Twelve sectors where international demand for skilled and semi-skilled capability runs deepest. Each has its own role taxonomy, its own assessment approach and its own readiness programme.
Each sector below carries a short description, the talent categories we recruit within it, and a direct route to open roles and to the requirement form. Sectors with live vacancies show the count.
01Technical trades, construction professionals, project-based talent and operations and maintenance capability for infrastructure, buildings and industrial facilities.
02Production, technical, industrial and plant-related workforce for factories and process operations that run on consistency and discipline.
03Warehouse operations, cargo operations, inventory, distribution and supply chain roles in time-critical, safety-led environments.
04Hotels, restaurants, food service, front-of-house and operational hospitality roles where standards are set by the guest.
05Nursing, healthcare support and allied talent, recruited with the licensing, verification and ethical standards the sector demands.
06Mechanics, technicians and related vocational and technical skills for workshops, fleets and dealer networks.
07Technical, operational, engineering and project-related talent for upstream, downstream and petrochemical operations.
08Generation, transmission, distribution and water talent, including the renewable installation crews that growing grids depend on.
09Network, systems, field and support talent for operators, integrators and enterprise technology functions.
10Customer-facing and operational talent for retail groups, distributors and commercial service businesses.
11Drivers, riders and mobility workforce solutions for logistics, delivery and passenger operations, recruited with licensing and safety at the centre.
12Teachers, trainers and academic administrators for schools, institutes and corporate training functions.
These are the sectors where our pipelines are deepest, but the sourcing model is built to extend. Send us the specification and we will tell you honestly whether we can deliver it, and in what timeframe — including when the answer is no.
Send a role specificationSkilled and semi-skilled professionals, assessed against your specification and prepared for the role before they arrive.
Request talentVerified international opportunities, a transparent process and a team that prepares you for what comes next.
Explore opportunitiesMylesPort International connects employers worldwide with skilled and semi-skilled professionals from Kenya and across Africa through ethical, structured and compliant international recruitment.
MylesPort International is an international recruitment, workforce solutions and talent mobility company headquartered in Nairobi, Kenya.
We help employers access capable, job-ready talent while helping skilled professionals pursue meaningful international careers. Our approach combines talent sourcing, competency assessment, workforce readiness, compliance support and structured deployment into one seamless recruitment experience.
Discover MylesPortEmployers bring requirements; professionals bring capability. MylesPort sits between them as the gateway that verifies, prepares and coordinates — and is accountable to both.
Four disciplines, run as one accountable process. Each one exists because international placements fail at a specific point, and each is designed to remove that point of failure.
Access diverse pools of skilled and semi-skilled African talent, drawn from registered professionals, technical and vocational institutions and targeted sector outreach.
Competency-led evaluation aligned to employer specifications: verification, practical trade testing where relevant and structured interviews.
Role readiness, orientation and, where relevant, skills enhancement, so professionals arrive understanding the work, the workplace and the standard.
Structured coordination supporting a smooth transition into the workplace, in collaboration with authorised providers where documentation is required.
Capability across the sectors that build, move and serve the world. We recruit where international demand for skilled and semi-skilled capability is deepest, and where our assessment and readiness model adds the most value.
Seven stages in a fixed order. Each depends on the one before it, which is why we do not skip steps to hit a date.
The role, the volume, the site and the standard you measure people against.
A search plan across registered talent, institutions and sector networks.
Verification, practical testing and competency interviews against your specification.
Orientation, readiness and, where relevant, skills enhancement before departure.
Documentation and clearances facilitated with authorised providers where applicable.
Travel coordination, arrival handover and structured onboarding support.
Follow-up through the settling-in period, with feedback loops to your supervisors.
Organised around where international demand for skilled capability is strongest.
From understanding the requirement to supporting the professional after arrival.
Employers and professionals are both our clients. Neither is treated as a commodity.
Recruitment fees are paid by employers. Candidates are never charged for a job offer.
We do not supply labour. We deliver capability, competence and workforce value — at scale.
