Domestic Staff Agency FAQs

There is no single figure, and any provider quoting one before hearing your requirements is guessing. Cost depends on four variables: the role and skill level, whether the arrangement is live-in or live-out, your area, and the hours required. Within the twin cities, DHA, Bahria Town and the F sectors typically sit above Satellite Town and the older Rawalpindi areas. We send a clear, itemised quote before you commit to anything.

Fees are quoted per placement and itemised before you confirm. You see the full cost — the staff member's monthly salary and our placement fee stated separately — before anyone starts.

You pay nothing until you confirm a placement. Shortlists cost nothing, interviews cost nothing, and if none of the candidates suit you, you owe nothing.

No. You receive an itemised quote before placement and no charges are added afterwards.

No. We never charge candidates. If a provider charges both the household and the worker, that is worth knowing about them.

If a placement is not the right fit, we arrange a free replacement within the guarantee period at no additional cost. You do not pay a second placement fee.

The guarantee covers this. If your placement leaves within the guarantee period, we replace them at no additional fee.

Talk to us. If two placements have failed, something in the brief is usually off rather than the candidates, and we would rather rework the requirements with you than keep sending profiles.

Four stages, applied to every candidate regardless of role: CNIC and permanent address verification, with the address independently checked; reference checks with previous employers by direct contact; an in-person interview and skills assessment matched to the role; and basic health screening. Candidates who fail any stage do not reach your shortlist.

Yes. We provide CNIC details for the candidate you select, and you are welcome to verify them independently.

Yes, where the previous employer consents. We recommend it — it is the single most useful check available to you.

The most revealing questions are: why did your last placement end (then verify it with the previous employer); what did a typical day look like in your last role; what hours do you need to leave by; what part of this job would you find hardest; and where do you live and how will you travel here. Commute distance is one of the strongest predictors of whether a placement lasts.

Yes, and you should. We recommend meeting at least three — you cannot judge a candidate without comparison.

Yes. Trial days are available for most roles and are strongly recommended for cooks, helpers and nannies. One working day tells you more than three interviews.

Yes. Tell us your preference when you enquire and we shortlist accordingly, subject to availability in your city.

Yes. Specify at the enquiry stage and we filter the shortlist accordingly. For cooks, tell us cuisine, dietary restrictions and household size.

Most requests are matched with suitable candidates within 24 hours. From enquiry to a staff member starting work typically takes 3 to 5 days, depending on how quickly you can interview.

Rawalpindi and Islamabad, treated as one market — Saddar, Chandni Chowk, Satellite Town, Chaklala, Bahria Town, DHA, and the capital's F, E, G and I sectors. We also regularly place in Wah Cantt and Taxila. All fifteen staff categories are available throughout.

No. We focus solely on Rawalpindi and Islamabad so we can match candidates by commute distance and neighbourhood, which is what makes placements last. We can often reach Attock, Murree and Kahuta for live-in roles. If you need staff further afield we will tell you directly rather than taking the request.

Yes. Multi-role placements are common and we coordinate start dates so the team begins together.

Yes. We document terms, hours and duties before the start date and manage onboarding.

Accommodation, meals and a defined private space. You should also agree stated off-hours and a weekly rest day in advance — live-in does not mean permanently available, and arrangements without stated off-hours are the ones that fail.

Not automatically. The salary may be lower, but you take on accommodation, meals and utilities. The real difference is coverage, not cost.

Yes. We do not forward a profile we have not personally interviewed. It occasionally means telling a client we cannot fill a request in a given week, which we would rather do than send an unchecked candidate.

We will tell you plainly and suggest which one to adjust. Sending candidates who will leave within a month helps nobody, so we would rather have the awkward conversation up front.

Within two or three days if you can. Strong candidates do not stay available long, and a slow interview schedule is the most common reason a good match slips away.

Yes. Demand rises sharply around Ramadan, Eid and wedding season while availability tightens at the same time. If you know you will need cover then, starting two to three weeks earlier noticeably improves the shortlist.

Yes. Office boys, cleaners, security guards, drivers and the skilled trades are all placed with businesses as well as households, on the same verification standard.

Hours, duties, rest days, pay date, notice period and any accommodation arrangements. A single written page prevents most disputes.

Unstated expectations rather than misconduct — duties, hours or rest days that were never made explicit. Documenting terms before the start date prevents most failures.