AL AHAD GROUP · Employer workforce guide
Ajir Project Manpower: Assess Trades Before Mobilisation
Define construction trade evidence, safe practical checks and employer decision ownership before Ajir assignment readiness in Jeddah.
Match the trade to the released work package
A construction request should identify civil, structural, MEP, finishing and supervisory duties separately. State the materials, tools, drawings and required working independence. A helper position should not be assessed as a skilled trade or later changed informally into one.
The employer should name the assessor and explain any lawful credential or site authorization requirements. Review the person’s own task evidence and clarify what they performed, coordinated or approved. Similar job titles can describe substantially different responsibility.
Make practical assessment safe and useful
Use a controlled task relevant to the proposed position, appropriate equipment and a documented safe method. Assess the method, measurements and escalation decisions as well as the finished work. Do not use an uncontrolled live workfront as an interview demonstration.
Selection outcomes then feed into the readiness review. The responsible parties still need the applicable Ajeer records, access clearance and induction. An assessment certificate or interview result does not replace the authorization for the actual worker, establishment, occupation, site and period.
Ajir contracts: select the actual Ajeer service
Ajir, Ajeer and أجير are common ways of referring to the Saudi Ajeer platform. The official service directory distinguishes Ajeer Contracting, which regulates the presence of an outsourcing establishment’s employees at a beneficiary worksite, from Ajeer Secondment, which lends an employee’s services to another establishment for a defined period. The correct service depends on the actual arrangement and current eligibility.
HRSD’s outsourcing rules announcement of 6 November 2025 describes specified tasks performed by expatriate workers already residing in Saudi Arabia under the direct supervision of the service-providing establishment through Ajeer. A commercial manpower agreement does not by itself establish worker authorization. Confirm the selected service and approved record before work begins.
Monthly invoicing and a yearly service agreement are commercial planning choices. Neither proves that a permit can run for that whole period. Check the current service-specific limits, eligible activities, parties and worker conditions on the official platform. Do not treat temporary work authorization as a permanent employee transfer.
From employer request to authorized site work
First define the service outputs, legal beneficiary establishment, exact site, tasks, roles, quantities by shift, operating calendar and intended assignment window. Name the employer decision-maker and the provider supervisor. Separate service delivery from candidate recruitment: selecting someone for a role does not authorize an assignment.
The responsible establishments then check the relevant Ajeer service and current eligibility through their authorized access. Prepare the commercial scope, underlying employment responsibilities and required platform records; follow the current official workflow for acceptance and permit issuance where applicable. Use the actual transaction status rather than assuming that a quotation, signed purchase order or payment confirms permission.
Before the first shift, reconcile the named worker, provider, beneficiary, occupation, location and dates with the approved record. Complete competence checks, induction and access clearance. During delivery, retain proportionate attendance, supervision and change records. Review replacements, extensions and closure through the applicable process before continuing affected work.
Why discuss the requirement with AL AHAD GROUP
Use AL AHAD GROUP’s employer enquiry route to put the requirement into a clear business brief. The useful starting point is the actual work: tasks, role quantities, worksite, shifts, duration and responsibilities. The linked workforce and hiring guides help organize that information before a commercial or recruitment response is discussed.
Assess the response against your approved scope and the documents for the actual contracting parties. Ask who is responsible for supervision, lawful authorization, wages, timekeeping, worker support, access and changes. Confirm capability, availability, rates and start conditions in writing for this requirement; the website is not evidence of a government approval or a ready-to-deploy worker pool.
Sources checked on 3 October 2026
The official Ajeer directory and HRSD announcement support the service distinctions and outsourcing framework explained here. The operating checklists, example briefs and commercial comparisons are planning recommendations, not quotations of government requirements. Recheck the current conditions for the selected service before making a transaction. No government fee, processing time, approval or worker availability is promised.
Employer questions
Does a yearly commercial agreement guarantee a yearly Ajeer permit?
No. The valid period and eligibility depend on the current selected Ajeer service and approved record, separately from commercial duration.
What should an employer include in the request?
Provide the legal company contact, defined tasks, exact site, role quantities, shifts, proposed term, responsibility split and decision-maker. Confirm actual capability and authorization before work.
Official source references
Related contract guides
For supplied operating teams, use the Jeddah manpower supply service guide.
Send the defined service requirement
Include the legal company contact, tasks, exact worksite, roles, quantity by shift, proposed term and responsibility split. Availability, commercial terms and lawful readiness require confirmation for the actual requirement.
Request employer review