Employer questions, answered

Fill in the form on the website or contact us directly. We arrange a short call to define the roles, headcount, pay and working conditions and accommodation. Then we send an offer and a contract – it can be signed electronically, with no office visit needed.

No. We run both one-off recruitment (single roles and specialists) and mass recruitment for dozens or hundreds of people. Larger projects get a dedicated coordinator.

Every client has one lead coordinator responsible for recruitment, documents, deadlines and communication with the authorities. You are never passed between departments.

Yes, nationwide – Skopje, Bitola, Tetovo, Kumanovo, Prilep and other cities. The permit procedure follows the place of work, and relocation is planned around your specific site.

We recruit in more than 20 countries: the Philippines, India, Nepal, Bangladesh, Vietnam, Indonesia and Sri Lanka in Asia; Kenya, Uganda, Ethiopia, Morocco and Zimbabwe in Africa; Ukraine, Moldova, Georgia, Belarus, Kazakhstan and Uzbekistan in the East; Colombia, Guatemala and Argentina in Latin America.

We define the role, pre-select candidates in their home country, verify documents and experience, arrange online interviews with the employer, prepare the permit-procedure documents and finally organise the arrival, transport and onboarding at your site.

As standard we run pre-selection only: we verify experience, documents and references and interview the candidate. Practical or language tests are optional and delivered for an extra fee, at the employer's explicit request.

Yes. We present a shortlist with profiles, experience and interviews. The hiring decision always stays with the employer – we never assign people without your approval.

Workers from Asia and Africa usually speak basic to communicative English; candidates from Eastern Europe typically speak Russian and sometimes some of the local language. On mixed crews it helps to appoint an English-speaking team leader – we help you set that up.

Most often: production operators, warehouse and forklift operators, MIG/MAG/TIG welders, fitters and steel structure assemblers, general construction workers, steel fixers and formwork carpenters, electricians and maintenance mechanics, installation and finishing crews, food processing, agriculture, hospitality staff and C+E drivers.

For candidates from Asia, Africa and Latin America realistically 1–3 months from contract to arrival. Most of that time is taken by factors outside our control – the capacity of the relevant authorities, consulates and embassies, visa system workload and decision times on applications. For Eastern Europe the timeline is usually shorter.

We usually present the first shortlist shortly after agreeing the requirements, with online interviews in the following days.

Processing times at the competent authorities, consular visa queues, missing information on the employer's side (working conditions, accommodation details) and seasonal peaks in applications. We report status continuously and chase deadlines.

If you need people sooner, we propose candidates from Eastern Europe or workers already legally resident who change employer – then the start is measured in weeks, not months.

In most cases: a single permit for temporary residence and work, issued by the Ministry of Interior (МВР) in cooperation with the Employment Agency of the Republic of North Macedonia, or a D visa issued by a diplomatic-consular mission of the RNM, a contract in a language the worker understands, medical checks and health and safety training. Exact requirements depend on the country of origin and the specific case.

Yes. We compile and file the required applications, handle correspondence with the authorities and monitor renewal deadlines. The employer provides the role, salary and accommodation details.

The D visa allows entry for a longer stay and usually precedes the further procedure. The single permit for temporary residence and work legalises the foreigner's residence and work in North Macedonia at the same time.

Formally the employer, which is why we keep the documentation inspection-ready: permits, contracts, records, accommodation data and document expiry dates. We warn you well before anything expires.

We track the dates and start the renewal procedure early so the worker keeps continuous legal residence and employment. It is part of ongoing service, not a separate order.

It depends on the country of origin, qualifications, headcount and scope (recruitment only, or the full package with the permit procedure and relocation). We provide the exact costs in the offer, after discussing the requirements – no hidden fees.

Typically administrative fees related to the permits, medical checks and safety training, and accommodation if it was part of the agreed terms. The split is defined in the contract.

No. We do not charge candidates for finding work – as an employment agency we operate under the applicable employment mediation rules.

Settlement is staged and tied to project milestones (recruitment start, candidate approval, worker arrival). The payment schedule is part of the contract.

No – the worker always signs a contract directly with your company, while we are responsible for sourcing, verification and the permit procedure.

Fully targeted recruitment for a specific, narrower role or profile, where selection is further tailored to the employer's exact requirements.

Organised sourcing of a larger number of workers for the same or related roles, with a dedicated coordinator following the whole project timeline, from selection to arrival.

Yes, that is a common scenario. The scope of services (recruitment, relocation and accommodation, cost calculator) is agreed at the start, based on the employer's needs.

We do. We plan the flights, meet the workers on arrival and take them to their accommodation and to the workplace for their first day.

We help find and arrange housing suitable for foreign workers, in agreement with the employer. We can also coordinate commuting to work.

We provide welcome materials in the worker's language, support with administrative matters, and the coordinator stays in touch with both the worker and the supervisor during the first weeks.

Yes. We brief teams and team leaders on organising work, safety instructions and schedules to avoid misunderstandings. This usually decides whether the crew stays long term.

Yes. If a worker does not meet expectations within the agreed trial period, we provide a free replacement. Scope and duration are written into the contract.

We start the replacement procedure on contract terms and in parallel review the cause – usually accommodation, scheduling or communication, all of which can be fixed.

We process data solely to deliver recruitment and the permit procedure, in line with applicable personal data protection rules. Details are in our privacy policy.

Yes – Primework Group operates in accordance with the applicable North Macedonian rules on employment mediation and labour relations.