How to Hire Domestic Staff in Rawalpindi & Islamabad

The Domestic Staff Hiring Process in Four Steps

Here is how to hire domestic staff in Pakistan through us: message your requirements, receive a shortlist of verified candidates usually within 24 hours, interview the candidates yourself, and confirm whoever fits. You pay nothing until you confirm a placement.

What we need from you

• Your sector or society — "Islamabad" alone is not enough; F-8 or Bahria Town Phase 7 changes the shortlist
• The type of staff
• Schedule: full-time, part-time, shift, live-in or live-out
• Any specific requirements — cuisine, language, gender preference, experience with children or elderly

What helps but people forget to mention: whether staff accommodation is available, whether the role includes grocery shopping or school runs, and whether anyone in the household has allergies or dietary restrictions. These determine fit more than years of experience do.

The Staff Placement Process Steps at a Glance

Enquiry to start date: typically 3–5 days, depending on how quickly you can interview.

What Happens Before You Ever See a Profile

Understanding how a domestic staff agency works means understanding the stage you never see. Every candidate on our roster has already been through four checks before appearing on any shortlist: CNIC and permanent address verification; reference checks with previous employers, by direct contact rather than a phone number taken on trust; an in-person interview and skills assessment matched to the role; and basic health screening.

Candidates who fail any stage do not reach you. This is the work that separates a shortlist from a list of names.

How to Shortlist and Interview Domestic Staff Properly

Most households under-interview, then over-explain afterwards. A few things that make the difference when you shortlist and interview domestic staff:

• Interview at least three candidates, even if the first one seems right. You cannot calibrate on a sample of one.
• Interview in the space where they will work. A cook seeing your kitchen, a driver seeing your route — both reveal things a sit-down conversation will not.
• Do a paid trial day where the role allows it. For cooks, helpers and nannies especially, one working day reveals more than three interviews. We can arrange this.
• Watch how they handle a small correction. Ask for something to be done slightly differently and observe the response. You are learning how the next two years will feel.
• Discuss money plainly and once. Ambiguity about pay, timing and increments is the leading cause of friction in month three.
• Involve whoever they will actually work with. If your mother manages the kitchen, she should meet the cook — not you.

Questions worth asking every candidate

• Why did the last placement end?
• What did a typical day look like in your previous role?
• What part of this job do you think you would find hardest?
• What hours do you actually need to leave by?

That last one prevents more failed placements than any other question. A candidate who agrees to hours that do not fit their life will accept the job and leave in six weeks.

What It Costs and When You Pay

You pay nothing until you confirm a placement — no fee for the shortlist, no fee for interviews that led nowhere. Once you have chosen someone, you receive an itemised quote before anything is finalised. Pricing depends on the role and skill level, whether the arrangement is live-in or live-out, your city, and the hours required.

What Can Slow a Placement Down

Most placements move quickly. When one does not, it is usually for a reason worth knowing in advance. Highly specific combinations take longer — a female cook who speaks a particular language, is comfortable with a specialised diet, and can live in, is three filters stacked on top of each other, and each one narrows the pool. Very short notice narrows it further, because the strongest candidates are usually already placed and working a notice period.

Seasonality matters too. Demand rises sharply around Ramadan, Eid and wedding season, and availability tightens at exactly the same time. If you know you will need cover during those periods, starting two or three weeks earlier makes a real difference to the quality of the shortlist rather than just its speed.

The other common delay is on the household's side: a shortlist sent on Monday but not interviewed until the following week often means the strongest candidate has accepted elsewhere. Good candidates do not stay available long. If you can interview within two or three days of receiving profiles, you will consistently get better outcomes.

What If It Does Not Work Out?

Tell us. We arrange a free replacement within the guarantee period, at no additional fee. We would rather replace a placement early than have you tolerate a bad fit quietly. If something is not working in week two, that is exactly when we want to hear about it — not month four.