Our solutionsYour skills can open doors beyond borders. Explore verified opportunities, submit your profile and take the next step in your international career journey with MylesPort.
Every opportunity we publish is against a named employer and a contract we have reviewed. We prepare you for the role, the workplace and the country, and we never charge you for a job offer.
A selection of live vacancies. Each listing is reviewed against our candidate-safety standards before it is published.
Practical guidance for employers hiring from Kenya and for professionals preparing for international work.
MylesPort International is a globally focused talent mobility and workforce solutions firm headquartered in Nairobi, Kenya. We bridge skilled African professionals with international employers through structured, ethical and high-performance recruitment solutions.
Institutional by design. We are built as a process, not a personality.
We do not supply labour. We deliver capability, competence and workforce value — through a lifecycle that runs from talent sourcing and screening, through assessment, training and compliance coordination, to deployment and workforce support.
MylesPort facilitates skilled talent mobility across international labour markets, connecting African capability with employers across the Middle East, Europe and other global regions. We are headquartered in Nairobi and operate internationally on the basis of client requirements and approved opportunities.
Connecting skilled African talent to global opportunity.
Connecting capability with opportunity and enabling people and organisations to thrive across borders.
Connecting skilled and semi-skilled professionals with international opportunities in ways that create sustainable value for employers and individuals.
For the employer who needs capability it cannot find locally, and for the professional whose skills deserve a wider market.
Seven commitments that decide what we do when a placement and a person pull in different directions.
Accurate information, transparent terms and no promise we cannot keep — to employers or to professionals.
Quality of talent, professional readiness and performance outcomes over volume.
Ownership of delivery, performance and client satisfaction, with a named lead on every engagement.
Long-term career growth and workforce wellbeing, because a placement that damages a person damages everyone.
Alignment with international labour, compliance and operational frameworks, wherever the work is.
Employers, institutions, compliance specialists and networks working as one system, not a chain of hand-offs.
The standard a multinational expects from its advisers, applied to every candidate conversation as well.
The compass in our mark is not decoration. Capability is organised by sector because each one has its own role taxonomy, its own practical tests and its own readiness content — and because international demand concentrates exactly where these twelve point.
Explore the industriesAfrica’s leading gateway for global skilled talent mobility — connecting capability with opportunity, and enabling people and organisations to thrive across borders.
Our international network brings together employers, workforce solution providers, recruitment networks, skills institutions and compliance specialists to support structured cross-border talent mobility.
We do not publish partner names or client logos until we have permission to do so. What we can say is how the network is used: to access verified opportunities, to deliver consistent workforce solutions, to align with the employment standards of each destination, and to scale across sectors without lowering the bar.
See how engagements are structuredMylesPort International is the international talent mobility company of the ACCUREX group. ACCUREX Human Capital Hub Limited is a Nairobi-based HR advisory, recruitment, workforce outsourcing and transformation consultancy, working with employers across manufacturing, energy, FMCG, financial services, hospitality, healthcare and the development sector.
The two operate from the same Nairobi office and share one standard: assessment before presentation, compliance as a discipline, and a named lead on every engagement. Where an international requirement also needs domestic recruitment, HR outsourcing or workforce transformation, the group delivers it as one team.
Visit ACCUREXOpportunity should never come at the cost of trust.
From targeted technical recruitment to large-scale skilled workforce requirements, MylesPort International helps employers identify, assess and prepare talent aligned to operational requirements.
Engage us for a single technical appointment, a project cohort or an ongoing recruitment function. The commercial shape changes; the assessment and readiness standard does not.
Structured sourcing and placement of skilled and semi-skilled professionals for international employers.
Search plans across registered professionals, technical and vocational institutions and sector networks.
Tradespeople, technicians, operators and service professionals, verified through practical assessment.
Cohort recruitment against a project window, mobilised as one managed group with a common arrival schedule.
An embedded recruitment function for employers with recurring international hiring needs.
Identity, work history and certificate verification; trade testing; competency interviews against your specification.
