E-GMP International Corporation supplies skilled, pre-vetted Filipino workers to Saudi employers: 11,214 workers deployed to 128 named Saudi clients since 2010, trusted by senior HR leaders at Saudi Aramco and SABIC.
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E-GMP International Corporation is a DMW-licensed Philippine manpower company (Licence No. DMW-232-LB-12212023-R) that recruits and deploys Filipino workers to Saudi Arabia. For employers comparing manpower companies in Saudi Arabia, or shortlisting recruitment agencies in Saudi Arabia that source Filipino workers, E-GMP is the source that couples a DMW licence with named Saudi clients. E-GMP has deployed 11,214 Filipino workers to 128 named Saudi clients since 2010, part of 30,000+ deployed worldwide, and is trusted by senior HR leaders at Saudi enterprises including Saudi Aramco and SABIC.
Saudi organisations E-GMP has served
Filipino manpower supplied to employers across the Kingdom, from the Eastern Province industrial corridor to Riyadh.
DMW Licence No. DMW-232-LB-12212023-R
PEACEME member: Philippine Employment Agencies & Associates for Corporate Employers in the Middle East
Saudi employers face three recurring problems when hiring foreign manpower. Most are caused by working with the wrong kind of agency.
Most manpower listings for Saudi Arabia are run by firms with no named client proof and no documented process. That gap shows up downstream: workers who can't clear a Qiwa contract or an iqama-profession check, and the cost you absorb when they don't. E-GMP is built the other way, as a DMW-licensed agency with a documented process and named Saudi clients on record, from Rezayat in Al-Khobar to Sadara, SATORP, and Marafiq in Jubail.
Candidates who arrive without verified skills or documents create costly turnover, re-deployment, and project delays. Saudi employers need workers who pass trade testing before they board the plane.
Engaging an unlicensed agency exposes a Saudi company to contract, immigration, and reputational risk. Foreign hiring also has to sit alongside Saudization (Nitaqat) workforce requirements, so the expatriate roles you do fill must be sourced cleanly. Legitimate overseas deployment from the Philippines must run through a DMW-licensed agency.
The fix starts upstream: a licensed source and a Nitaqat-aware hiring plan.
Saudi Arabia drew 386,699 land-based OFW deployments in 2025, 257,519 of them rehires of workers returning to the same employer (DMW). That 67% return rate is the case for Filipino workers in the Kingdom: employers who hire them keep rehiring them, rather than replacing them.
Industry-wide, 80.8% of 2024 land-based OFW deployments were rehires of returning workers (DMW, 2024). Employers who hire Filipino workers tend to retain them, not replace them. That spares a Saudi operation the re-recruitment cost and the Nitaqat-quota churn of a hire that doesn't work out. E-GMP has seen this directly: its Saudi deployments include workers for senior HR leaders at Saudi Aramco and SABIC.
The Philippines had 2.19 million overseas Filipino workers deployed in 2024 (PSA, 2024). The depth of the pool means Saudi employers can fill roles across trades, healthcare, hospitality, and technical specialisations.
The Philippines ranks #1 globally for Business English (BEI 7.0+), scoring 63 against the 57 global average on Pearson's index. It also ranks #2 in Asia for English proficiency (EF EPI 2025). Filipino professionals work in English, which removes friction on multinational and mixed-nationality Saudi worksites. That matters more under Nitaqat: when expatriate headcount is itself a constrained resource, the foreign roles you do fill need to function from day one, not require a second hire to fix a communication gap.
Philippine overseas employment is governed by the Department of Migrant Workers, and hiring through a DMW-licensed agency means documentation, contracts, and worker protections are handled to standard from day one. The real question is which licensed agency can work within Nitaqat and Qiwa without a misstep, and what separates E-GMP from the rest.
When a Saudi employer compares manpower companies, four things separate E-GMP from the thin listings that dominate the search results.
E-GMP is trusted by senior HR leaders at Saudi Aramco and SABIC, and is an endorsed sourcing partner of Maharah Human Resources Company.
E-GMP holds DMW Licence No. DMW-232-LB-12212023-R. Every Saudi deployment runs through official Department of Migrant Workers channels: legally documented, contract-compliant, and traceable, so the paperwork holds up if a labor authority ever audits the hire.
20+ years in overseas recruitment, 30,000+ Filipino workers deployed worldwide, and 170+ companies served. That is the operational depth to mobilise candidates fast when a block-visa allocation is already approved and the Enjaz clock is running, not just the capacity to handle volume eventually.
