Who we recruit for
Different workplaces.
A hiring brief that fits.
Recruitment for employers in Islamabad and Rawalpindi, from office teams and customer operations to hospitality, logistics and households. Start with the setting, then define the responsibilities and skills.
Offices & professional services
Administrators, receptionists, accounts staff, sales teams and IT support.
Tell us the size of the office, the client-facing responsibilities and the systems used. A small business may need broad administrative support; a larger team may need a narrowly defined specialist. Decide which tasks require independent judgement and which have an established procedure.
What to assess before hiring
Assess a realistic email, spreadsheet or support scenario. Define access to client records and who approves financial or contractual decisions.
Retail & customer-facing businesses
Retail sales staff, cashiers, inventory assistants and store coordinators.
Share opening hours, busy periods, product categories and the balance between selling and stock work. Include weekend requirements, fixed pay and any incentive structure. Plan coverage for breaks and days off rather than assuming one employee can cover the entire trading week.
What to assess before hiring
Use a customer scenario and a simple transaction or stock exercise. Agree cash limits, refunds and escalation procedures before the first shift.
Technology & support teams
Developers, QA testers, helpdesk staff and technical support.
Specify the stack, product stage, support hours and whether the work is on-site or remote. Separate customer troubleshooting from infrastructure support or software development. The shortlist should match the responsibility, not simply a familiar tool name on a CV.
What to assess before hiring
Have a technical interviewer review a relevant exercise and previous work. Use non-confidential examples and explain the expected assessment time in advance.
Call centres & customer operations
Customer support, chat agents, telesales representatives and team leaders.
Describe the campaign, customer market, working language and shift. Explain whether targets measure service quality, sales, response times or a combination. Late-shift travel and handover arrangements should be clear before interviews so candidates can evaluate the schedule.
What to assess before hiring
Test listening, written clarity and escalation judgement with a fictional case. Train new starters on customer privacy and the limits of their decision authority.
Hospitality & food businesses
Cooks, front-desk staff, customer-service staff and operational support.
Describe the setting, service hours, menu or guest requirements and supervision available. A household cook and a commercial-kitchen appointment are different briefs. Explain hygiene routines, equipment and peak-period demands, and allow a suitable practical assessment before hiring.
What to assess before hiring
Agree a proportionate paid practical trial where productive work is involved. Confirm duties, break coverage and who handles complaints or food-safety supervision.
Warehousing & logistics
Storekeepers, dispatch assistants, operations coordinators and drivers.
Share the site, shift pattern, stock systems and physical requirements of each role. Explain receiving, picking, dispatch and record-keeping separately. For drivers, describe the vehicle and route, and check the appropriate driving credentials before assigning work.
What to assess before hiring
Use a sample stock discrepancy or dispatch handover. Give clear site-safety instructions and restrict equipment operation to appropriately competent personnel.
Schools, clinics & service organisations
Reception, administration, accounts, drivers and non-clinical support.
Clarify the setting and any role-specific safeguarding or access requirements. Administrative and support recruitment should not be confused with clinical practice or teaching credentials. Where a role requires professional registration, agree how the employer will verify it before appointment.
What to assess before hiring
Assess communication and confidentiality using fictional situations. Identify the supervisor, document handling rules and permissions required for sensitive areas.
Households & residential properties
Cooks, drivers, personal attendants, gardeners and household support.
Household hiring remains part of Staffly. Share the daily routine, location, working hours and whether accommodation is required. Distinguish the main role from occasional additional tasks, and agree rest time, privacy and household access before someone starts.
What to assess before hiring
Discuss relevant references and completed checks. Agree a role-specific interview or practical trial and document duties, salary and replacement terms.
One hiring process, tailored to your workplace
Send the role, headcount, salary budget, actual work location, shift pattern and target start date. Staffly reviews the requirement and confirms the proposed sourcing and interview plan. Availability depends on the brief; a service description does not mean a candidate is immediately available.
Your business makes the final hiring decision and remains responsible for employment, pay and supervision. Confirm fees, completed checks and replacement conditions before approving a placement.