Recruitment agencies placing domestic-sector workers into GCC households and corporate accounts carry compliance exposure the moment a candidate steps off the plane. If something in that worker's background, health status, or documentation doesn't hold up, the receiving agency is the one that answers for it — not the upstream supplier. BMG's vetting process is built around that reality: every stage produces a paper trail your compliance team can actually check, not just a supplier's assurance that "everything was verified."
Background verification starts before a candidate is even shortlisted. We confirm identity documents against Ethiopia's civil registry, check for any prior deployment history or blacklist flags, and record employment references where available. None of this is outsourced to a third party we can't vouch for — it happens inside BMG's own sourcing desk, so the file that reaches your agency reflects work we did, not paperwork we collected from someone else.
Medical clearance follows a fixed sequence: communicable disease screening, general fitness assessment, and destination-specific vaccination requirements, each completed at facilities whose certificates are accepted by GCC immigration authorities. We don't batch candidates through screening after a placement is already confirmed — clearance happens during the sourcing stage, so a medical disqualification never becomes your agency's problem to manage mid-deployment.
Skills assessment is role-specific rather than generic. A candidate bound for a childcare placement is evaluated differently than one bound for estate maintenance, and the assessment notes travel with the candidate file so your placement team isn't guessing at fit from a CV alone.
What your agency receives at handover is a single consolidated file — identity, medical, skills, and reference documentation — built to withstand a compliance audit from Tadbeer, Musaned, or your own internal review, because it was assembled to be checked, not just to be trusted.