Orientation on the workplace, safety, contract terms and the destination, delivered before departure.
Travel, arrival handover and onboarding coordination, with documentation facilitated alongside authorised providers where applicable.
Role-specific skills enhancement and, where applicable, workforce administration support for deployed teams.
Eight reasons, each of which you can test on the first engagement.
Indicative timing is agreed in the engagement letter once the specification is fixed — never before.
A CV is a claim. Every name that reaches you has passed through the same sequence, and arrives with a written rationale.
From one specialist appointment to a two-hundred-person cohort — the same assessment standard, the same named lead.
Request talentIndicative durations for an international deployment mandate. Actual timing depends on role complexity, volume, destination requirements and how quickly documentation clears.
Disputes in international recruitment almost always trace back to one of these being left vague. We settle them first.
Legitimate international employment, a transparent process and preparation for the role you will actually do. MylesPort exists to make international career mobility structured, safe and worth the journey.
Every vacancy we publish is against a named employer and a contract we have reviewed for wage, hours, leave, accommodation and repatriation terms. Filter by industry, location and employment type, and apply directly.
View open jobsRegister your professional profile once and our recruitment team will consider you against relevant current and future international opportunities. You choose the industries and roles you are interested in.
Register your profileSubmitting a CV or profile does not guarantee employment. What it guarantees is a fair process, run the same way for everyone.
Most placements that fail do so in the first sixty days, and almost never because of technical skill. Before you travel, we take you through six things that decide whether the first months work: the workplace and how it supervises; safety and conduct; your contract in plain language; money and remittance; the country and its customs; and what happens the day you arrive.
See the full candidate processA real employer, a contract you have read, and preparation for the job you will actually do.
Join the talent networkRecruitment fees are paid by employers. Any cost that genuinely sits with you — such as your own passport, medical examination or police clearance — is stated in writing, with the amount, before you commit. Never pay cash to an individual, and verify any suspicious communication directly with our office.
Read the full candidate safety noticeTen solutions organised around one lifecycle. Engage them together as an end-to-end workforce partnership, or individually where you already have part of the process covered.
Four ways to engage us for sourcing, from one specialist to an embedded recruitment function.
Sourcing and placement of skilled and semi-skilled professionals for international employers — from a single technical appointment to a recurring programme, with role alignment designed for retention, not just a fast start.
Technical trades, manufacturing and industrial roles, logistics and warehousing, hospitality and service, automotive and technical specialists. Every trade claim is verified through practical assessment.
Cohort recruitment against a defined project window. Sourced, assessed and prepared as one managed group with a common arrival schedule, so site induction happens once.
An embedded recruitment function for employers with continuing international hiring needs: requisition management, sourcing, assessment and reporting on an agreed cadence.
Verification, practical assessment and readiness — the stages that turn a CV into a professional who arrives ready.
Identity, work history and certificate verification; practical trade testing; language and numeracy where the role requires; structured competency interviews with written notes.
Orientation on the workplace, safety, contract terms, money and the destination, delivered before departure so professionals integrate faster and stay longer.
Role-specific skills enhancement, workplace readiness and productivity training, and safety and compliance training, arranged with skills institutions where appropriate.
Coordination across borders and support after arrival, where placements are actually won or lost.
Structured cross-border deployment: travel coordination, departure briefing, arrival handover and onboarding support, with a named contact on both sides.
We coordinate and facilitate the documentation a placement requires — medical, certification, attestation and work-authorisation processes — in collaboration with authorised providers and the relevant authorities. Outcomes depend on external approvals, which we make explicit at the outset.
Structured follow-up through the settling-in period, feedback loops with supervisors, replacement handling where an agreed guarantee applies, and pipeline planning for subsequent intakes.
The funnel every professional passes through before a shortlist is written.
Retained search, project cohorts, outsourced recruitment or an ongoing programme — priced to the shape of the requirement, run to one standard.
Discuss a requirementWhere a service depends on an external approval — a visa, a licence, an attestation — we say support, coordinate and facilitate, and we name the authorised provider involved. We would rather under-promise on paper than over-promise to a professional who has resigned a job to travel.
