Short answer
A complete job order states the role, headcount, location, gross pay and how it is calculated, hours and overtime, contract type and length, accommodation and its cost, transport, who pays for travel, permit support, start dates and knock-out requirements. Vacancies with open points are not promoted, because unanswered questions become drop-outs after arrival.
Why we ask for so much up front
Candidates in Armenia hear the same offer from several channels and cannot tell a serious partner from a careless one. A job order that answers every practical question in advance is the most reliable signal of a serious employer, and it is the single biggest factor in whether a candidate is still at your site six months later. We promote a vacancy only when every item below is confirmed in writing.
The checklist
The role
- Job title and a plain description of daily duties.
- Headcount and whether hiring is one-off or recurring.
- Work location: city and, if relevant, whether the site changes.
- Knock-out requirements: experience, certificates, licence categories, language level, physical demands, age limits required by law.
- How you assess candidates: interview format, tests, trial period.
Pay
- Gross pay, per hour or per month, with currency.
- Guaranteed hours per week or month.
- Overtime availability and rate; night, weekend and holiday supplements.
- Payment schedule and method.
- Any performance or piece-rate element, with a guaranteed minimum.
Contract
- Contract type under your national law and what it includes (paid leave, sick pay).
- Contract length and extension conditions.
- Who the employer of record is: you, a subsidiary, or a temporary staffing agency.
- Notice periods on both sides.
Living conditions
- Accommodation: provided or not, type, people per room, monthly cost and how it is deducted.
- Transport to work: provided, cost, distance.
- Meals, work clothing, equipment: provided or deducted.
Immigration and travel
- The work authorization route you will use and who applies.
- Which documents you need from the candidate, and when.
- Who pays for travel, and whether it is reimbursed.
- Expected timeline from offer to arrival based on your previous hires.
- Support on arrival: registration, bank account, contact person.
Partnership
- Your company registration details and, where required, your recruitment or temporary-work licence.
- A sample contract in the language the candidate will sign.
What happens with an incomplete order
We come back to you with the missing points. We do not fill gaps with assumptions and we do not promote a vacancy with “to be confirmed” items, because every one of those becomes a candidate’s question, and unanswered questions become drop-outs.
