JOB MANAGEMENT — Workforce Management for Factories in Thailand
Job Management by JOBS
End-to-end workforce management for migrant and Thai workers
JOBS recruits, deploys and manages site-level workforces under a Thai licence to bring foreign nationals into employment, with an in-house team for Thai payroll and HR in the same company.
Employer Challenges
The workforce problems we see most often on site
Before proposing any service, we assess each site on three figures: open positions currently unfilled, average time to hire, and turnover over the past twelve months.
Job postings attract no applicants
Positions stay open beyond two weeks and production lines run below capacity.
Headcount falls short in peak season
Orders rise, but hiring takes longer than the production cycle allows.
The current provider delivers short
Full headcount is contracted, but no one carries responsibility for the shortfall.
High turnover in the first three months
Applicants arrive with expectations that do not match the actual job.
No site-level wage benchmark
Published salary surveys cover office roles, not daily-rate factory work.
Supervisors cannot communicate with migrant teams
Minor disputes escalate into labour-relations issues.
Employer-of-record obligations and risk
Social security, severance and government labour inspections.
Permits approaching expiry
Work permit and visa renewals, plus newly issued Cabinet Resolutions.
Customer audits ahead
RBA or SMETA assessments requested by downstream buyers.
Permanent headcount must be reduced
While output has to remain unchanged.
Multiple providers in parallel
Separate vendors for migrant and Thai staff make standards hard to control.
Uncertain whether current terms are competitive
Wages, accommodation, meals and transport compared with plants in the same area.
Our Services
Services under Job Management
Let candidates see the real job before they decide.
Our team films at the client's site, with current employees describing the work in their own words. The material is published through our own channels; interested candidates are screened by our team before any interview is arranged. Each site is covered in four parts.
Suited to plants whose job postings attract no applicants, or that are entering peak season.
If we do not fill it, we do not charge for it.
A service under which JOBS carries the headcount risk. It is currently open to pilot clients only, while we record actual fill rates. We will not publish it as a contractual guarantee until our own data supports it.
Suited to plants previously affected by contracted headcount not being delivered.
Know whether the rate you pay is still competitive.
A wage and benefits report at site and daily-worker level, compiled from the workforce under our management. All figures are aggregated so that neither individual clients nor individual employees can be identified.
Suited to HR teams reviewing annual wage structures and budgets.
A supervisor who is understood halves the problem.
Training for supervisors managing migrant teams: cross-language communication, the labour law a supervisor must know, handling disputes at operational level, and correct conduct during a government inspection.
Suited to plants that already employ migrant workers.
You receive output. We are the employer of record.
JOBS employs Thai staff directly and supplies the agreed production capacity to the client. All employer obligations and liabilities under Thai labour law sit with JOBS.
Suited to plants transferring employer-of-record responsibility.
Pricing · Managed Team
Rate and terms
Our fee is calculated on the base salary of the staff supplied. The rate depends on the nature of the work, the headcount and the agreed payment terms, and we issue a quotation for each case.
Included in the rate
- Employer social security contributions
- Workmen's compensation fund
- Employee accident insurance
- Statutory severance pay
- Recruitment, payroll and on-site workforce management
- Employer liability during government labour inspections
Terms stated in advance
- We accept only the headcount our working capital supports, and state that figure at the first meeting.
- Credit terms form part of the price. Longer terms are quoted as alternatives with the corresponding rate.
- Small starting volumes are quoted at an introductory rate, reduced once the agreed headcount threshold is reached.
How It Works
Engagement process
Assess the site
Open positions, time to hire, turnover and current employment terms, benchmarked against wage data for the same area.
Propose, including the constraints
We state in figures what should be adjusted before work begins, and the headcount we can realistically deliver.
Produce and publish
Filming takes place on site under written consent in line with Thailand's Personal Data Protection Act, and is published through our channels.
Screen and present candidates
Candidates contact our team, are screened for eligibility and readiness, and are then scheduled with the client.
Manage on a monthly basis
Documentation, permits, social security and day-to-day on-site support, to sustain retention.
Core Operations
Ongoing core services
| Service | Scope | How we measure it |
|---|---|---|
| MOU recruitment | Full MOU process for bringing foreign nationals into employment, from country-of-origin documentation to the first working day. | Processing time and first-submission approval rate. |
| Work permit renewal | Work permit and visa renewals, and compliance with newly issued Cabinet Resolutions. | Advance-warning system and zero lapsed documents. |
| On-site workforce support | Day-to-day coordination between employer, employees and government authorities. | Share of issues resolved at site level. |
| Social security and payroll | Registration, entry and exit filings, and payroll processing. | Accuracy and on-cycle delivery. |
Employer FAQ
Frequently asked questions
We already recruit in-house. Do we need this service?
If your hiring keeps pace with demand, not yet. The question worth checking is how your current employment terms compare with plants in the same area. We can provide the summary edition of our wage report first.
We already work with an agency. Is switching disruptive?
There is no need to switch entirely at once. Most clients begin with a single site or the longest-standing vacancy and compare results over one or two recruitment cycles.
Who owns the material filmed at our site?
Usage rights are agreed in writing before filming, covering scope, duration and publication channels. Employees appearing in the material may withdraw consent under the terms recorded in their consent form.
Managed Team costs more than the per-head fee we pay today.
