Large-scale ramp-up: 100–500 production workers in waves

How a ramp-up is planned

• Week 0: headcount plan by role, shift and start week; country rules checked per role; housing and induction capacity per week agreed — that number sizes the waves.
• Weeks 1–4: role specifications and tests; first interview round in Makati (on site or online); first 60–100 selected.
• Weeks 2–16: permits batched and filed by country; MWO accreditation and contract verification; medical, PDOS and OEC per wave.
• Waves: 20–60 workers every two to four weeks against the production curve, each wave with its own team leaders; the next interview round runs while the first wave flies.
• Month 1–6: aftercare, housing checks, early-warning on attrition; replacement pipeline kept warm.

What usually goes wrong, and how we prevent it

Housing booked for 200 and ready for 80; inductions planned for Croatians and delivered to Filipinos in Czech; permits filed as one batch and decided as one batch, so everyone arrives in the same week; a first wave housed badly, which the second wave hears about before it signs. We plan housing with you before the first test, stagger filings so arrivals spread, write the induction with your supervisors, and treat wave one as the reference the rest of the programme is judged by.

Which production roles can come depends on the country, not on your vacancy list, and we say so before quoting. Czech Republic, Slovakia, Poland, Lithuania, Hungary, Croatia and Romania sponsor operators, assemblers and machine operators on their national permits with no skill floor. Germany has no route for unskilled production work — operators come only with a two-year qualification under the experience route; machinists, mechatronics and maintenance trades do. Austria admits shortage occupations only (CNC machinists, welders, electricians, mechanics — not line operators). Flanders excluded low-skilled roles from economic migration on 1 January 2026; the Netherlands' UWV test blocks them. Australia sponsors trades on the Core Skills list and operators only under a regional DAMA. The Gulf sponsors the full mix at MoHRE skill levels.

What the record looks like

In September 2026 our Makati operation recruited 629 positions for 25 employers in one month — about 200 machine and production operators, 100 CNC machinists, 75 warehouse staff among them — and between January and September 2026 it completed 100 employer projects with 1,800 workers recruited for Europe. A ramp-up of 300 is a quarter of a normal month's volume, spread over a season.

The Philippine side

Recruitment runs through our own DMW-licensed agency, Prime Search Manpower Agency Inc. in Makati (licence DMW-027-LB-11182024): your company is accredited at the Migrant Workers Office for the destination, the job order is registered with the DMW, and every worker leaves Manila with a verified contract, medical clearance, pre-departure orientation and an Overseas Employment Certificate. The Philippine ban on direct hiring applies; the employer is always your company, directly.

Everything here is subject to the permit, qualification and licensing requirements of the destination country.

Frequently asked questions

• Can you do 500 in six months?

  In Central Europe and the Gulf, yes, if housing and induction capacity exist for 20–25 arrivals a week. In Germany or Austria a programme of that size is a two-year plan because every worker needs a qualification route.

• What if the production curve slips?

  Waves are re-timed; selected workers are kept warm with a confirmed later date — honest dates keep them, silence loses them.

• Two countries at once?

  Yes — one pipeline, two permit tracks; Czech and Slovak plants of the same group do this routinely.