Hiring in Jordan: A Guide for International Companies

For a company hiring its first employee in Jordan, the biggest question is often not simply where to find candidates.

It is:

This guide provides a practical framework.

1. Start With the Role

Before looking for candidates, define what you actually need.

Clarify:

• Job title
• Responsibilities
• Required experience
• Technical skills
• Language requirements
• Reporting line
• Working arrangement
• Expected start date
• Compensation range
• Location

A clear role makes recruitment more efficient and helps candidates understand the opportunity.

2. Understand the Local Talent Market

Recruitment should be based on the actual market rather than assumptions.

Depending on the role, companies may need to consider:

• Candidate availability
• Experience levels
• Compensation expectations
• Location
• Industry background
• Language skills
• Technical specialization

For specialized positions, market mapping and targeted outreach may be more effective than relying only on general job advertising.

3. Decide Whether You Need Recruitment Support

Some companies manage recruitment internally.

Others use an external recruitment partner.

External support may be useful when:

• The company does not have a local recruitment team.
• The role is difficult to fill.
• The company needs access to a broader market.
• The position requires specialized sourcing.
• The internal team needs additional recruitment capacity.

4. Decide How the Employee Will Be Employed

Once you identify the candidate, the next question is the employment structure.

If the company already has an appropriate Jordanian entity, it may be able to employ the person through its own structure.

If it does not have a local employing entity, an EOR may provide an alternative employment arrangement.

The decision should consider:

• Number of employees
• Business activity
• Expected duration
• Desired local presence
• Administrative requirements
• Long-term plans

This decision is compared in detail in EOR vs. Setting Up a Company in Jordan.

6. Prepare the Employment Documentation

Once the employment structure is established, the parties need appropriate employment documentation.

The documentation should clearly reflect:

• Employer
• Employee
• Role
• Compensation
• Start date
• Working arrangement
• Applicable terms
• Relevant obligations

Jordanian employment requirements should be considered when preparing or reviewing the agreement. See Jordan Employment Contracts for more detail.

7. Set Up Payroll

Payroll should be considered before the employee starts.

The process may involve:

• Salary calculation
• Applicable deductions
• Social security
• Income-tax-related administration
• Payment
• Employee records
• Reporting

The employer should establish who is responsible for each part of the process. See Social Security in Jordan for a general overview of that element.

8. Plan Employee Onboarding

Onboarding should go beyond collecting documents.

A good onboarding process should help the employee understand:

• Their role
• Their team
• Reporting relationships
• Expectations
• Communication channels
• Company policies
• Tools and systems
• First priorities

For remote employees, this becomes even more important because informal workplace interaction is reduced.

9. Clarify Who Manages What

When using an EOR or external workforce partner, responsibilities should be clearly divided.

The client company generally manages:

• Day-to-day work
• Role responsibilities
• Objectives
• Performance
• Team integration

The workforce partner may support:

• Employment administration
• Payroll
• Employee documentation
• Statutory administration
• HR support

The exact responsibilities depend on the service arrangement.

10. Think Beyond the First Hire

Your first employee may eventually become the beginning of a larger Jordan team.

Consider:

• Will you hire more people?
• Do you expect a permanent local presence?
• Will you need local HR support?
• Will you establish an entity later?
• Will your payroll requirements become more complex?
• Will you need recruitment support for specialized roles?

Your initial employment structure should fit your immediate needs while leaving room to adapt.

Common Hiring Scenarios

Scenario 1: “We already found someone.”

You may not need recruitment.

Your immediate requirement may be EOR or another employment structure.

Scenario 2: “We need to find someone.”

Start with recruitment.

Once you select the candidate, address the employment structure.

Scenario 3: “We need to build a team.”

You may need recruitment plus EOR or your own local employment structure, depending on your plans.

Scenario 4: “We already employ people but need support.”

Workforce management, payroll or HR administration may be more relevant.

Hiring Jordanian vs. Non-Jordanian Talent

The process can differ depending on the employee’s nationality.

For Jordanian employees, the focus may primarily be on the employment relationship, payroll and applicable statutory requirements.

For non-Jordanian workers, additional work authorization and work permit requirements may apply.

The Ministry of Labour publishes dedicated guidance for non-Jordanian workers and specialized workers, so employers should verify the current requirements before employment begins.

How Hire.BA Can Support International Companies

Hire.BA brings together three connected workforce needs:

Recruit

Find and evaluate talent.

Employ

Employ selected candidates through an EOR arrangement where appropriate.

Manage

Support payroll, HR administration and workforce needs.

This allows companies to choose the support they need rather than committing to a one-size-fits-all service. The Jordan overview brings these options together.

Frequently Asked Questions

Can an international company hire in Jordan without a local entity?

An EOR may provide an alternative employment structure for companies that do not have their own local employing entity, subject to applicable requirements.

Should I recruit before setting up the employment structure?

The order can depend on your situation. If you already have a candidate, employment structure may be the immediate priority. If you do not, recruitment comes first.

Can I hire one employee in Jordan?

Companies can explore employment arrangements for individual employees, subject to the applicable requirements and structure.

Do foreign employees need work permits?

Depending on nationality and circumstances, non-Jordanian workers may require work authorization. Current requirements should be verified with the Ministry of Labour.

Should I use an EOR or establish my own company?

The decision depends on your workforce size, business activities, expected duration, desired local presence and long-term plans.

Can recruitment and EOR be combined?

Yes. Recruitment can help identify the candidate while EOR can support the subsequent employment arrangement.