They are different services. Under a per-head fee you remain the employer of record and carry the risk. Under Managed Team, employer social security contributions, the workmen's compensation fund, severance and inspection liability sit with JOBS. The two cost bases should be compared in full.
Is JOBS IRIS certified?
Not yet. We are preparing our application and already operate in line with RBA and SMETA requirements for our clients.
For Workers
What job seekers most often run into
Our team works alongside site employees every day, so we know that most problems begin before the first working day.
The job differs from the advertisement
Earnings, working hours or duties are not what was described before applying.
Costs are not stated in advance
Processing and documentation fees are not confirmed in writing beforehand.
Incomplete or incorrect documents
Leaving the worker at risk of working without a valid permit.
Accommodation is not as described
Housing condition, utility costs and travel to the site.
Entitlements are unclear
Social security, leave, overtime pay, and rights in case of illness or accident.
Communication with supervisors breaks down
Issues on the floor go unresolved because neither side is understood.
No notice before documents expire
Work permits or visas lapse without warning.
No coordinator when something goes wrong
The worker has to deal with authorities or hospitals alone.
What We Provide
What applicants receive
We publish information about each site as described by the people already working there: earnings, accommodation, benefits and the nature of the work. Applicants decide on the same information current employees have.
Work permits, visas and social security registration are processed under our Thai recruitment licence. All related costs and documents are confirmed in writing before any step is taken.
Our staff coordinate between employees, employers and government authorities on documentation, illness and disputes at operational level.
We track permit and visa renewal cycles for the workers under our management and confirm the required documents in advance.
How To Apply
Application process
Review the site information
Look through the job details and actual working conditions published on our channels.
Contact our team
Reach us by LINE or telephone with the position of interest, preferred area and the documents you hold.
Eligibility and document check
Our team verifies eligibility, readiness and identity documents before arranging an interview.
Interview and start
Once accepted, we prepare the employment contract and statutory documentation and confirm the start date.
Worker FAQ
Frequently asked questions
What costs am I responsible for?
Any costs relating to documentation and statutory processing are confirmed in writing before work begins. If anyone requests payment beyond what is stated, please contact JOBS directly.
My documents are incomplete. Can I still apply?
Tell our team what you hold. We will check your status and advise which route remains available under the regulations in force.
I am employed but want to change employer.
Changing employer is subject to legal conditions and documentation. Our team reviews your current document status and explains the available steps.
Who do I contact if a problem arises at work?
Contact the JOBS team assigned to your site directly, or reach us through our LINE account or by telephone.
Our Channels
How we reach job seekers
JOBS runs its own labour-focused content channels, with roughly 250,000 followers in total. When a client opens new positions, we can announce them to that audience immediately.
Standards & Compliance
Operating standards
Licence and legal basis
We operate under a Thai licence to bring foreign nationals into employment, in accordance with the Royal Ordinance on the Management of Foreign Workers' Employment.
Audits
We already work to RBA and SMETA requirements for our clients and are preparing an application for IRIS certification in ethical recruitment.
Personal data
Written consent is obtained from every employee before filming, and images of personal documents are never published.
Contact
Get in touch
Employers
Send us three figures: positions currently unfilled, average time to hire, and turnover over the past year. We will respond with a proposed approach within two working days. Reach us by phone or on LINE @jobsworker, where an administrator is on hand.
Job seekers
Tell us the position you are interested in, the area you can travel to, and the documents you hold. Our team will review and contact you.
Rates shown are based on standard terms and may vary with the nature of the work, headcount and agreed payment terms. Please contact us for a quotation covering your specific case.
Legal & Social Security
Legal obligations and social security
A summary of the statutory duties an employer carries when engaging migrant and Thai workers in Thailand. JOBS handles these processes for clients as routine work.
Work permit
A foreign national must hold a work permit before starting work, and the employer must be authorised to employ them, under the Royal Ordinance on the Management of Foreign Workers’ Employment B.E. 2560 (2017).
Validity and renewal
A work permit is normally valid for up to two years at a time, and renewal should be filed no later than 30 days before expiry.
Restricted occupations
The Ministry of Labour publishes the occupations closed to foreign nationals and those permitted. Job scope must be checked before placement.
Change of employer and notification
Changing employer follows a prescribed procedure, and the employer must notify the authorities of each new hire and each departure within the statutory period.
Penalties
Employing a foreign national without a permit, or outside the scope permitted, carries fines and imprisonment according to the offence.
Repatriation fund
Certain categories of migrant workers must contribute to the fund for the repatriation of foreign workers at the rate set by ministerial regulation.
Social security and workmen’s compensation
Register within 30 days
Employers must register employees with the Social Security Office within 30 days of the start of work. Migrant workers holding a valid work permit are insured under Section 33 on the same basis as Thai employees.
Contribution rate
Employer and employee each contribute 5% of wages, on a maximum wage base of THB 17,500 per month, giving a maximum of THB 875 per month per side, effective 1 January 2026.
Payment deadline
Contributions are remitted by the 15th of the following month. Late payment incurs a statutory surcharge.
Workmen’s compensation fund
Covers work-related injury and illness. The employer contributes alone.
This summary is provided for general understanding and is not legal advice. Rules, rates and deadlines may change by government announcement. Please verify the current regulations or contact JOBS before acting.
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