Recruitment Services
Recruitment services in Bangladesh usually stop at the shortlist; ours continue to the appointment letter. As a Dhaka-based company, we define the role for an international company hiring here, source and verify candidates against your brief, run your interviews, and then employ the person you choose under our employer of record, so one party is accountable from job brief to first salary. A recruiter and a human resources (HR) administrator work inside your hiring tools under a non-disclosure agreement (NDA); you interview and choose, and nothing is invoiced for a search you have not approved in writing.
One exit at each step. No long-term commitment at any of them. We start with the role you need filled here: title, skills, seniority, salary range, where the person will work and who they report to. Each requirement is marked must-have or nice-to-have, the local market is checked for that profile, and the search is priced before anyone is contacted.
You get a written verdict — recruitment plus employment under our employer of record, recruitment only for an entity you own, employment only for a person you already found, or a referral elsewhere because the role is overseas placement. If the market check says the brief cannot be filled, you keep the check.
30 minutes 01 Scope · free call
1 week 02 Diagnose · role brief and market check, credited to the search
Per role 03 Pilot · verified shortlist with interviews run
Per hire 04 Production · placement fee at signing
Monthly 05 Managed Ops · employment per employee, cancel any month
What is included in recruitment services in Bangladesh?
Recruitment services in Bangladesh from one accountable recruiter cover six things for a company hiring its next person here: a written role brief, a market check for that profile, sourcing and human screening, verification of certificates and employers, interviews on your calendar, and employment under our employer of record. Each card is one deliverable.
Role brief and scorecard
Title, must-have and nice-to-have skills, seniority, salary range, working hours and reporting line written down with you and turned into a scorecard every candidate is marked against, so the shortlist can be compared line by line and the decision is yours.
Market check before the search
For that profile: how many people in the local market match it, what they are paid, how long similar searches have taken, and whether the brief should change before money is spent; if the role cannot be filled as written, the check says so.
Sourcing and human screening
Candidates found through job boards, referrals and direct approach, screened by a recruiter against the scorecard in a structured call, not only by keyword software; each screened candidate carries notes you can read before deciding whom to interview.
Verification of certificates and employers
Before a candidate reaches your shortlist, degrees and professional certificates are checked with the issuing body and previous employment is confirmed with the employer, so the people you interview have confirmed records.
Interviews on your calendar
The shortlist scheduled across your working hours and ours, interview packs sent the day before, scorecards collected after each round, and a written recommendation when you ask for one; you interview, you choose, we administer.
Employment under our employer of record
The person you choose receives an appointment letter and identity card in the employer’s name on day one, is onboarded onto payroll, and is employed through our own entity in Bangladesh at a fixed price per employee per month, unless your entity employs them directly.
Not included: Placing workers abroad, which needs a separate licence · deciding whom you hire · advice on law or tax · questions the Labour Act leaves to the employer · new roles or briefs, priced first as a change request.
What does Bangladesh law require the day your new hire starts?
The Bangladesh Labour Act, as amended, has four things to say about day one: a written appointment letter, a photo identity card, probation fixed by role type, and a licence rule that keeps in-country hiring apart from overseas placement. Recruitment that ends at the shortlist leaves the legal part to you. Employment runs through our employer of record service.
Appointment letter
Section 5: no worker may be employed without a written appointment letter, issued in the employer’s name before the first day.
Identity card
Section 5: every employed worker receives an identity card with a photograph; we issue it with the letter and file both.
Probation
Section 4(8): six months for clerical roles, three months for other workers, extendable by three where skill cannot yet be judged.
Not overseas placement
Sending workers abroad needs a licence under the Overseas Employment and Migrants Act; this page hires people who work for you here.
What does one recruitment search in Bangladesh contain, from role brief to signed appointment letter?
One recruitment search in Bangladesh contains five logged steps, because “we recruit in Bangladesh” tells you nothing. Every item in the log below traces to a scorecard line, a verification call, an approver and a date; the example is a senior accountant role for a company with no local entity and a six-week deadline. Yellow marks where a person signs.
