Frequently asked questions
You’ll find answers to some common questions below, but feel free to contact us directly — we’ll answer your questions based on your specific situation
01 — About ARAS
We provide international staffing, employment and workforce management. We recruit and prepare professionals, employ them where applicable, arrange relocation and manage the employment administration throughout the assignment.
We specialise in Healthcare, Transport & Logistics, Passenger Transport, Facility Services and Landscaping.
Our headquarters are in the Netherlands, and our recruitment network currently covers 7 countries across Europe. We recruit internationally when the required professionals are not readily available in the local market.
We do more than introduce candidates to employers. Depending on the staffing model, we can remain the legal employer and manage contracts, payroll, employment administration and employee support while the professional works within the client organisation.
02 — How We Work
We define the staffing requirements, assess availability, agree on the scope and terms, recruit and prepare suitable candidates, arrange employment and relocation where required, and coordinate the start of work. Our support continues throughout the assignment.
We offer four models:
Temporary Staffing — for short-term or changing workforce needs.
Secondment — for longer assignments with an agreed duration and working hours.
Direct Hire — we recruit the professional, who then joins the client directly.
Payroll — the client selects the professional and we become the legal employer.
Timing depends on the role and preparation required. Available candidates may move forward within 1–7 days, standard recruitment usually takes 2–6 weeks, while international or regulated roles requiring language training, recognition or work authorisation may take several months.
For Temporary Staffing, Secondment and Payroll, professionals can be employed by us while working within the client organisation. With Direct Hire, the professional becomes an employee of the client.
We manage the employment side of the assignment, including contracts, payroll, salary payments, taxes and social contributions, employment documentation, holidays, sick leave and ongoing employee support.
03 — International Staffing
Yes. International recruitment is a core part of our staffing model. We use our European recruitment network to reach professionals beyond the local labour market.
Yes. Where the role allows it, we can coordinate language training, qualification checks, diploma recognition, professional registration and employment documentation before the candidate starts.
Where required, we coordinate work authorisation, employment documentation, travel, relocation and accommodation.
Yes. Our support continues after arrival through onboarding, employment administration and ongoing support during the assignment.
04 — Getting Started
We need the role, number of professionals, location, working hours, expected start date, assignment duration and any required experience, language level or qualifications. Based on this, we can assess availability and prepare the appropriate staffing solution.
Yes. We confirm the staffing model, scope, expected timeline, pricing and relevant assignment costs before recruitment or preparation begins.
Yes. We provide the candidate profile and relevant experience before confirmation. Clients can interview candidates directly where required before agreeing to the placement.
Yes. The roles shown on our industry pages represent our main areas of staffing. If a suitable candidate is not already available, we can source additional profiles through our recruitment network.
Yes. Depending on the industry and assignment, we can provide individual professionals, multiple workers or planned groups based on the required start dates and staffing volume.
05 — Pricing & Commercial Terms
Our rates depend on the staffing model. Temporary Staffing starts from 2.5× the professional’s gross hourly wage, Secondment from 2.8×, Payroll from 1.85×, and Direct Hire is charged at 25% of the gross annual salary. The final rate is confirmed before the assignment starts.
The staffing rate covers the agreed employment costs and workforce administration, including salary, employer contributions, payroll and employment management. Shift allowances, accommodation, transport, training, certification, relocation or other assignment-specific costs are added where applicable.
Yes. Recruitment or staffing starts only after the scope, staffing model, pricing and commercial terms have been confirmed in writing. The agreement specifies the roles, number of professionals, working hours, expected start date and assignment conditions.
For new clients, international recruitment or projects with significant upfront costs, we may require an advance payment before recruitment or preparation begins. Third-party costs such as language courses, recognition procedures, translations, visa fees, travel or housing deposits must be covered before we commit those costs.
Worked hours are normally invoiced weekly based on approved timesheets. Our standard payment term is 14 calendar days from the invoice date.
