Migrant Worker Recruitment Service for Employers
We source migrant workers for employers and set the paperwork on a lawful path from day one, whether they are already in Thailand or brought in under MOU.
- Recruitment licence no. Nor.Jor. 0122/2561
- 5,000+ cases for 500+ companies
You advertised and nobody came, or people came and their papers were not in order. Exworker sources migrant workers for employers, and sets the paperwork on a lawful path from day one — rather than delivering people and leaving the employer to fix the documents afterwards.
We work on migrant worker paperwork every day, so we can see from the start which route the person we find will have to take — already in Thailand and changing employer, or better brought in under MOU, which is a different cost and a different timeline.
Information as of August 2026 · Recruitment licence no. NorJor 0122/2561
Which case is yours
Faster, because the country-of-origin steps are not involved, but each person's document status has to be checked thoroughly before they are taken on.
It can be planned in advance, the people match the specification better, and the contract runs longer — see the MOU import service
That is not recruitment but an employer change — see the employer change service
What we do
- Take the brief and test whether it is realistic Type of work, number of people, location, accommodation and terms of employment — then tell you plainly how findable that brief is in the current market.
- Choose the route that fits the brief Workers already in Thailand, or new arrivals under MOU — with the costs and timelines set side by side before you decide.
- Source and screen Checking that each applicant's documents match their actual status, not merely whether they hold a card.
- Hand over into the paperwork The employment contract, the entry notification within the deadline, and the work permit work that follows, all in the same team — no changing partners midway.
Three legal points to know before taking anyone on
What we do not promise
Why employers have us do the sourcing
- We check applicants' documents with the eye of people who handle that paperwork daily, rather than just sending candidates over
- We can say from the start which route the person will take and what costs come with it
- It continues into the paperwork within the same team, so you are not looking for a new partner when time is already tight
- We flag the legal duties that come with taking someone on — the entry notification, the written contract, and the employment quota in certain types of work
- If your brief really belongs on the MOU route, we say so, even though that is bigger and slower work
Frequently asked questions
How is the fee charged?
The figure in the price box above is our sourcing fee. The paperwork that follows — a work permit, or an MOU import — is a separate item, because not every case needs the whole set.
Do you also charge the worker?
No. The law prohibits taking money from the worker; the fee is charged to the employer only. If anyone tells you it can be collected from the worker, that is a warning sign.
How many days will it take to find someone?
We do not commit to a figure, because it depends on the type of work, the location, the wage and the accommodation. What we can do is assess it with you from day one and say what would make it faster.
What is the difference between hiring people already in Thailand and importing under MOU?
Hiring locally is faster but each person's document status has to be checked thoroughly. MOU takes longer but can be planned ahead and the contract runs longer. We set out both the costs and the timelines before you decide.
How many workers can we employ — is there a quota?
Certain types of work have an employment ratio set against the employer's income tax, for example shop-front sales work, while general labour has no prescribed ratio. We check how many more your business can take on.
What has to be done immediately after taking someone on?
Make the employment contract in writing, keep it at the place of business and give the employee a copy, then notify the registrar within 15 days from the date of hiring. Both are legal duties carrying fines, not internal paperwork.
Read more on the same subject
- Hiring new migrant workers: what must the employer do
- Importing MOU workers: do it yourself or use a company
- MOU migrant worker import service
- Entry and exit notification service
Tell us the brief and we will assess it
Message us on LINE with how many people you need, what the work is, which province, whether accommodation is provided, and the wage you have set. We will assess how findable it is, which route to take, and what costs lie ahead.
Sources
- Royal Decree on the Management of Foreign Workers' Employment B.E. 2560, as amended by the Second Edition B.E. 2561 — Sections 13, 42, 46, 49, 103, 111 and 113
- Department of Employment notification on the service fees and expenses a licensed importer may charge an employer (30 June 2021)
- Provincial employment offices — conditions on the employment ratio for foreign nationals in certain types of work
