International Workforce Deployment Services
Plan international workforce requirements through a structured commercial relationship, with licensed partners supporting sourcing, processing and mobilization where applicable.
Build your workforce briefGlobal reach.
Local requirements.
Choose a destination-specific pathway
A workforce request starts with the employing entity, worksite, role categories, headcount and target dates. Those details determine whether a sourcing and deployment pathway can be assessed. Do not treat one country’s process or role eligibility as interchangeable with another’s.
Workforce categories
General workforce, skilled trades, hospitality, approved healthcare-related roles and multi-role project programs can be considered. Screening depth, documentation and selection criteria vary by occupation and destination.
Define responsibilities before sourcing
Tamikon coordinates the commercial scope, client communication and partner alignment. The agreement identifies who sources candidates, processes documents, provides employment terms, secures approvals and manages arrival. Employer-side decisions and site readiness remain critical dependencies.
Plan around milestones rather than promises
Track shortlist readiness, interviews, offers, required checks, documentation and mobilization approvals separately. Pricing should distinguish service fees from third-party costs such as testing, medicals, travel and government charges. Availability, visa outcomes and approval dates cannot be assumed.
Your questions,
answered.
Can you guarantee a deployment date?
A schedule can be planned, but candidate readiness, employer decisions and external approvals affect delivery. Dependencies must be documented.
Are all processing costs included?
Only costs explicitly included in the proposal are included. Third-party and destination-specific charges should be identified separately.