Vetting method

Selectivity percentages can't be checked. The steps can.

What tests does every candidate take?Look for a skills test on real work, an English test and structured interviews, not just a CV screen.
Do you check references and backgrounds?Ask which checks, in which countries, and whether you can see the results.
Is the search custom to my role, or from a standing pool?Both can work; a custom search fits unusual roles better.
How many candidates will I see, and how fast?Get the shortlist size and the typical time to it in writing.
Do I interview them before deciding?You should always meet finalists before anyone starts.

Pricing and fees

The headline rate is rarely the whole cost.

What exactly is inside the monthly rate?Pay, payroll, contracts, HR, benefits, equipment, replacement: get the list.
Is there a setup fee, deposit or recruiting fee?And is any of it refundable if you don't hire?
How is the agency's margin set, and does it rise with raises?A margin that tracks salary grows every time you give a raise.
Are statutory extras and paid leave included?Ask about the legally required extras in the worker's country.
What are the payment terms and methods?Net terms, card fees and currency costs.

The contract, not the sales page, is what you can enforce.

Is there a minimum term?Month to month is the most flexible; six-month minimums exist.
What does it cost to hire the person directly later?Ask for the buy-out or conversion fee in writing.
Who owns the work and the intellectual property?It should be assigned to your company.
What confidentiality and data-security terms apply?Ask about NDAs and any security certifications or device policies.

This is the main reason most US companies use an agency.

Who legally employs or contracts the worker?The agency, its employer of record, or you. Get it named.
Is the contract written under the worker's local law?A US template contract isn't enough.
Who runs payroll, in what currency, on what date?Late or short pay is the fastest way to lose a good hire.
Who handles taxes, benefits and leave?And who tracks leave and holidays.
Is any monitoring software required?Know before your hire does.

Every agency says its hires work out. The guarantee is what you can hold them to.

How long does the replacement guarantee last?From 90 days to the whole time you're a client on our list.
Is a replacement free, and how fast is the new shortlist?Get both in writing.
Is there a money-back option?Some agencies offer one in the first weeks.
What happens if the worker resigns?Is a resignation covered the same way as a poor fit?

How you leave tells you how the agency treats clients.

How much notice to end, and is notice billed?On our list, AbroadWorks asks for 30 days after its trial month; others publish none.
What happens to a deposit at the end?Credited, refunded or kept.
Are there termination fees?Ask even when the sales page says there aren't.
How is handover handled?Accounts, files and access should come back to you.

Our ranking scores each agency on how many of these answers it already publishes. See the ranked list, the side-by-side comparison, or how we rank.