Gorkha Manpower in Kathmandu: An Employer’s Agency Checklist

Choosing a Gorkha manpower agency in Kathmandu starts with a clear hiring requirement and evidence that the agency can deliver it. An overseas employer needs more than a list of available candidates: the recruitment partner should explain how workers are selected, what documents are checked, who pays each cost, and what must happen before travel.

This guide turns those questions into a practical supplier checklist. Applied Gorkha Solutions is based in Gwarko, Lalitpur, in the Kathmandu Valley. Our manpower recruitment service covers hospitality, industrial and manufacturing roles, housekeeping, laundry and landscaping.

Cover design: AI-generated editorial graphic.

Start with the role, not the agency’s candidate list

Write a brief that lets recruiters assess suitability against the same standard. State the destination, work location, roles, headcount, required experience, language needs, contract duration and intended start date. Describe the actual tasks and working environment rather than relying on a broad job title.

For housekeeping, for example, explain the property type, shift pattern, equipment used and expected responsibilities. For a manufacturing role, specify the process, training requirements and whether experience with particular machinery is essential. Separate skills needed on arrival from tasks the employer will teach during induction.

Verify the agency’s identity and scope

Ask for the recruitment company’s registered legal name, operating licence details, office address and named contact. Match those details across the proposal, contract and invoices. Similar Gorkha or Gurkha names can refer to different companies, so confirm the legal entity before sharing candidate information or making payments.

Applied Gorkha Solutions publishes operating licence number 1739/081/082 and its Lalitpur address on this website. Employers should independently verify a proposed agency’s current status with Nepal’s Department of Foreign Employment and confirm the requirements for their destination. A recruitment licence alone does not establish that every role or overseas placement is permitted.

Ask what evidence supports the shortlist

Request an explanation of the screening process and a role-specific assessment summary. Useful questions include:

• How are identity and supporting documents validated?

• How is previous employment checked, and what happens if a reference cannot be verified?

• Which practical skills and communication abilities are assessed?

• Which medical or other clearances apply to this placement?

• Who records the decision to shortlist a candidate?

Ask for information appropriate to the hiring decision, handled through an agreed secure process. The purpose is to understand the evidence and unresolved questions, not to collect unnecessary personal records. Our due-diligence framework explains the checks behind personnel selection.

Compare the full recruitment cost

A low agency service fee can hide a poorly defined scope. Request an itemised proposal covering sourcing, assessment, documentation, medicals, visa coordination, travel and arrival support where applicable. Identify the paying party for each item, and ask how third-party charges are recorded.

The ILO’s fair recruitment guidance sets out the principle that workers should not bear recruitment fees or related costs. Put the agreed cost allocation in writing and ask how it will be checked with candidates. Confirm current corridor-specific requirements rather than assuming one fee schedule applies everywhere.

Use a milestone plan instead of a promised flight date

Break mobilisation into visible stages: approved brief, sourcing, assessment, employer selection, documentation, applicable approvals, travel and site induction. For each stage, record the owner, expected completion date and remaining dependency. Ask what could change the schedule and when you will be told.

Pre-screened candidates can reduce sourcing time, but overseas deployment still depends on destination requirements, candidate readiness and approval processes. Keep the requested start date separate from a confirmed travel date.

Test the after-arrival support

Agree who receives workers, introduces them to the site, explains pay and working arrangements, and handles questions after arrival. Discuss how performance concerns, welfare issues and any replacement request will be assessed. Any replacement terms should be specific about responsibilities and costs.

A useful comparison sheet has six rows: agency identity, role suitability, vetting evidence, cost allocation, mobilisation milestones and after-arrival support. Mark each as confirmed, pending evidence or unresolved. Resolve essential gaps before accepting the proposal.

Frequently asked questions

Is Lalitpur part of the Kathmandu Valley?

Yes. Applied Gorkha Solutions operates from Gwarko, Lalitpur, in the Kathmandu Valley. Employers searching for Gorkha manpower in Kathmandu can contact this office directly.

How long does recruitment from Nepal take?

There is no single timeline for every placement. Role availability, headcount, documentation and destination approvals determine the schedule. Ask for a plan based on your actual requirement.

What should an employer send first?

Send the role description, destination, headcount, contract length, pay and benefits, and intended start date. Include essential skills and the practical assessment you expect candidates to pass.

Prepare your recruitment brief

Use the checklist above to make proposals comparable and questions easier to resolve. To discuss a requirement, send Applied Gorkha Solutions your hiring brief. Include the country, roles and start date so the team can assess scope and feasibility.