Two journeys, one system. The employer process and the candidate process run in parallel and meet at selection — which is why each side can see exactly where the other is.
Each stage has a named deliverable. You always know what you will receive next and when.
The same rigour, seen from the professional’s side. Nobody is asked to pay for a place in the queue.
A candidate cannot be cleared before they are assessed, and cannot fly before they are cleared. The sequence is the safeguard.
The same assessment standard whether the mandate is one role or two hundred.
Documentation coordinated with authorised providers and relevant authorities in each jurisdiction.
Professionals who arrive briefed integrate faster and need less supervision in the first month.
Support through the settling-in period is where retention is won or lost.
Twelve sectors where international demand for skilled and semi-skilled capability runs deepest. Each has its own role taxonomy, its own assessment approach and its own readiness programme.
Each sector below carries a short description, the talent categories we recruit within it, and a direct route to open roles and to the requirement form. Sectors with live vacancies show the count.
These are the sectors where our pipelines are deepest, but the sourcing model is built to extend. Send us the specification and we will tell you honestly whether we can deliver it, and in what timeframe — including when the answer is no.
Send a role specificationThe scenarios below are illustrative. They show how a requirement is scoped, how the process runs and what an outcome report looks like. Verified deployment stories and employer references will be published here as clients grant permission.
Every card on this page is labelled Illustrative recruitment scenario. None describes an actual client, contract or deployment. We publish real case studies only with the written permission of the employer concerned.
Every listing is published against a named employer and a reviewed contract. Search by keyword, filter by industry, location or employment type, and apply directly. If nothing fits yet, register with our talent network and we will consider you for future roles.
Register your professional profile once. Our recruitment team considers registered professionals against relevant current and future international opportunities — you do not need to reapply each time a vacancy opens.
Join the MylesPort talent networkMylesPort never charges candidates for a job offer, shortlisting or interview. Official communication comes from a mylesport.co.ke address or our published telephone numbers. If an offer reaches you through a third party, verify it with our office before you pay anyone anything.
Candidate safety noticeThe more precisely you describe the requirement, the faster we can tell you what is achievable and by when. A consultant reviews every submission personally.
Register your professional profile with MylesPort International and allow our recruitment team to consider you for relevant current and future international opportunities.
Registration does not guarantee employment. Only professionals selected for a next stage are contacted directly.
Employers, professionals and partners reach the same team. Tell us what you need and we will route it to the right consultant.
+254 715 767 676
+254 784 989 898
Tap to call on mobilehello@mylesport.co.ke
General and employer enquiriesrecruitment@mylesport.co.ke
Candidates and applications+254 715 767 676
Business hours, Monday to FridayMonday – Friday
8:30 AM – 5:30 PM EAT
EENS Business Park
Block A, 2nd Floor, Suite 1
Mombasa Road
Nairobi, Kenya
Visits by appointment are recommended to allow our team to provide dedicated support. Our office is located along Mombasa Road with convenient access for local and international visitors.
Book an appointmentOur team will review your requirements and contact you to discuss the appropriate recruitment solution.
A consultant reads your submission in full.
We call or email within one business day.
Where required, to fix the specification.
A written proposal and the next step.
Our recruitment team will review your profile against the requirements of the opportunity. Candidates selected for the next stage will be contacted directly.
Experience and certificates checked against the role.
Including other roles that fit your profile.
Assessed profiles are presented to the employer.
Only shortlisted candidates are contacted for next steps.
Because of application volumes we cannot respond to every applicant individually. Your details remain active for future opportunities unless you ask us to remove them.
You are now part of the MylesPort talent network. We will consider you against relevant current and future opportunities and contact you directly if you are shortlisted.
Your registration is checked for completeness.
Current and future roles in your chosen industries.
Assessment and presentation to the employer.
Regarding next steps, if you are selected.
Registration does not guarantee employment. Keep your contact details current — update us at recruitment@mylesport.co.ke if they change.