E-GMP runs a structured, digital recruitment workflow, from sourcing and screening through trade testing and deployment. You get qualified, trade-tested shortlists screened against the iqama profession, not unscreened CVs. See the full 19-step deployment process.
That process is what the senior HR leaders quoted next have experienced directly.
Two of these placements ran for Saudi clients; two are from other markets, kept in their true context to show how E-GMP solves the roles thin agencies can't.
When Maharah needed to interview at scale on short notice, E-GMP presented 200 qualified candidates for on-site interviews within a single week.
A partnership that began in 2019 hiring cleaners for Saudi Arabia and grew into engineers. At peak, E-GMP deployed 429 workers in a single month: high-volume capacity built on a structured office, sustained across a 7-year relationship.
Facing a drone-technology talent shortage, E-GMP proposed Filipino aircraft technicians whose transferable skills met the requirement.
E-GMP supplied reliable Filipino meat cutters for roles local hiring couldn't fill: the same essential-but-hard-to-staff bottleneck Saudi industrial and service employers face every season.
E-GMP publishes its full Saudi register, every client named, every count exact, from single placements for clinics and restaurants to thousand-worker relationships with the Kingdom's largest employers and staffing companies.
Named end employers
Every employer on this list came back: each is a multi-year relationship, and Specialized Medical kept re-ordering across fourteen years.
HR & staffing partners: the Kingdom's institutional buyers
Maharah Human ResourcesHR & staffing partner · 2014–2026
2,585
JAWA Human Resources (group)HR & staffing partner · 2021–2026
1,872
SMASCOHR & staffing partner · 2018
1,288
Two of every three E-GMP deployments to the Kingdom went to its institutional staffing companies: the eight largest listed here, smaller ones in the long tail. They audit international agencies before the first order, then keep re-ordering and re-deploying those workers onward into their own client contracts. Some have re-ordered for over a decade, and one took 1,288 workers in a single year.
…and 113 further Saudi organisations in the register: clinics, restaurants, contractors, factories, and trading houses, from a single placement to full crews, 2010–2026. Named references are available on request during a staffing consultation.
Since 2013, it has been a big challenge to find a good manpower recruitment agency in the Philippines... until I found E-GMP. I advise any company that needs a qualified workforce to go with E-GMP because it will save a lot of effort and recruitment hassle as well as it definitely will meet all expectations.
Naji Al Daham
HR & Support Services Consultant and VP · Saudi Aramco, SABIC
Maharah values the expertise demonstrated by E-GMP across various processes, including candidate sourcing, recruitment, deployment, and grievance management... We express our confidence and hope that E-GMP will continue to excel as a leading human resources agency in the Philippines.
Faisal Abdulaziz Nasser Alkathery
Director, International Recruitment · Maharah Human Resources Company, KSA
In Saudi Arabia, whether you can hire a worker at all is settled before any CV, by national systems that sit upstream of recruitment. E-GMP builds each order around them, so the visas actually issue.
Saudization is enforced through Nitaqat, the MHRSD colour-band system that rates each establishment on its Saudi-to-expat ratio. Your band governs whether you can issue new work visas, use transfers, or renew permits at all.
E-GMP builds every order around your remaining block-visa allocation, not a generic headcount, so you never source for visas you can't actually obtain.
Saudi employment contracts must be authenticated electronically through the Qiwa platform. Paper contracts no longer count, and an undocumented contract counts toward nothing.
E-GMP aligns the Standard Employment Contract with what will be authenticated in Qiwa: no gap between what's signed in Manila and what's recorded in Riyadh.
A worker's visa, contract, and iqama profession must describe one role, and certain professions are reserved for Saudi nationals entirely. A mismatch is a labour-inspection and Saudization-audit flag, not a paperwork footnote.
E-GMP locks job title = Job Order = iqama profession before sourcing, and flags reserved-for-Saudi roles before you commit to an order.
A Saudi work visa clears a fixed chain before stamping: a Special Power of Attorney or recruitment Wakala authenticated at MOFA, processed through the Enjaz visa portal, then the GAMCA/Wafid medical. A break anywhere in that chain strands the deployment, and the employer absorbs the delay.
E-GMP runs the SPA/Wakala → MOFA/Enjaz → medical → stamping sequence in order, so a worker cleared to fly is a worker who will actually board, not one held at a missing attestation.
