HIRE GLOBAL
Hire Global recruits factory workers for manufacturers located in Indonesia, from a first wave of a few dozen operators to ramp-ups of several hundred per month. We source near your plant, screen documents and skills, and hand over candidates who sign contracts directly with your company. Employers pay a per-hire fee; candidates pay nothing.
Who this service is for
This service is for factories in Indonesia that need a dependable local workforce quickly and legally: new foreign-invested plants in their ramp-up phase, existing plants adding a shift or line, and domestic manufacturers replacing informal brokers with a licensed recruitment partner. We recruit workers for jobs inside Indonesia; we do not send Indonesian workers abroad.
Roles we recruit for factories
We recruit the full range of blue-collar and first-line supervisory roles found on a manufacturing site in Indonesia. Most candidates are SMA or SMK (vocational high school) graduates aged 18 to 35; for technical roles we prioritise SMK machining, electrical and automotive graduates and holders of BNSP competency certificates.
| Role | Typical profile | Common sectors |
|---|---|---|
| Production operator | SMA/SMK, 18–35, willing to work shifts | Automotive, electronics, textiles, food, packaging |
| Quality control / inspector | SMK or D3, attention to detail, basic measurement tools | Electronics, components, glass |
| Welder (SMAW/MIG/TIG) | SMK welding, BNSP certificate preferred | Steel, smelter, heavy equipment |
| Forklift / heavy-equipment operator | Valid SIO licence | Warehousing, smelter, logistics |
| Maintenance / electrical technician | SMK electrical or D3 engineering | All sectors |
| Warehouse and logistics staff | SMA/SMK, physically fit | All sectors |
| Line leader / foreman | 2+ years production experience, leadership | All sectors |
| Bilingual shift supervisor | Mandarin HSK 3–4 plus production experience | Chinese-invested plants |
For office, HR and management positions see our headhunter service; for interpreters and bilingual administrators see Mandarin-speaking staff recruitment.
Recruitment process for volume factory hiring
Volume hiring works in waves that follow your production schedule. After the brief we open sourcing in the districts around your plant, screen in batches, and present candidates for your selection test or interview. Selected candidates complete orientation and sign an employment contract with your company, usually within a few weeks of the brief.
- Brief and site visit: headcount per role, shift pattern, wage structure, start date, dormitory or transport arrangements.
- Sourcing plan: ring-one villages and districts first, then wider regional sourcing, vocational schools and job fairs.
- Screening: ID and education verification, interview, basic numeracy and dexterity tests, health check where required.
- Client selection: written test, practical test or interview run by your supervisors, on site or online.
- Pre-employment orientation: safety (K3), discipline, 5S and workplace culture, see pre-employment training.
- Contract signing with your company (PKWT fixed-term or PKWTT permanent) and BPJS registration by your HR.
- Placement report, SIAPkerja reporting by Hire Global, and replacement support during the guarantee period.
Documents and information you need to provide
To start, we need a short set of company documents and a clear job description for each role. This lets us verify that the hiring model is compliant, name the correct employer on every contract and answer candidate questions about wages, shifts and benefits accurately. Everything can be shared by email or WhatsApp before the first meeting.
| Item | Purpose |
|---|---|
| Company deed, NIB and tax number | Confirms the legal employer named in contracts |
| Job description per role | Screening criteria and candidate briefing |
| Wage and benefits structure | Must meet or exceed the district minimum wage (UMK) and BPJS obligations |
| Shift pattern and working hours | Candidate matching and overtime expectations |
| Plant location and transport or dormitory details | Local sourcing radius |
| Draft employment contract (PKWT/PKWTT) | Reviewed by our legal team before signing |
Under PP 35/2021 a fixed-term contract (PKWT) may run for a maximum of five years including extensions; beyond that the worker is treated as permanent. We flag this when reviewing your template.
