Recruitment Services in Bangladesh
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, and run your interviews. We then employ the person you choose under our employer of record, so one party is accountable from job brief to first salary. Our recruitment services in Bangladesh cover finding, verifying and employing people who work for you here, never sending workers abroad. If the person you hire is a foreign national, expat payroll in Bangladesh sets their tax residency status and tracks work permit dates from the first cycle. If you would rather we stayed on as the legal employer after the hire, our remote staffing agency in Bangladesh service carries the employment, payroll and leave as well. 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. They are 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 are written down with you. They become a scorecard every candidate is marked against. The shortlist can then be compared line by line, and the decision is yours.
Market check before the search
For that profile, the check shows how many people in the local market match it, what they are paid and how long similar searches have taken. If the brief should change before money is spent, or the role cannot be filled as written, the check says so.
Sourcing and human screening
Candidates are found through job boards, referrals and direct approach. A recruiter screens each one 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. Previous employment is confirmed with the employer, so the people you interview have confirmed records.
Interviews on your calendar
The shortlist is scheduled across your working hours and ours, with interview packs sent the day before. Scorecards are collected after each round, and a written recommendation follows 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 and is onboarded onto payroll. They are 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?
Bangladesh law fixes three things for the day your new hire starts: an appointment letter, a photo identity card and the probation period, all under the Bangladesh Labour Act, as amended. A separate licence rule covers 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 of the Bangladesh Labour Act states: “No employer shall employ any worker without giving such worker an appointment letter”. We issue it in the employer’s name on day one.
Identity card
The same section adds that “every such employed worker shall be provided with an identity card with his photograph”. We issue it with the letter and file both.
Probation
Section 4(8): six months for clerical roles and three months for other workers, extendable by three months for a skilled worker whose quality of work 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 with a document you keep. They are a free 30-minute call, a one-week brief and market check, a verified shortlist with interviews, the hire, then monthly employment. It fails when a recruiter sends profiles 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 at six or three months 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 owns the brief, sourcing and screening. An HR administrator verifies records and issues the appointment letter, and a reviewer 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
Quality assurance (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?
Recruitment, employment or both: buyers arrive in one of four situations. No entity and nobody found yet → recruitment plus employer of record. Your own entity → recruitment only; you or our professional employer organisation (PEO) run employment. A person 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. You get 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 is 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 curriculum vitae (CV) said, and whether someone signed the appointment letter on day one, as the Bangladesh Labour Act requires. Global platforms recruit nowhere here, and local agencies employ nobody after the hire.
Reviewed by Asma Sultana Minu, Local Corporate Counsel. The Bangladesh Labour Act 2006 references on this page were last checked on 6 October 2026.
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 Act 2026 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 monthsProbation for clerical roles under section 4(8) of the Bangladesh Labour Act; three months for other workers, extendable by three months for a skilled worker. It is set on day one here.
Day oneSection 5 of the Act requires an appointment letter and a photo identity card for every worker employed. We issue both in the employer’s name on day one and file them.
1 weekAfter the one-week role brief you get your own market check for the role. It shows 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. A one-week role brief and market check is credited to the search. A verified shortlist with interviews is priced per role, and the placement fee per hire is 12 per cent of the first-year salary, from US$600 per hire, due at signing. Employment then runs per employee per month.
For comparison, recruitment agencies in the United Kingdom charge 15 to 25 per cent of first-year salary on contingency and 25 to 33 per cent for retained search, which is £11,250 to £18,750 on a £75,000 salary. In the United States contingency runs 15 to 30 per cent, about US$26,400 on a US$120,000 engineer. Our percentage is lower and the Bangladesh salary it applies to is lower, so the cash fee is a fraction of either.
Can a foreign company hire in Bangladesh, and who employs them?
Yes: an international company can hire in Bangladesh, and the employer is either its own registered entity or an employer of record. With us, the candidate you choose is employed by our own entity in Bangladesh: appointment letter, identity card, payroll and records, with payroll and HR compliance in Bangladesh keeping the statutory registers and returns behind them. You assign the work and manage performance.
How long is probation for a new hire in Bangladesh?
Probation is six months for clerical roles and three months for other workers, under section 4(8) of the Bangladesh Labour Act. It can be extended by three months for a skilled worker whose work 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?
If the hire leaves or fails probation inside the agreed window, we reopen the search for that role without a second placement fee. The replacement terms are written into the search scope before anyone is contacted. Probation is the agreed test of fit, and 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 when you share the briefs and any candidates in process. We re-screen them against a scorecard rather than start from zero. Staff employed by another provider 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.Prefer to talk first? Call +880 1917 746550.