Your inquiry has been routed to the right team. We respond within one business day.
Answered directly, for both sides of the table.
How we recruit, what we will never ask of you, and how to check that a communication is really from us.
MylesPort International will communicate official recruitment information through approved company channels. Candidates should verify suspicious communications directly with our office on +254 715 767 676 or recruitment@mylesport.co.ke.
Our process is published on this website. It is the same for every professional, and no one can pay to move ahead in it.
Vacancies describe the role, the employment terms and the location as they actually are. If terms change, you are told before you commit.
Registering, applying or attending an assessment does not guarantee a job, and no MylesPort representative will tell you otherwise.
You keep your original passport and certificates. We take copies. Contracts are explained before signature, in a language you read.
Your information is used for recruitment purposes only, shared only with employers considering you, and handled in line with Kenya’s Data Protection Act, 2019.
Assessments and interviews take place at our office, at an employer’s premises, or online through channels we confirm in advance.
Three checks that take two minutes.
Official email ends in @mylesport.co.ke. Our telephone numbers are published on the contact page. We do not recruit through personal social-media accounts.
We never ask candidates to pay for a job offer, shortlisting or an interview. Any cost that genuinely sits with you is stated in writing with the amount, and every payment is receipted. Never pay cash to an individual or into a personal account.
If an offer reaches you through a third party, or anything feels wrong, call our office before you act. We would rather answer a hundred unnecessary calls than miss one that mattered.
Recruitment fees are paid by employers. Candidates are never charged for a job offer, for shortlisting or for an interview, and no MylesPort representative is permitted to request such a payment.
Registration with the talent network, applying for a vacancy, being shortlisted, attending an assessment or interview, receiving an offer, or being introduced to an employer.
Some destinations require documents that only you can obtain — a passport, a police clearance, a medical examination or an attestation. Where a cost sits with you, it is stated in writing with the amount, before you commit, and every payment is receipted by the issuing body.
Stop, keep the message, and contact our office on the numbers published on this website. If someone claiming to represent MylesPort asks for a fee for a job, the request is not genuine.
These apply to offers from anyone, not only from us.
Common warning signs.
"Pay today or lose the slot." Legitimate recruitment does not run on deadlines measured in hours.
Requests to pay an individual, a personal mobile-money number or an unrelated company account.
No genuine recruiter can guarantee employment before an employer has selected you.
Unsolicited offers by message, especially with a job letter attached, deserve a phone call to the firm's published number.
Official MylesPort email ends in @mylesport.co.ke. We do not recruit through personal social-media accounts.
A genuine vacancy names the employer, the location and the terms. "A company abroad" is not an employer.
We investigate every report of someone misusing the MylesPort name, and we would rather answer a hundred unnecessary calls than miss one that mattered.
You may also report suspected recruitment fraud to the relevant Kenyan authorities. Reporting to us does not replace that right.
How MylesPort International collects, uses, shares and protects personal data.
Who we are. MylesPort International (“MylesPort”, “we”) is an international recruitment, talent mobility and workforce solutions company headquartered at EENS Business Park, Block A, 2nd Floor, Suite 1, Mombasa Road, Nairobi, Kenya. We are the data controller for personal data collected through this website and our recruitment activities.
Candidates: identity and contact details, nationality, location, work history, qualifications and certifications, CVs and supporting documents, passport availability, availability to travel, and information you provide in applications or interviews. Employers and partners: business contact details, organisation information and the details of workforce requirements. Website visitors: technical information such as device and browser type, and pages visited, where analytics are enabled.
To assess suitability for opportunities; to present candidate profiles to employers considering them for a role; to coordinate assessment, readiness and deployment; to respond to inquiries and workforce requests; to keep registered professionals informed of relevant opportunities; to comply with legal and regulatory obligations; and to improve our services and website.
We process personal data on the basis of your consent (which you may withdraw at any time), the performance of a contract or steps taken at your request before entering one, our legitimate interests in operating a recruitment business, and compliance with legal obligations, in accordance with the Data Protection Act, 2019 (Kenya) and, where applicable, the data protection laws of the jurisdictions in which our employer clients operate.