How the search narrows · senior accountant
What the log records · five steps
- 1Brief signedScorecard: 6 must-haves, 4 nice-to-havessalary range setmarket check: supply, pay band, time to hire
- 2Sourced and screened41 profiles found14 structured screening calls6 marked against the scorecard with notes
- 3Verified shortlist4 candidates: degrees checked with issuers, 2 previous employers each confirmedinterview packs sent
- 4Your decisionTwo interview rounds on your calendarscorecards collectedyou chooseoffer agreed in writing
- 5EmployedAppointment letter and ID card issued day oneprobation set per the Actonboarded to payrollfile opened
Every step logged: each item traces to a scorecard line, a verification call, an approver and a date.
Illustrative run. Yellow marks the step where a person signs; 41 profiles, 14 calls, 4 verified and 2 rounds are an example, not a result.
How does hiring in Bangladesh work with us, from role brief to Managed Ops?
Hiring in Bangladesh with us runs in five steps, each an exit ending with a document you keep: a free scoping call, a one-week brief and market check, a verified shortlist and interviews, the hire, then monthly employment. It goes wrong when a recruiter sends CVs nobody verified and leaves the appointment letter to a company with no local entity.
01 30 min · free
Scope A call about the role: what the person will do, for whom, at what seniority and salary range, and whether they work here or are sent abroad. A clear role gets a brief quote.
02 1 week · credited
Diagnose The role brief and scorecard written with you; the local market checked for supply, pay and time to hire; must-haves tested against reality; the search priced in writing, or the brief sent back with changes.
03 Per role · fixed price
Pilot Sourcing, structured screening and verification against the scorecard; a shortlist of verified candidates with notes; interviews scheduled on your calendar; scorecards collected; your decision, or a second shortlist on the agreed replacement terms.
04 Per hire · at signing
Production The offer agreed, the appointment letter and identity card issued in the employer’s name, the employee file opened, probation set per the Act for that role type, and payroll onboarding on the agreed start date.
05 Monthly · cancel any month
Managed Ops Employment under our employer of record, or your entity, per employee per month: payroll, leave, records and the probation review date, with a replacement search reopened on the written terms if the hire leaves early.
Who runs your recruitment in Bangladesh, and with what?
You meet the team on day one: a recruiter who owns the brief, sourcing and screening, an HR administrator who verifies records and issues the appointment letter, and a reviewer who checks every shortlist.
Sourcing Job boards, referrals and direct approach, screened in a structured call
References Bangladesh Labour Act as amended: appointment letter, identity card, probation
Communication Weekly search update and a shared channel
Delivery Your applicant tracking and HR systems; nothing stored on our side
QA Second-person review of every shortlist; scorecards versioned; approver named
Ownership Every brief, scorecard, record and letter in your name
Do you need recruitment plus employment, recruitment only, employment only, or a referral?
Buyers arrive in one of four situations. No entity here and nobody found yet → recruitment plus employer of record. Your own entity → recruitment only, with employment run by you or our professional employer organisation (PEO). A person already found but no entity → employer of record only. A worker to be sent abroad → not this service. Five questions show which fits.
1. Does your company own an entity in Bangladesh?
2. Have you already found the person?
3. Where will the person work?
4. What kind of role is it?
5. How many roles this quarter?
Which one do you need? Answer five questions.
Recruitment plus employer of record
No entity here and nobody found yet is the case this page exists for: the brief and market check, a verified shortlist, your interviews, and then employment of the person you choose through our own entity in Bangladesh — one party accountable from job brief to first salary, priced per role and per employee.
A first estimate; the diagnostic confirms it.
How the verdict is decided
The person will work abroad → overseas placement, not this service
Person already found and no entity → employer of record only
Registered entity here → recruitment only
Otherwise → recruitment plus employer of record
Why choose us for recruitment in Bangladesh?
Choose us for recruitment in Bangladesh: one party finds, verifies and employs your hire. A recruiter is judged on whether the person you interviewed was who the CV said, and whether someone signed the appointment letter on day one, as the Bangladesh Labour Act requires. The global platforms recruit nowhere here, and the local agencies employ nobody after the hire.
Without one accountable party
!!!!!
- A stack of CVs nobody screened in a call or checked with an issuer
- A chosen candidate and no entity, letter or payroll to employ them
- A recruiter who disappears the day the placement fee is paid
- A global platform page that lists Bangladesh under “coming soon”
With EICRA
Search report · senior accountant
Profiles screened14 of 41Verified shortlist4Interview rounds2Approvals recorded2VerdictHired, employed day one
Illustrative example
- Every shortlisted candidate screened by a person and verified with the issuer
- An appointment letter and identity card issued the day the hire starts
- Replacement terms written into the scope before the search begins
- One named recruiter and administrator, from brief to first salary
Is it safe to outsource recruitment and employment in Bangladesh to one provider?
