure; the account contact remains available after arrival for anything that needs resolving between you and the worker.
What you do
Confirm arrival arrangements, site induction and accommodation or transport where you are providing them.
What we do
We coordinate departure, brief the worker before travel, and stay available after arrival.
Ready to Start a Request?
Tell us the trades, the headcount and the destination. We will confirm what we can source before anything else begins.