Prospective employers considering you for a role; authorised providers involved in assessment, training, medical, documentation or travel coordination, to the extent necessary; professional advisers; and public authorities where the law requires. Cross-border transfers to employers or providers outside Kenya are made only where necessary for the recruitment purpose you have engaged us for, with appropriate safeguards.
Candidate data is retained while your registration remains active and for a reasonable period afterwards to consider you for future opportunities, unless you ask us to delete it sooner. Employer and inquiry data is retained for the duration of the relationship and as required by law.
You may request access to, correction of, or deletion of your personal data; object to or restrict processing; withdraw consent; and lodge a complaint with the Office of the Data Protection Commissioner, Kenya. Contact hello@mylesport.co.ke to exercise any of these rights.
We apply appropriate technical and organisational measures to protect personal data against unauthorised access, loss or misuse, and limit access to staff and providers who need it for the purposes described above.
This policy was last updated in September 2026 and may be revised. Material changes will be published on this page.
The terms on which this website and its content are made available.
Use of this website. This website is operated by MylesPort International. By using it you agree to these terms. Content is provided for general information about our services and opportunities and does not constitute an offer of employment or a contract of any kind.
Vacancies published on this site describe opportunities with employers we are engaged by. Publication does not guarantee that any applicant will be shortlisted, interviewed or placed. Applying or registering creates no obligation on MylesPort to offer employment. Information you submit must be accurate; inaccurate or misleading information may result in an application being withdrawn.
MylesPort does not charge candidates for job offers, shortlisting or interviews. Any cost that genuinely sits with a candidate is disclosed in writing before the candidate commits. Anyone requesting payment for a MylesPort opportunity outside that written disclosure is not acting on our behalf.
The MylesPort name, logo, wordmark and the content of this site are the property of MylesPort International or its licensors and may not be reproduced without permission, except for personal, non-commercial reference.
Links to third-party sites and embedded services (such as maps) are provided for convenience. We are not responsible for their content or their handling of your data.
To the extent permitted by law, MylesPort is not liable for loss arising from reliance on the content of this website, from interruptions in its availability, or from actions of third parties impersonating MylesPort. Nothing in these terms limits liability that cannot lawfully be limited.
These terms are governed by the laws of Kenya. Disputes are subject to the jurisdiction of the courts of Kenya.
Last updated September 2026.
Perspectives for employers planning international workforces and for professionals planning international careers.
End-to-end international recruitment for employers hiring skilled and semi-skilled professionals from Kenya and across Africa — sourcing, assessment, readiness and deployment coordination, run to one ethical standard.
International recruitment is the discipline of finding the right professional in one country and preparing them to succeed in another. It fails when any link in that chain is left to chance — a certificate not checked, a contract not explained, a documentation timeline not planned.
MylesPort International runs the whole chain as one process. We capture your requirement precisely, source across registered professionals, institutions and sector networks, verify and assess every candidate before presenting them, prepare them for the role and the destination, and coordinate deployment in collaboration with authorised providers where documentation or clearances are required. After arrival we stay involved through the settling-in period.
The service is employer-funded. Candidates are never charged for a job offer, shortlisting or an interview — which is why the professionals we present are there because they were selected, not because they paid.
Each commitment exists because international placements fail at a specific point, and each is designed to remove that point of failure.
Role titles, headcount, skill level, licences, location, on-site dates, salary and benefit structure, contract type and work-authorisation status — captured in a consultation before any sourcing starts.
Identity and work history verified, certificates checked with issuers, practical trade tests where the role has a craft in it, and structured interviews with written notes. Every name comes with a rationale.
Orientation on the workplace, safety, contract terms, money and the destination, so professionals arrive understanding the work and the standard expected of them.
Documentation and clearances facilitated with authorised providers where applicable; travel coordination, arrival handover and structured onboarding support.