2026 minimum wages in Indonesia's main industrial areas
Factory wages in Indonesia are set per district (UMK) by governor decree each December. In 2026 the gap between West Java's automotive corridor and Central Java's newer estates is wide, which is why many Chinese manufacturers now split operations between Bekasi–Karawang and Batang–Kendal. Use this table for budgeting, then confirm your district's decree.
| District / city | UMK 2026 | Legal basis and source |
|---|---|---|
| Kota Bekasi | Rp5,999,443 | West Java Governor Decree 561.7/Kep/862-Kesra/2025 (Hukumonline, 2 Jan 2026) |
| Kabupaten Bekasi (Cikarang) | Rp5,938,885 | same decree |
| Kabupaten Karawang | Rp5,886,853 | same decree |
| Kabupaten Purwakarta | Rp5,052,856 | same decree |
| Kabupaten Subang (BYD plant) | Rp3,737,482 | same decree |
| Kota Tangerang | Rp5,399,405 | Banten Governor Decree (Kompas, 26 Dec 2025) |
| Cilegon | Rp5,469,922 | Banten Governor Decree |
| Kabupaten Serang | Rp5,178,521 | Banten Governor Decree |
| Kota Semarang | Rp3,701,709 | Central Java Governor Decree 100.3.3.1/505 (Detik, 24 Dec 2025) |
| Kabupaten Kendal | Rp2,992,994 | same decree |
| Kabupaten Batang (KITB) | Rp2,708,520 | same decree |
| Kabupaten Morowali (IMIP) | Rp4,223,000; nickel and base-metal sector UMSK Rp4,627,000 | Central Sulawesi Governor Decree 500.15-14.1/487/2025 (22 Dec 2025) |
Permenaker 7/2026: why we recruit and place rather than outsource
Permenaker 7/2026, issued on 30 April 2026, restricts labour outsourcing (KBLI 78200/78300) to six categories of support work: cleaning, catering, security, driver and worker transport, operational support services, and support functions in mining, oil and gas and electricity. Production operators are not on that list, so a factory can no longer staff its core lines through an outsourcing vendor. Existing contracts have a transition period of up to two years.
Hire Global operates under KBLI 78101 as a placement agency. Practically this means:
- Your company is the employer; the worker signs a PKWT or PKWTT with you, not with us.
- We are paid a recruitment fee per hire, not a monthly management fee on payroll.
- Placements are reported to the Ministry of Manpower through SIAPkerja as required by Permenaker 18/2024.
- We never charge the worker, which removes the broker-fee risk that has drawn enforcement attention in Cikarang and Karawang.
If you currently use an outsourcing vendor for production roles, our legal team can help you plan a compliant transition to direct hiring. Read more on the About page.
Frequently asked questions
How fast can you supply factory workers in Indonesia?
It depends on location, role mix and headcount. Operators near established estates such as Cikarang, Karawang or Tangerang can usually be presented within a few weeks of the brief; technical roles and remote sites such as Morowali take longer. For large ramp-ups we agree a wave schedule that follows your commissioning plan.
Who employs the worker, Hire Global or the factory?
The factory. Hire Global is a licensed placement agency, not an outsourcing company or employer-of-record. Candidates sign an employment contract directly with your company, you register them for BPJS and pay wages directly. This keeps you compliant with Permenaker 7/2026, which no longer allows production roles to be outsourced.
How is the fee for factory worker recruitment calculated?
For blue-collar hiring the fee is quoted per candidate who starts work, adjusted for district wage level, role difficulty, headcount and guarantee period. Fees are proportional to the local wage market rather than a flat Jakarta rate. Request a written proposal through our contact page.
Do you provide a replacement guarantee?
Yes. If a placed worker resigns or is dismissed for cause within the guarantee period stated in your agreement, we source a replacement at no additional recruitment fee. The length of the guarantee is agreed per project and depends on the role and location.
Can you recruit workers from villages near our plant?
Yes, and we recommend it. Local recruitment reduces transport cost and turnover and improves relations with the district government. Our sourcing plan starts with ring-one villages around the plant and widens as needed, addressing the concern raised in Subang in 2026 that residents near new factories were not being absorbed.
What documents must candidates have?
Indonesian national ID (KTP), family card, highest education certificate, police clearance (SKCK), and a health certificate where the plant requires one. For forklift or heavy-equipment roles we verify the SIO operator licence; for welders we check BNSP or equivalent certificates before presenting the candidate.
Can your team communicate with our Chinese management in Mandarin?
Yes. Our director Hu Tingshan is a native Mandarin speaker, and progress reports and interview coordination can be run in Mandarin, English or Indonesian. See Mandarin-speaking staff if you also need bilingual supervisors or interpreters.
Need production workers for your plant in Indonesia?
Send the headcount, roles, plant location and target start date. We reply during business hours with a sourcing plan, timeline and fee proposal.