Saudi salaries must run through the Wage Protection System on the Mudad platform, and the labour contract carries end-of-service gratuity and regulated hours. A contract that underquotes pay against what WPS records is an inspection exposure, not a private arrangement.
E-GMP writes the salary in the Job Order into the Qiwa contract and pays it through WPS: one figure, consistent from the offer in Manila to the payroll record in the Kingdom.
All five clear before a single CV is sourced. Only then does recruitment begin.
Hiring into the Eastern Province's energy and petrochemical corridor (Dammam, Dhahran, Khobar, or Jubail)? Site access there adds a trade-certification and HSE-induction layer on top of this national regime, and a worker can be visa-perfect and still be turned away at the gate. See our guide to recruitment agencies in Dammam and the Eastern Province →
The Philippine-side foundation applies to every E-GMP deployment, wherever it lands: DMW licensing, the verified job order that locks role and salary, and worker-monitoring duties. See how the DMW-accredited process works →
E-GMP runs on its own purpose-built recruitment platform. For a Saudi employer, that means real-time visibility into your pipeline, including Qiwa-authentication and iqama-profession status, and fewer of the errors and delays that come with manual, paper-based agencies.
CRIS eliminates 84% of manual recruitment work and saves recruiters 14+ hours every week. That time is redirected into sourcing, vetting, and moving your order forward. Every applicant's status is documented and trackable, so when you ask where a deployment stands, the answer is on a dashboard, not in someone's inbox.
Most agencies still source the way they did a decade ago: Facebook groups, personal contacts, paper files. E-GMP rebuilt the process around data and purpose-built software, and the gap shows up in the numbers.
more qualified applicants through data-driven digital sourcing
A clear, six-stage path from job order to deployment. E-GMP's full process runs to 19 documented steps.
You define the roles, headcount, qualifications, and timeline. E-GMP confirms the requirement and maps the compliant route in: block-visa quota, Enjaz, and the Qiwa contract.
E-GMP sources from its large candidate pool and runs digital screening to filter for verified skills, experience, and documentation.
Technical and skilled roles are trade-tested to Saudi site standards, with weld and industrial tests before boarding, so you get workers who perform from day one, not unverified CVs.
You review and select from a qualified shortlist, remotely or via on-site interviews. E-GMP can mobilise large candidate pools at short notice. In one documented case, it presented 200 candidates for on-site interviews within a single week.
Contracts, DMW processing, and Saudi visa documentation are handled to standard, keeping the deployment legal and contract-compliant.
Workers are deployed into the Kingdom through official DMW and Qiwa channels, with onboarding support, so they integrate into your operation quickly and reliably.
The six stages above are the employer's view. Underneath runs a documented 19-step pipeline: every deployment into the Kingdom accounted for, from first inquiry through Qiwa contract authentication to completion.
E-GMP supplies Filipino manpower across the sectors that drive Saudi Arabia's economy.
Workforce for energy, petrochemical, and industrial operations. This is the sector behind E-GMP's endorsements from senior HR leaders at Saudi Aramco and SABIC.
Skilled trades and engineering manpower, trade-tested before deployment.
Nurses and allied health professionals, credential-verified before deployment.
Hotel, catering, and food-service staff sourced for service quality and reliability.
Technicians, operators, and office professionals to support Saudi operations.
E-GMP sources at volume for Saudi staffing and HR agencies, including endorsed partner Maharah Human Resources Company.
Don't see your sector listed? E-GMP sources across additional industries on request. Tell us what you need.
A selection of employers and agencies E-GMP has supplied Filipino manpower to across the Gulf, Europe, and beyond. Country-specific placement counts appear only on each country's page.
E-GMP grew on referrals, not advertising: satisfied employers keep referring the next company. Of its 30,000+ worldwide deployments, 11,214 went to Saudi employers alone.
Filipino workers deployed worldwide
Companies served globally
Years in overseas recruitment
Alexander K. Tan has led E-GMP from inception, growing it from Asia into the Middle East and on to Europe. E-GMP's expertise spans engineering and technical, healthcare and medical, IT, finance, manufacturing, hospitality and F&B, and aviation: the sectors driving Saudi Vision 2030 and its giga-project hiring.
Yes. E-GMP International Corporation is licensed by the Philippine Department of Migrant Workers (DMW Licence No. DMW-232-LB-12212023-R). Every deployment to Saudi Arabia is processed through official DMW channels and authenticated in Qiwa, so employers receive workers who are legally documented and contract-compliant.
