Recruitment Agencies in Iraq for Foreigners and Citizens 2023/2024

Do you like to know more about Iraqi Recruitment Agencies for Foreigners and Citizens in 2024 and 2025? Or perhaps you’re curious about the expense of hiring a recruiter in Iraq, among other things.

In order to provide you with crucial knowledge about recruitment agencies, we will address these questions in this post.

Unemployment is a significant problem in today’s society, especially for those who are going through a crisis and are unclear about their future course of action. See Recruitment Agencies in Indonesia for Foreigners and Citizens.

The best Iraqi recruiting agencies are available to assist those who have lost motivation in rekindling their excitement.

It is advantageous to enlist the aid of a recruitment agency while making contacts and developing relationships. They can aid job searchers in obtaining the position they desire, and they can help employers select their next recruit from a pool of candidates.

Recruitment Agencies in Iraq for Foreigners and Citizens 2024/2025

See below for a list of 2024–2025 Iraqi recruitment agencies for foreigners and locals:

  • Shull Employment Solutions
  • Morson Iraq (Human Resources Company for the Employment of Workers LLC)
  • Mselect
  • Al-Mashariq Company for Recruitment, Manpower Employment and Cleaning Services
  • AWI Co. L.L.C
  • CRO for recruitment & employment services
  • Al Sabah Employment Services SES
  • Active Labour International Recruitment
  • Fgi Recruitment
  • Erbil Manpower Company Ltd.

What is the cost of hiring recruitment agencies?

There are three primary categories of recruitment fees, which are as follows:

  • Temporary worker charges.
  • Temp-to-perm charges
  • Permanent placement charges.

Having a basic understanding of these costs after you’ve recruited a candidate can assist you in avoiding any potential legal actions.

Temporary worker costs

The first thing to know about temporary employees is that the recruitment agency is in charge of them. This suggests that the candidate is compensated by the organization.

The agency often recovers this from the employer and will request payment for their services in an amount equivalent to the total of the costs they anticipate accumulating.

Therefore, a temporary fee consists of:

  • a regular wage, paid either hourly or daily.
  • Additional associated costs (such as holiday pay, sick pay, national insurance, etc.), a markup or margin that enables the agency to earn a profit.
  • The agency’s ability to make a profit is dependent on the margin, which is a percentage added on top of the base pay.
  • There is no predetermined percentage; it varies depending on the sector and/or region.

Temp-to-perm costs

An employer may choose in specific circumstances to change a temporary worker’s contract to a permanent one.

Here,  there is a charge.

The agency is permitted to charge a transfer fee to make up for the “lost value” when a customer wants to recruit a temporary employee full-time because temporary workers are technically the agency’s employees.

Permanent placement costs

Permanent hire compensation typically falls into one of two categories:

  • Contingency Recruitment.
  • Retained Recruitment.

The choice between contingent and retained recruitment is now yours. Both have pros and downsides, but in this instance, the differences in fees are what we’re most worried about.

Fees for contingent recruitment

Contingency recruiting is the most common and straightforward means of finding permanent work. An agency is only paid in this scenario if a candidate is hired.

Is that not simple? A position is open at a corporation. Applicants are chosen by the company for the post. The agency receives payment after one of its applicants is employed by the business.

Although normal recruitment costs for difficult-to-fill positions can range up to 30% of a candidate’s starting annual salary, they often fall between 15% and 20% of that amount.

Retained Recruitment Costs

If the job requires a specific set of skills or experience, an agency may be paid on a retainer basis.

An agency is essentially rewarded for their work through a retainer fee, which is paid gradually throughout the process rather than all at once following a successful placement.

Three payments are typically made to an agency:

  • Up-front.
  • after creating a shortlist.
  • the time of placement.


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