Monthly placements and scoped assignments
The steps below describe monthly staff placements. Repairs, skilled trades and event chef requests need a separate discussion of scope, availability, labour, materials, timing and applicable service terms. Monthly salary, placement fee and replacement terms should not be assumed to apply unchanged to a one-off assignment.
1. Explain the role and the routine
Tell us what work you need help with, where the household is located and which hours matter. Our main focus is male home cooks, helpers, family drivers and personal attendants in Islamabad and Rawalpindi. Maid and gardener enquiries are also welcome.
A useful brief includes city, area, household size, duties, living arrangement and preferred start date. If you need specific cooking or vehicle experience, mention it before discussing candidates. You can call 0334 1041114 or prepare a WhatsApp message through the Contact page. An enquiry is not a booking or a commitment to hire.
2. Discuss suitable experience and availability
The role should be matched to the work a candidate has actually done. Ask about previous households, normal responsibilities and current availability. A cook’s relevant experience may depend on meal style and timing; a driver’s may depend on vehicle and route requirements.
Availability can change, so agree the next step with the placement team rather than treating a website page as a live candidate listing. Explain which parts of your brief are essential and which can be adjusted. If a combined role creates an unrealistic workload, discuss separate responsibilities before moving ahead.
3. Ask about checks and meet the candidate
Discuss identity documentation, relevant references and any role-specific assessment. Ask what has been completed for the particular person and what remains outstanding. An agency screening process, an official police service and a property’s access process are different steps.
For an assessment, agree the scope, duration, materials and any payment in advance. A short cooking assessment or an appropriately supervised driving assessment can help you understand relevant skill. Our verification guide and cook interview questions offer a structured starting point.
4. Confirm salary, duties and placement terms
Before hiring, agree the staff member’s salary, pay date, duties, hours, breaks, weekly rest, leave and notice. For a live-in arrangement, describe accommodation, meals and privacy. Use clear wording understood by both sides and provide a copy of the agreement to each.
The agency fee is separate from the salary. Our placement terms are: a one-time placement fee equal to one month of the agreed salary, payable once you hire, with no recurring agency commission. Ask the team to confirm the payment timing and written terms for your placement.
5. Understand your six-month replacement support
Six-month replacement support is included under the written conditions. If a placement does not work out, contact the team with the original role and a clear description of the issue. Confirm the covered situations, any exclusions and the procedure before agreeing to hire.
Replacement support follows those written terms; it should not be assumed to mean an automatic refund or an instant available candidate. If you change the duties, hours or living arrangement, discuss how that affects the placement. Keep the fee and replacement information with your agreed role details.
6. Start with a clear first week
Introduce the household, equipment, supplies and privacy boundaries. Choose one person to coordinate priorities, especially if several family members make requests. Explain the daily routine and show preferences that cannot reasonably be guessed.
Review the arrangement after a few days using specific observations. If meal portions need adjusting or laundry priorities are unclear, explain the change and listen to the staff member’s experience of the workload. Our first-week guide provides an introduction plan and a simple review structure.