Hire staff in Pakistan and the Gulf, at your pace
Tell us the role, the city and the salary band. A consultant comes back within one working day, and for most roles you get three to five interviewed candidates within five days.
Send a job requisition Book a 20-minute brief
- Reply within one working day
- Shortlist in five days for most roles
- 30-day replacement on permanent hires
Send a job requisition
Give us the role, the market and the experience level. A consultant reviews it and comes back within one working day, with a shortlist to follow within five days for most roles.
Have these to hand and the form takes a few minutes:
- Job title and who the role reports to
- City, or whether the role is remote or hybrid
- Salary range and benefits (medical, fuel, allowances, bonus)
- Key responsibilities and the minimum qualification
Tip: describe the role by the skills and experience it needs rather than personal characteristics. It widens the pool and keeps your advert in line with fair-hiring practice.
Rather talk it through first? Book a 20-minute brief or email hr@hiregatehr.com. We use the details you send to respond to this requisition. Read our privacy notice.
What you get
Speed
- A shortlist within five days of the brief.
Quality
- Every candidate interviewed by a person before you see them.
Protection
- A 30-day replacement period on permanent placements.
How it works
Brief
A consultant takes your requirements, salary band and must-haves in one call.
Search and screen
Our sourcing tools and AI agents search our database and open channels; every profile is then interviewed by a person.
Shortlist and hire
You receive three to five vetted candidates with notes, and we manage interviews, offers and onboarding paperwork.
You are never sent an unreviewed AI match.
Hire across Pakistan, Saudi Arabia, the UAE, the USA and Canada
Offices in Karachi and Islamabad. Remote and offshore teams for engineering, finance and support roles, contracted and paid compliantly.
hr@hiregatehr.comSaudization- and Emiratisation-aware searches for Saudi Arabia and the UAE that balance national hiring targets with the skills you need.
mea@hiregatehr.comDirect hires and contract staff for US employers, with work-authorization-aware sourcing.
usa@hiregatehr.comLocal and internationally trained professionals; guidance on work-permit-eligible hires.
canada@hiregatehr.comHiring in Pakistan, specifically
Most of our placements are made in Pakistan, so this is the part we can be concrete about.
Karachi, Lahore and Islamabad
Our consultants sit in Karachi and recruit daily across all three city markets, plus Faisalabad, Rawalpindi and Peshawar for site-based and plant roles.
What a hire actually costs
Gross salary is not the number. We set out employer-side EOBI and provincial Social Security contributions, gratuity or provident fund, and any allowance structure, before you make an offer.
Notice periods and counter-offers
One and three-month notice is normal for mid and senior roles in Pakistan. We plan the start date around it and stay in contact with the candidate through the notice window, which is where most Pakistani offers are lost. Counter-offers are common in that window and need to be managed by the employer — we will tell you when one is likely and what it usually takes to hold the hire.
Before you make an offer: a short compliance checklist
Put the terms in writing
Provincial standing orders laws expect permanent staff to receive a written appointment letter covering the job, pay, working hours and probation. Agree it before the start date, not after.
Check the provincial minimum wage
Each province notifies its own minimum wage, usually with the annual budget. Confirm the current figure for the province where the person will work before you fix the salary band.
Register for EOBI and social security
Establishments with five or more employees register staff with EOBI. Social security is provincial, for example SESSI in Sindh and PESSI in Punjab, and contributions are based on wages.
Withhold income tax on salary
Employers deduct tax from salaries every month under section 149 of the Income Tax Ordinance 2001 and file withholding statements with the FBR.
Verify with consent
Get the candidate's written consent before reference, employment or degree checks. For degrees, HEC attestation is the usual proof.
Keep candidate data tight
Share CVs only with the people on the hiring panel and delete what you no longer need once the role is filled.
General guidance for employers hiring in Pakistan, not legal advice. Rates and thresholds change, so confirm the details with your payroll or legal adviser.
Guides for employers
Questions employers ask
What should I include in a job requisition?
The job title, who the role reports to, the city or remote arrangement, the salary range and benefits, the key responsibilities and the minimum qualification. The clearer the must-haves, the tighter the shortlist. If you are not sure on salary, leave a range and the consultant will benchmark it with you.
How do fees work?
For roles based in Pakistan we publish fixed placement packages — see pricing. In the Gulf and North America, permanent hires are a percentage of first-year salary invoiced on the start date, and contract and offshore staff are billed at a monthly rate. The exact figure is set in the written agreement before any search begins.
How fast can you shortlist?
A first shortlist within five days of the brief for most roles. Executive and heavily regulated roles take longer because the market map comes first.
Do you replace a hire that doesn't work out?
Yes. Permanent placements carry a 30-day replacement period. If the hire leaves or is let go inside that window, we run the search again at no further fee.
Can you hire in Saudi Arabia or the UAE without a local entity?
We recruit for you in both markets, and advise on the structures available where you have no entity. We are a recruitment and search partner, not a labour supplier — manpower supply into Saudi Arabia is a separate, licensed activity.
Can you staff a US role with a candidate who needs sponsorship?
We source with work authorisation in mind and tell you a candidate's status up front. Whether to sponsor remains your decision and your legal process.
How is AI used in your process?
For sourcing, first-pass screening against criteria you set, and scheduling. Every shortlist is reviewed by a consultant before it reaches you — you are never sent an unreviewed AI match.
What is an AI digital employee, and what does it cost?
An autonomous agent that handles a defined workflow — CV screening, interview scheduling, or a back-office task — connected to your ATS or ERP. Cost depends on the workflow and integration; we scope it on a call.
Tell us who you need to hire.
Book a 20-minute brief with a consultant in your time zone.