By 
- Explain whether you advise, place candidates or employ supplied workers.
- Check the relevant MOHRE licensing route.
- Review premises, financial security and professional requirements before paying.
Who employs the person you introduce?
Start with the employment relationship. Will a client hire a candidate directly after your introduction? Or will your company employ workers and make them available to clients? Perhaps you only advise businesses on interview processes and staffing plans.
Those arrangements should be described separately to the licensing authority and MOHRE. The words recruitment, outsourcing and HR consulting are often used loosely in sales material, but they do not describe identical responsibilities.
Check the agency route before the formation package
MOHRE’s service directory includes licensing for temporary employment and mediation agencies. Its agency guidance sets conditions covering matters such as premises, suitability and financial security. Confirm the current requirements for the precise activity and applicant before committing funds.
Do not assume that a free zone consultancy package replaces a specialist approval. Ask for a written explanation of which work the proposed licence permits and which agency authorisation, if any, is still required.
Describe the money and responsibility flows
- Who signs the employment contract?
- Who pays wages and manages employee records?
- What fee does your company charge, and to whom?
- Who handles replacements, complaints and termination?
For a planning example, compare a one-off introduction fee with a monthly staffing invoice. The second arrangement can involve a continuing employment operation. A licence comparison based only on the number of founders would miss that difference.
Prepare the operating controls
Candidate information needs appropriate access and retention arrangements. Explain how you obtain records, share them with clients and respond to correction or deletion requests under the rules that apply. Avoid collecting documents simply because another agency does.
Use agreements that reflect the actual agency role and get specialist review where needed. Include the cost of approvals, premises, financial security arrangements, employees and ongoing administration in the business plan.
Kompani Setup can help organise the formation brief and compare suitable routes. The relevant authorities decide approval and eligibility. Bring the proposed client contract and a clear description of who employs the workers so those questions are addressed early.