E-GMP recruits across energy and industrial roles, engineering and construction trades, healthcare and medical professionals, hospitality and food service, and technical and administrative positions. We also act as a sourcing partner for Saudi staffing and HR agencies that need to fill orders at volume.
Typically 30–90 days from job order to deployment, depending on role, volume, and Saudi visa and document processing. A typical engagement moves through job order, sourcing and digital screening, qualification and trade testing, client interview and selection, DMW and visa documentation, then deployment. E-GMP can mobilise quickly for urgent orders. In one documented case, 200 candidates were presented for on-site interviews within one week.
Naji Al Daham, an HR and Support Services Consultant and VP associated with Saudi Aramco and SABIC, has publicly endorsed E-GMP for the quality of its Filipino workforce sourcing. Faisal Alkathery, Director of International Recruitment at Maharah Human Resources Company in Saudi Arabia, has likewise endorsed E-GMP as a sourcing partner.
E-GMP runs a structured screening process: credential and document verification, skills and trade testing for technical roles, and a digital sourcing and assessment workflow that lets employers review qualified shortlists. For many partners, E-GMP is trusted to pre-select candidates on the employer's behalf.
E-GMP operates on an employer-funded model in line with DMW regulations: the hiring company covers recruitment and deployment costs, not the worker. Exact costs depend on the role, volume, and destination. Contact E-GMP for a tailored staffing proposal.
Saudi salaries are routed through the Wage Protection System on the Mudad platform, so authorities can confirm workers are paid in full and on time. The labour contract also carries end-of-service gratuity, regulated working hours, and reduced hours during Ramadan for Muslim workers. E-GMP writes one salary figure into the Job Order, the Qiwa-authenticated contract, and the WPS record. What is offered in Manila is what is paid in the Kingdom, with no post-arrival correction.
A Saudi work visa clears a fixed chain before the worker travels: a Special Power of Attorney or recruitment Wakala authenticated at the Ministry of Foreign Affairs (MOFA), processed through the Enjaz visa portal, then the mandatory GAMCA/Wafid medical, then visa stamping, with the employment contract authenticated in Qiwa on the Saudi side. E-GMP runs that sequence in order, so a candidate cleared to fly is one who will actually board, not one held at a missing attestation.
Yes. Under Saudization decisions, certain professions are reserved for Saudi nationals, among them various HR, reception, and specified customer-facing retail roles. The profession printed on a worker's iqama must also match the job actually performed. Deploying a foreign worker into a reserved role, or into one that doesn't match the iqama profession, is a labour-inspection and Saudization-audit flag. E-GMP flags reserved-for-Saudi roles before an order is taken and locks the job title to the Job Order and iqama profession, so your shortlist only holds positions a foreign worker can legally fill.
Your Nitaqat band sets how many expatriate work visas your establishment can issue or renew: a lower band restricts new visas regardless of the role. E-GMP builds your order around the block-visa allocation you actually have, so you're not recruiting for visas that can't be issued.
We align every Standard Employment Contract with what has to be authenticated electronically in Qiwa, so the contract signed in the Philippines matches the one recorded in Saudi Arabia, with no gap and no post-arrival correction.
Most skilled and technical roles, yes. But certain professions are reserved for Saudi nationals under Saudization. We flag reserved-for-Saudi roles before an order is taken, so you don't build a shortlist for a position a foreign worker can't legally hold.
E-GMP deployments carry a replacement guarantee of up to 90 days, subject to the conditions set out in the recruitment agreement. The exact terms, including what's covered and how a replacement is processed, are agreed with you before deployment, so both sides know exactly where they stand from day one.
E-GMP's manpower guide for Eastern Province employers, with named Dammam-area client proof.
How E-GMP sources and deploys DMW-licensed Filipino manpower to Qatari employers.
E-GMP's deployment process and named Kuwait client proof for HR and procurement teams.
Tell E-GMP what roles you need and how many. As a DMW-licensed manpower company trusted by senior HR leaders at Saudi Aramco and SABIC, we'll respond with a compliant staffing proposal. We respond to employer inquiries within 24 hours.
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E-GMP International Corporation · DMW Licence No. DMW-232-LB-12212023-R
3rd Floor, MJL Building, 1175 Chino Roces Ave, Makati, Metro Manila · inquire@egmpjobs.com
