Prepare a short brief
Sector, location, structure being considered and the decision date help us scope the work accurately.
Operational Setup
Recruitment & HR Setup
Executive search, HR policy design, and payroll setup for foreign operations in Iran.
Hiring the first ten people for an Iranian operation is the single most important capability decision a foreign investor makes. We run executive search for country managers, finance directors, and commercial heads — and stand up the underlying HR, payroll, and social-security infrastructure they will inherit.
What’s Included
Executive Search
Retained search for country manager, finance director, and commercial leadership roles.
- Role specification
- Mapped long-list
- Confidential approach
- Competency interviews
- Reference & background
HR Policy Design
Employee handbook, leave policy, and code of conduct compliant with the Iran Labour Law.
- Employee handbook
- Leave & holiday policy
- Disciplinary code
- Anti-corruption policy
- Bilingual documents
Compensation Benchmarking
Salary, benefit, and equity benchmarking against Iranian and international peers.
- Base-salary benchmark
- Benefit benchmark
- Long-term incentive design
- FX-linked salary structures
- Annual review framework
Payroll Setup
Register with the Tax Administration and Social Security Organization and run monthly payroll.
- Tax registration
- SSO registration
- Payroll software
- Payslip distribution
- Statutory filing
Expatriate Support
Visa, work-permit, and accommodation support for foreign hires assigned to Iran.
- Work permits
- Residency permits
- School-search support
- Housing search
- Tax-equalisation advice
Volume Hiring
Recruitment campaigns for plant, retail, or back-office build-outs.
- Sourcing campaigns
- Assessment centres
- Bulk onboarding
- Induction design
- Retention tracking
How We Engage
Each step ends with something you can review before the next one begins. Timing depends on document availability and third-party responses.
- 01
Workforce Plan
Map the headcount, roles, and timeline to your business plan.
Review point: agree the output before moving on.
- 02
Policy & Payroll
Stand up the HR policies, employment contracts, and payroll registrations.
Review point: agree the output before moving on.
- 03
Leadership Search
Run retained search for the country management team.
Review point: agree the output before moving on.
- 04
Volume Hiring
Execute volume hiring campaigns for operations.
Review point: agree the output before moving on.
- 05
Ongoing Operation
Run monthly payroll and HR support until you in-source.
Review point: agree the output before moving on.
| Area | Your side | Our side |
|---|---|---|
| Objectives | Define the decision you need to make and your constraints | Translate the objective into a written scope and question list |
| Documents | Supply records, authorisations and access to counterparties | Request, organise and flag missing or inconsistent evidence |
| Third parties | Appoint licensed lawyers, auditors or banks where required | Coordinate inputs and keep a shared issues log |
| Decisions | Approve each output and take the final commercial decision | Explain findings, limitations and remaining open questions |
Name decision-makers
Tell us who approves outputs and who can authorise access to records, sites or counterparties.
Check sanctions and licences
Confirm your own compliance position early; we cannot provide sanctions clearance or legal opinions.
Build Your Iran Team
Hire the leadership and the supporting HR backbone you need to run a compliant Iranian operation.
HR & search in detail
Define the role and employment obligations before hiring
Specify the role’s decision authority, reporting line, location, language needs and measurable responsibilities. Compensation should be benchmarked for the actual role, date and currency rather than inferred from a general expatriate salary range. Employment terms, payroll withholding, social-security registration and any work or residency permissions should be reviewed before the start date. Keep employee information confidential and confirm that reference checks and candidate-data processing are lawful.
What you receive
Deliverable
Format
Mapped long-list with compensation benchmarks
Format: PDF + matrix
Competency-based interview reports
Format: Per-candidate PDF
Structured reference packs
Format: PDF
Bilingual employment contracts
Format: EN/FA
Employee handbook, leave & disciplinary policies
Format: PDF
SSO & payroll setup
Format: Filing receipts
Evidence to prepare
- Role profile, reporting line and authority limits
- Employment terms, payroll obligations and permit requirements
- Reference-check consent and a documented onboarding plan
Engagement timeline
Phase 1
Search scope & comp benchmarks
1 week
Phase 2
Long-list & approaches
4 weeks
Phase 3
Interviews & references
3 weeks
Phase 4
Offer & onboarding
2 weeks
Total — 10 weeks typical
Planning estimates only. Confirm the schedule in the proposal; authority decisions, document availability and bank acceptance may change it.