Do it properly or decline it
If a corridor is closed, a timeline is unrealistic or a package will not retain workers, we say so at the scoping call. We would rather lose the mandate than deliver a placement that unravels in month two.
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About Neks Consultancy
We exist because the distance between a signed job offer and a worker arriving fit to work is longer, and more fragile, than almost anyone expects.
Who we are
A workforce consultancy, not a CV vendor
Neks Consultancy was founded to solve a specific, expensive problem: employers who had found the right international workers, and then lost months — or lost the workers entirely — to visa queues, rejected documents and arrivals nobody had prepared for.
The pattern was always the same. A recruitment agency delivered candidates and stepped back. An immigration adviser handled filings but not the credentials behind them. Nobody trained anyone. Nobody met the plane. Every gap between those specialists became a delay, and every delay became a cost the employer absorbed.
We built the practice to close those gaps. Selection, visas, documentation, training and mobilisation sit inside one team with one line of accountability, so the handoffs that used to lose weeks simply do not exist.
At a glance
- Practice: International workforce & HR consultancy
- Core services: Recruitment, visas, documentation, training, mobilisation, compliance
- Sectors: Construction, hospitality, healthcare, manufacturing, logistics, agriculture
- Model: Employer-pays — zero fees to workers
- Coverage: Multiple source and destination corridors
- Engagements: Full cycle, single stage or retained advisory
Mission
Legal routes, prepared workers, employers who can plan
Labour mobility works when it is done honestly. Employers get the skills they cannot find at home. Workers get real wages and a lawful status. The whole thing fails when someone cuts a corner — an unverified certificate, a fee extracted from a worker, a promise about overtime that was never true.
Our job is to make the honest route the practical one: fast enough, priced clearly, and documented well enough that nobody is tempted by the alternative.
- For employers: a hiring pipeline you can build a schedule around.
- For workers: a placement with no debt attached to it.
- For both: a contract that says what will actually happen.
How we operate
Six things we will not compromise on
The worker is a client too
Both sides of a placement have to work. A worker who was misled about pay, hours or conditions leaves — and the employer pays for that twice. Honesty in both directions is commercial self-interest, not charity.
Paperwork is the product
Anyone can find candidates. The value is in files that pass first time, deadlines that hold, and records that survive an audit three years later.
One accountable team
No handoffs between departments who blame each other. You get a named consultant who owns the case from mandate to aftercare.
Local knowledge, both ends
Rules change, panels change, processing queues change. We track them in the source and destination country, and we brief you before they bite.
Measured, not asserted
Time-to-arrival, first-time approval rate, 90-day retention. We report the numbers to clients whether they flatter us or not.
Who we serve
Three groups, one process
Employers
Construction firms, hospitality groups, healthcare providers, manufacturers, logistics operators and agricultural businesses that cannot fill roles locally and need a compliant route to international talent.
Workers
Skilled and semi-skilled tradespeople looking for legitimate overseas employment with a verified employer, a contract they understand and no recruitment fee to pay.
Partner agencies
Licensed recruitment partners in source markets who need documentation, visa processing and training capability to complete their own placements.
Let’s talk about your workforce.
Whether you are hiring twelve people or two hundred, the first conversation is the same: what do you need, by when, and is it achievable.