International Recruitment & Overseas Hiring
Overseas hiring is a logistics problem more than a sourcing problem. The candidate is usually the easy part. What determines whether they start on time is whether the quota matched the profession, whether the certificates were attested in the right order, and whether the medical was done at an approved centre.
In short
International recruitment for Saudi Arabia runs a chain: block visa quota, candidate sourcing and screening, certificate attestation, medical clearance, visa stamping in the source country, travel, then iqama issuance on arrival. A break at any point resets the sequence. SCPL manages the chain end to end.
You're probably here because one of these is true
- Overseas hires are arriving weeks later than planned
- Visa stamping has been rejected in the source country
- You need to mobilise a group against a fixed project date
If any of these describe your situation, say so in the enquiry — urgent cases are routed differently and we come back the same working day.
What's included
What SCPL handles under International recruitment
Employers recruiting from overseas markets, particularly for technical, industrial and hospitality roles.
- Source market sourcing
- Recruitment from established markets, screened against your technical requirements.
- Screening and testing
- Trade testing and qualification verification before offer, not after arrival.
- Attestation
- Certificate attestation run in the correct sequence, in the source country.
- Visa and stamping
- Quota conversion, stamping coordination and document checks before submission.
- Mobilisation
- Travel coordination and arrival logistics aligned to your start date.
- Arrival processing
- Medical, biometrics, iqama issuance and Qiwa authentication on arrival.
Common questions
Why do overseas hires arrive later than planned?
Almost always attestation or visa formalities rather than sourcing. A certificate attested out of sequence, a name mismatch between passport and qualification, a medical at a non-approved centre, or a profession code that does not match the approved quota — each restarts a step that takes weeks.
Who pays the recruitment and mobilisation costs?
Under Saudi regulations the employer bears recruitment and mobilisation costs for staff it sponsors, including visa and travel. Arrangements that shift these onto candidates create compliance exposure for the employer, which is why we structure engagements to avoid it.
Talk to someone who does international recruitment every day
Tell us the situation and we'll tell you what it actually takes to fix it — including when the answer is that you don't need us.