For Direct Hire, the agreed recruitment fee becomes payable when the employment agreement between the client and the selected candidate is signed. Our standard payment term is 14 calendar days.
If a project is cancelled after work has started, completed stages and costs already committed remain payable. This may include language training, recognition, translations, immigration procedures, travel or accommodation commitments.
We first try to provide a suitable replacement and continue the recruitment process without restarting it from zero. Costs already incurred specifically for the withdrawn candidate remain subject to the agreed project terms.
Yes, where underlying employment costs change. Rates may be adjusted following changes to statutory wages, collective agreements, taxes, employer contributions or other mandatory employment costs. We communicate any adjustment before the revised rate takes effect.
Overdue invoices may be subject to statutory commercial interest and collection costs. We may pause new recruitment, preparation or additional placements while outstanding invoices remain unpaid.
06 — During the Assignment
Working hours are recorded through the agreed time-registration process and submitted to the client for approval. Approved hours form the basis for payroll and invoicing.
Yes. Team size, working hours and schedules can be adjusted where the staffing model and availability allow it. Larger changes may require updated assignment terms.
We manage the employment and absence process and start looking for a suitable replacement where required.
Where a suitable professional is available, we start the replacement process the same business day and provide an alternative as quickly as the role and availability allow.
The client provides a safe workplace, site-specific instructions and day-to-day supervision. We verify the employment documentation and qualifications agreed for the role.
Yes, where permitted under the staffing model and agreement. Any applicable transfer conditions are agreed in advance and handled in accordance with applicable law.
We finalise the assignment administration and agree any extension, replacement or follow-up staffing needs with the client.
04 — Applying & Requirements
Candidates can apply through our Submit Your CV page or respond to a specific vacancy. We review the profile and contact candidates when their experience and preferences match a current or upcoming opportunity.
No. Candidates can submit their CV even if there is no suitable vacancy listed at the moment. We may keep the profile for future opportunities where consent has been provided.
We normally need a CV, contact details, work experience, education, language skills, current location, preferred country or role, availability and work-authorisation status. Additional documents may be requested depending on the profession.
No. Candidates do not pay us a recruitment fee for finding a job or being presented to an employer.
Yes. International recruitment is part of our work. Eligibility depends on the role, destination country, qualifications and applicable work-authorisation requirements.
Not always. The required language level depends on the role and destination country. Where appropriate, language preparation can be included as part of the route to employment.
05 — Working Abroad & Relocation
Yes, where accommodation forms part of the assignment. The exact housing arrangement and any applicable costs are explained before the candidate agrees to the placement.
Timing depends on the candidate’s language level, qualifications, documentation and destination country. Candidates who are already work-ready may start within weeks, while placements requiring language training, recognition or immigration procedures can take several months.
06 — Employment, Salary & Support
It depends on the staffing model. Under Temporary Staffing, Secondment or Payroll, we can be the legal employer while the professional works for the client. With Direct Hire, the professional becomes an employee of the client.
Salary depends on the role, country, experience, qualifications, working hours and applicable employment or collective-agreement conditions. The salary and employment terms are confirmed before the candidate accepts the position.
Where we are the legal employer, we pay the salary and manage payroll, taxes and social contributions. With Direct Hire, salary is paid by the client employer.
We confirm the employment conditions, complete the required documentation, coordinate any remaining preparation or relocation and arrange the start with the client.
Yes. Where we remain the employer, we continue to support the professional with employment administration, payroll, absence management and practical employment-related questions throughout the assignment.
The professional should inform the required contact as soon as possible according to the agreed absence procedure. We manage the employment-related administration and coordinate with the client where necessary.
We finalise the current assignment and, where appropriate, discuss an extension, another assignment or a new opportunity based on availability and the professional’s preferences.
In some cases, yes. This depends on the staffing model, the agreement with the client and applicable employment law. Any transition is discussed transparently with the professional and client in advance.