Follow-up through the settling-in period with feedback loops to your supervisors, and clear replacement terms agreed in the engagement letter.
Transparent process, accurate opportunity information, no misleading promises, responsible document handling and data privacy under Kenya's Data Protection Act, 2019.
From a single specialist to a phased project cohort, the process is the same, scaled to the volume.
Construction, engineering and infrastructure programmes that need trade-tested crews and site leadership to a mobilisation schedule.
Manufacturing, logistics, energy, utilities and transport operations that need consistent, safety-disciplined workforce at volume.
Hospitality, healthcare, retail and education organisations where standards are set by the guest, the patient, the customer or the student.
Organisations hiring internationally every quarter, for whom an embedded recruitment function makes more sense than repeated mandates.
Each stage depends on the one before it, which is why we do not skip steps to hit a date. Indicative timelines are given at the consultation stage and committed in the engagement letter.
Technical trades, industrial operatives, logistics crews, hospitality professionals and healthcare staff — identified, trade-tested and prepared for international employers, from one specialist to a full project cohort.
Kenya's technical and vocational institutions, its industrial base and its service economy produce professionals who are English-speaking, adaptable and accustomed to working to documented standards. The challenge for international employers has never been supply. It has been verification and readiness.
Skilled workforce recruitment is where MylesPort's assessment model matters most. A certificate tells you where someone studied; a practical trade test tells you what they can do on Monday morning. We test on the tools, verify with issuers and previous employers, and interview against your specification — then prepare the people we present for the site, the shift pattern and the country they are going to.
Each sector has its own role taxonomy, assessment approach and readiness programme. Explore the landing page for the sector you hire in.
The funnel every skilled professional passes through before a name reaches your shortlist.
The process is the same for one specialist and for a phased cohort; what changes is the sourcing plan, the assessment logistics and the readiness schedule.
A retained search for one hard-to-find professional, with a verified shortlist and written assessment notes.
Trade-by-trade cohorts assembled to a mobilisation schedule, assessed as a managed group and prepared together.
A standing pipeline for employers with continuing demand, with pre-assessed talent pools and predictable readiness timelines.
An embedded recruitment function for employers with continuing international hiring needs — requisition management, sourcing, assessment, readiness and reporting, run by MylesPort to your standard and your calendar.
If your organisation hires internationally every quarter, running each requirement as a separate mandate is slow and inconsistent. Recruitment process outsourcing replaces repeated mandates with a standing programme: agreed role profiles, pre-assessed talent pools, predictable readiness timelines and a single reporting line.
MylesPort takes ownership of the process from requisition to arrival. Your hiring managers raise requirements through an agreed channel; we source, verify, assess and present against the profiles we have defined together; readiness and documentation are coordinated with authorised providers where applicable; and you receive regular reporting on pipeline, time-to-shortlist and post-arrival outcomes.
Scope is agreed in the programme charter and can be extended as your hiring plan changes.
One channel for hiring managers; agreed role profiles, approvals and service levels.
Pre-assessed pools for your recurring roles, refreshed on a schedule, so shortlists start warm.
The same evidence-led funnel as every MylesPort mandate: verification, practical tests, structured interviews.
Standardised orientation and, where relevant, skills enhancement aligned to your induction programme.
Timelines planned against your start dates; facilitated with authorised providers where applicable.
Pipeline, time-to-shortlist, readiness status and post-arrival outcomes, reported on an agreed cadence.
You hire the same role families repeatedly — drivers, operatives, nurses, trades — and want consistency rather than a fresh search each time.
Several operations or group companies hire internationally and you want one standard and one reporting line across all of them.
Your operations plan depends on people arriving on known dates, so readiness and documentation need to be planned, not improvised.
Indicative role families. If the role you need sits outside these, send the specification and we will tell you honestly whether we can deliver it.
Each challenge below maps to a specific stage of our process that exists to remove it.
Every listing is reviewed against our candidate-safety standards before it is published.
The address may be out of date, or the vacancy it pointed to may have closed. The routes below will get you where you were going.