Mehermedics International Recruitment was founded to bridge the talent gap in the global healthcare sector by connecting experienced, licensed professionals from Africa and Asia with trusted employers in destination countries.
We provide end-to-end recruitment and relocation support: credential verification, licensing guidance, visa and immigration assistance, and in-country agent coordination to ensure smooth placements and sustainable careers.
These principles guide everything we do in our commitment to ethical and sustainable recruitment.
We place people first — supporting candidates through every step of the journey.
Transparent processes and ethical partnerships are non-negotiable for us.
We honor the dignity and diversity of every candidate and partner we work with.
We adopt tools and processes that reduce friction and improve placement outcomes.
Many destination employers and immigration routes allow family reunification. Eligibility depends on the host country's visa rules and the type of sponsorship. In several cases family members can join after a probationary period (commonly 12–24 months); we provide country-specific guidance and will work with your employer and immigration partners to support family applications where possible.
Income thresholds for dependents vary by country and visa category. Instead of universal figures, we provide tailored guidance per destination (for example, some skilled-worker routes have minimum salary bands or evidence-of-maintenance requirements). Contact us with the intended destination and we will confirm the current requirement and how employers typically meet it.
Employer support for housing and meals differs. Many employers offer temporary accommodation or a settling allowance for the first few weeks or months; long-term housing is usually the candidate's responsibility unless explicitly stated in the contract. We will negotiate these terms with employers and clarify what is included before you accept an offer.
We manage credential verification, reference checks, employer-sponsored visa documentation, work permit applications, professional licensing submissions to the relevant regulatory body, pre-departure orientation paperwork and liaison with in-country agents. We also assist with police clearance certificates, medicals and document translation where required.
Yes — we work through accredited legal partners, employer HR teams and recognised in-country agents to liaise with the appropriate national authorities (for example, US Department of Homeland Security / USCIS, Immigration, Refugees and Citizenship Canada (IRCC), the UK Home Office, and the equivalent national migration bodies). We do not act as immigration lawyers but we coordinate closely with authorised advisors to progress visa and sponsorship matters.
Typical documents include certified educational certificates, professional registrations, employer reference letters, police clearance, medical reports, passport, and any country-specific forms or affidavits. Some countries also require proof of funding or maintenance. We will provide a country-specific checklist once a placement offer and destination are confirmed.
Timelines vary widely. Simple cases can complete in a few months, while complex licensing or visa cases may take 6–12 months or longer. We provide status updates throughout and work with employers to plan start dates that account for processing time.
Most of our partner employers cover visa fees, travel and initial relocation costs or provide a relocation allowance. Where coverage is conditional, we require completion of identity checks, medicals and criminal record verification; once those checks are clear we work with the employer to confirm and document any relocation commitments in your contract before you travel.
We provide information, local contacts and referrals to help you find schools and healthcare resources, and share practical guidance on enrollment processes. Direct enrollment or ongoing schooling arrangements are typically handled by the family, but we help connect you with trusted local providers.
If a credential is not accepted, we work with you and the employer to find alternatives such as supervised roles, bridging programmes, additional assessments or remediation training. Each case is handled individually; we aim to maximise your employment prospects and will explain options before you commit to travel.
