Frequently Asked Questions
Arctalents is led by founders with decades of experience in international recruitment. We operate in a world where skills are no longer tied to geography — the best talent exists everywhere, and we exist to connect it to where it’s needed most. Below you’ll find answers to the questions our clients ask most often. Don’t see yours? Reach out directly.
How Does It Work?
What documents do I need to provide to start the recruitment process?
To initiate the process, you will need to provide 16 standard DMW-MWO-POLO documentary requirements. These include: an Authorization Letter, Letter of Intent to DMW, Demand Letter or Job Order, Contingency Plan, Special Power of Attorney (SPA), DMW Standard Employment Contract, Valid Business Registration and Certificate of Commercial Activity, Visa or Visa Delegation, Copy of National ID of the Employer Signatory, Jobsite photos and Google Map link, Photos of worker accommodation, List of current Filipino workers (if any), DMW Standard Recruitment Agreement, PRA DMW Valid License, PRA Owner authorization, and an Affidavit of Undertaking. We guide you through every document — you are not alone in this process.
How long does the full process take from job order to deployment?
The standard processing timeline is approximately two months from job order submission to worker deployment. This covers document approval and release through MWO, courier to the Philippine Recruitment Agency, the full recruitment and screening phase, and final ticketing and deployment to your destination.
Can I interview and select candidates myself?
Absolutely. You personally interview and select every candidate — via video call or in person. No worker is deployed without your explicit approval. This is a core part of how we work: your business deserves exactly the right person, and you decide when that standard is met.
Who handles visas, compliance, and all the paperwork?
We coordinate the full pipeline. For Saudi Arabia, the work visa is arranged through the Philippine Recruitment Agency. For the UAE, the E-Visa is handled by the employer in the UAE — we support and guide you through this. The OEC (Overseas Employment Certificate) is handled entirely by our agency as part of the deployment process.
Do I need to have a representative physically present in the Philippines?
Not necessarily. The Special Power of Attorney (SPA) document allows our Philippine Recruitment Agency to represent you at the Main DMW Office in Manila, handling the full processing without requiring your presence. For MWO processing in your country, you will need a local authorized representative or liaison officer — we advise and support you on this step.
What job categories can you source?
We place talent across five categories: Hospitality & Food and Beverage, Industrial & Construction, IT / Admin / Sales / Accounting, Healthcare, and Education. Within each category we cover a wide range of roles and seniority levels. Contact us with your specific role — if we can place it, we will tell you so directly.
Why Trust Us / What’s the Guarantee?
Are your partner agencies officially licensed?
Yes. Our Philippine Recruitment Agency (PRA) partner is a licensed company registered and verifiable through the DMW (Department of Migrant Workers) of the Philippines. Recruitment and deployment of Filipino workers internationally can only legally be conducted through a DMW-licensed agency — and ours is fully compliant.
What happens if a worker does not perform or leaves early after deployment?
A replacement guarantee is included as a standard provision in the Employer-PRA Recruitment Agreement we establish at the start of our engagement. The exact conditions and timeframe are agreed upon and documented before any deployment takes place. We do not leave employers without recourse.
Is there a formal replacement guarantee?
Yes. Every placement we make is backed by a replacement guarantee, the terms of which are clearly defined in your recruitment agreement. We stand behind every hire we place.
What is the minimum contract period for workers?
The standard minimum contract duration is either one year or two years, in line with applicable international labor laws and DMW standards. Probation periods are a standard provision under the relevant labor regulations and are handled accordingly.
How do you ensure the candidate actually matches what we asked for?
Our Philippine partner maintains an active pool of screened candidates and conducts ongoing fresh recruitment. Candidates are matched to your exact job order specifications — role, skill level, certifications, experience, gender preference, Gulf experience if required. You then interview the shortlisted candidates yourself before any commitment is made.
Are skilled workers properly certified for their roles?
Yes. Skilled workers are either licensed or certified in their specific field of work. Professionals carry the matching educational qualifications for their category. Copies of all certifications and credentials are available upon request at any stage of the process.
Can I request workers with prior Gulf or Middle East experience?
Yes. Gulf or Middle East experience can be specified as a requirement in your job order. Many of our candidates already carry this experience — and for those who do not, local equivalent experience is assessed as an alternative where acceptable to you as the employer.
What language do Filipino workers speak?
English is the primary professional language of Filipino workers alongside Filipino. Proficiency levels vary by category — professionals and skilled workers in technical fields communicate with strong English fluency. Workers from the southern Philippines (Mindanao) can also communicate in Arabic, which may be relevant depending on your operational environment.