Outsourcing recruitment and employment in Bangladesh to one provider is safe when you make every hiring decision and access is limited to the search at hand. The risk is who sees candidate data, who decides and who signs. As a Bangladesh-based company, we work in your tools under NDA and hire nobody without your written choice. Reviewed By Eicra.com team
Which agreements are signed, and when?
NDA — mutual, signed before any brief, salary range, candidate record or scorecard is shared with anyone.
Data processing agreement (DPA) — processor terms under Article 28(3) of the General Data Protection Regulation (GDPR) where it applies, and the Bangladesh Personal Data Protection Ordinance for the candidate and employee data we process.
Data transfers — standard contractual clauses or the transfer instrument your jurisdiction requires, signed before candidate data moves.
Access — your applicant tracking and HR systems for the roles in scope, nothing more; no payment authority, no production systems of yours.
Certifications — listed only when held; none are claimed, and we are not a licensed overseas recruiting agent, a law firm or a tax adviser.
What controls, intellectual property (IP) and rework terms apply?
Your accounts Every brief, scorecard, candidate record and appointment letter lives in your systems from the first day; nothing is stored on our side beyond the search.
Document ownership All records belong to you under the contract; you may export them, hand them to an auditor, or move an open search to another recruiter at any time.
Boundary We find, verify and employ; we do not place workers abroad, decide whom you hire, give legal or tax advice, or decide questions the Labour Act leaves to the employer — you and your counsel decide.
Approval No candidate is contacted before you approve the brief, no offer is made before you choose in writing, and no appointment letter is issued before the offer is agreed; approvals and dates are recorded.
Rework A replacement search is reopened free on the written terms if the hire leaves inside the agreed window; new roles, new briefs or changes in the law are priced first as a change request.
What proof do you get before you pay for recruitment services in Bangladesh?
Before you spend anything on recruitment services in Bangladesh, check what we did not make up: what the Labour Act fixes for probation and the appointment letter. After the one-week brief you get your own market check for the role.
6 months
Probation for clerical roles under section 4(8) of the Bangladesh Labour Act, three months for other workers, extendable by three where skill cannot yet be judged; set on day one here.
Day one
Section 5 of the Act requires a written appointment letter and a photo identity card before anyone is employed; we issue both in the employer’s name on day one and file them.
1 week
After the one-week role brief you get your own market check for the role: how many people match the profile, what they are paid and how long similar searches have taken.
Case studies: client results with numbers are added here as clients give permission to name them. Ask on the scoping call for references in your industry.
What do buyers ask about recruitment services in Bangladesh?
How much do recruitment services in Bangladesh cost?
Prices are fixed per role and per hire, never per hour, and each step is on the price cards at the top: a one-week role brief and market check, credited to the search; a verified shortlist with interviews, priced per role; a placement fee per hire at signing; employment then runs per employee per month.
Can a foreign company hire in Bangladesh, and who employs them?
Yes. An international company can hire here through its own registered entity or through an employer of record that employs the person on its behalf. With us, the candidate you choose is employed by our own entity in Bangladesh (appointment letter, identity card, payroll, records), while you assign the work and manage performance; your own entity can employ them instead.
How long is probation for a new hire in Bangladesh?
Under section 4(8) of the Bangladesh Labour Act, probation is six months for a worker in a clerical role and three months for other workers, extendable by three months where skill cannot yet be judged; a worker becomes permanent on completing it. Managerial roles may fall outside the Act’s definition of worker, so each letter sets it.
What happens if the new hire leaves or fails probation?
The replacement terms are written into the search scope before anyone is contacted: if the hire leaves or fails probation inside the agreed window, we reopen the search for that role on those terms, without a second placement fee. Probation is the agreed test of fit; its review date sits in the file from day one.
Can we switch to you from our current recruiter?
Yes. Open roles move to us at any point by sharing the briefs and any candidates already in process; we re-screen them against a scorecard rather than start from zero. If existing staff are employed by another provider, their employment can transfer to our employer of record through a planned handover agreed with each employee, with no gap in pay.
Start with a free 30-minute scoping call or the one-week role brief.