PLAN
Workforce & Eligibility Review
Identify the roles and talent required and assess the roles against the relevant UK sponsorship and immigration requirements.
When the people you need cannot be found locally.
International recruitmentPeople HQ helps Irish employers explore a responsible route to skilled candidates in the Philippines, with support from role definition through selection, documentation and arrival planning.
Employer readiness, candidate care and clear responsibility at every stage
talent journey
Recruiting internationally can open up access to skilled and experienced people who may not be readily available in the local market. People HQ helps manage the process from start to finish, working alongside our established international recruitment partners to take employers from initial workforce planning through to candidate arrival and onboarding.
SPONSOR
UK Sponsor Licence
Where required, support the employer through the process of becoming an approved UK sponsor.
REGISTER
Overseas Employer Registration
Complete any country-specific employer registration, accreditation and documentation requirements. Recruitment from the Philippines requires additional verification and registration through the relevant Philippine overseas employment process.
SEARCH
International Talent Search
People HQ and our international partners source, assess and shortlist suitable candidates with the required skills and experience.
INTERVIEW
Client Interview & Selection
The employer interviews shortlisted candidates and selects their preferred candidate(s).
OFFER
Offer & Employment Documentation
The employment offer is made and the required UK and overseas employment documentation is completed.
SPONSOR CANDIDATE
Certificate of Sponsorship
The employer obtains and assigns the appropriate Certificate of Sponsorship to the successful candidate.
VISA
Visa & Pre-Departure
The candidate completes their Skilled Worker visa application and any relevant medical, clearance and pre-departure requirements.
ARRIVE
Arrival & Onboarding
The successful candidate travels to Northern Ireland and joins the employer, with People HQ supporting the journey through to arrival and onboarding.
We make international recruitment simpler
From understanding your workforce requirements and navigating employer sponsorship through to international search, selection, documentation and candidate arrival, People HQ provides one point of contact throughout the journey. Through our established international partnerships, we connect Northern Ireland employers with skilled talent from international markets, while helping manage the recruitment and compliance processes required to bring the right people into your business.
people | growth | talent
international talent markets
Our established international recruitment relationships provide access to talent markets including the Philippines. Additional sourcing markets can be considered depending on the role, destination and applicable immigration or employment permit route.
where international talent can help
Our international recruitment work particularly supports employers experiencing skills shortages across areas such as:
Engineering
Technical & Maintenance
Manufacturing
Food Production
Agriculture
Renewable Energy
Skilled & Operational Roles
more than getting people here
Successful international recruitment does not end when somebody arrives. How people are welcomed, integrated, managed and retained matters. Our HR background means we understand the importance of the entire international employee journey, not simply the recruitment transaction.
Recruit
Source and select the right people with the right skills and attitude.
Mobilise
Support visas, travel and pre-arrival requirements.
Welcome
Help with arrival, settling in and initial support.
Integrate
Support workplace induction, cultural integration and ongoing HR advice.
Retain
Help people thrive, develop and build a long-term future with your business.
TRUST
The difference is how we listen.
SOCIAL PROOFSenior HR judgement changes the quality of a search. People HQ starts with the business, the site and the team, then keeps the process clear for everyone involved.
“The team listened to our requirements and matched us with candidates who were suited to our culture and environment.”
Mackle Petfoods
- More than 25 years of senior HR experience.
- Experience across food, FMCG, manufacturing and engineering.
A defined commercial scope for a more involved recruitment journey.
Clearer Planning Fewer Surprises04International recruitment includes more moving parts than a local search, so employers need clarity about People HQ’s fee, the services included and the costs controlled by third parties. The final proposal separates recruitment support from external, regulatory and relocation costs. Nothing is presented as a guaranteed approval or a generic headline price.
↗Employer and role-readiness review
↗Candidate search and assessment
↗Coordination with established compliance and deployment specialists
↗Clear separation of People HQ and third-party responsibilities
↗Written milestones, assumptions and commercial terms
05
Use an RPO structure when international hiring is an ongoing workforce plan.
International recruitment partnershipWhere an employer expects recurring international hiring, People HQ can explore an ongoing partnership rather than treating every requirement as an isolated project. The agreed model can coordinate hiring priorities, candidate pipelines, employer readiness and reporting over time. Scope and capacity remain tailored to the organisation, sectors and jurisdictions involved.
Questions before the brief.
Useful answersThere is no single guaranteed timeline. Employer readiness, role eligibility, candidate selection and third-party approvals all affect the process. People HQ will provide a current, role-specific plan after the readiness conversation.
No. Decisions made by government bodies and other authorities sit outside People HQ’s control. We coordinate the recruitment journey and help employers understand the information and support they may need.
Beyond the role itself, employers should consider onboarding, accommodation where relevant, transport, workplace integration, management support and the practical experience of a person relocating to Ireland.
Cant find the people you need locally?
Start with the challengeLet us explore whether international talent could provide the answer.