Mobilising 120 people across four countries in one quarter

01

The challenge

A project award triggered an immediate need for engineering, HSE and field teams in four markets, with a twelve-week window from award to site mobilisation.

In two of those markets the client had never employed anyone and held no entity.

02

The hiring environment

Permit timelines, screening standards and payroll registration differed in every market, and none of them were documented in one place.

Recruitment was being planned before the employment route existed, which meant offers could not state a credible start date.

03

What Saanvi Nexus changed

The employment route was fixed per market before sourcing opened: employer of record in the two new countries, direct entity in the others.

Compliance milestones — permits, screening, payroll registration — were tracked alongside the recruitment pipeline rather than in a parallel document.

Start-date risk was flagged at candidate level as soon as a milestone slipped, so the project team could resequence rather than discover the gap at mobilisation.

04

How it was delivered

A single mobilisation view per market showed pipeline stage and compliance stage side by side, reviewed twice weekly with the project director.

Onboarding ownership was named per site before offers were issued, covering equipment, access and a local point of contact for day one.

05

The outcome

120 people were mobilised within a single quarter across the four markets.

94 percent of planned start dates were met; the remainder moved by less than two weeks and were resequenced without affecting the project milestone.

06

Key learnings

Fixing the employment route before sourcing is the highest-leverage decision in cross-border mobilisation.

Tracking compliance and pipeline in one view turns start-date risk into something that can be managed rather than reported.