Short answer
Our screening confirms identity and passport situation, verifies work history and qualifications, assesses real language level, checks physical readiness and family circumstances for relocation, and sets expectations on pay, deductions, shifts and accommodation. It gives you a shortlist of informed candidates; the hiring decision, the work-permit application and any legal assessment remain with you.
The purpose of screening
Most failed placements are not caused by candidates lacking skills. They are caused by candidates arriving with a different picture of the job than the one they get. Our screening is designed to close that gap before anyone travels, in the candidate’s own language.
What we check
Identity and eligibility
- Identity and age against the passport.
- Passport validity against the intended contract period.
- Previous work abroad and any immigration history the candidate discloses.
Experience and qualifications
- Work history, with employer names and periods, cross-checked in conversation.
- Diplomas, certificates and licences, with copies collected where relevant.
- For skilled trades, evidence of completed work and, where you require it, a practical assessment to your specification.
Language
- A conversational assessment in the languages you require, reported honestly. We do not round “basic” up to “good”.
Readiness for the specific job
- Physical readiness for the described work: standing, lifting, cold environments, heights.
- Understanding of the shift pattern and its effect on daily life.
- Family and financial circumstances that affect the ability to stay for the contract period.
- Motivation and realistic expectations, discussed openly.
Expectations set in writing
Before a candidate is presented, they have seen your vacancy’s gross pay, deductions, accommodation cost, transport, contract type and travel terms in Armenian, and they have confirmed that they understand and accept them.
How we report
You receive a profile per candidate with verified experience, assessed language level, document status, availability and our notes, including concerns. We would rather flag a doubt than present a candidate who fails your interview or leaves early.
What screening cannot replace
- Your interview and decision. We shortlist; you hire.
- Trade tests to your own standard. Our assessments follow your specification, but final qualification is yours or your certifying body’s.
- Official recognition of qualifications. Licence exchange, welder certification and diploma recognition follow your country’s procedures.
- Legal and immigration assessment. We are not a law firm and refer legal questions to qualified professionals.
- Background checks that require official records. Criminal-record certificates are issued by Armenian authorities at the candidate’s request; we collect them, we do not issue them.
What you can do to improve results
Give us your knock-out criteria and your interview format in advance, tell us honestly what previous hires struggled with, and keep the terms in your job order stable. Changes after candidates have agreed to a vacancy are the most common reason for withdrawals.
