Qualified, Compliant Workers Ready for Your Operation

másLabor Iberia will provide a structured, compliant solution for employers in Spain to access qualified Latin American workers. We will manage the full process, from sourcing and screening candidates in Latin America to legal documentation, onboarding, and deployment, ensuring that workforce needs are met reliably and in full compliance with Spanish labor and immigration law.

Traditional staffing companies typically operate within local labor pools. másLabor Iberia will operate a cross-border workforce platform, integrating:

• Latin American recruitment pipelines
• Spanish regulatory execution (Agencia and ETT when licensed)
• End-to-end workforce deployment and support

This allows us to address structural labor shortages, not just short-term hiring needs.

We focus on sectors experiencing persistent labor shortages, including:

• Industrial trades (welding, fabrication, maintenance)
• Food processing (seafood, meat, fruit and vegetable packaging)
• Agriculture and seasonal campaigns
• Logistics and warehousing
• Construction and related trades
• Hospitality (hotels, restaurants, and food service)

We will also support a broad range of other labor-intensive, operational roles where reliable workforce availability is both critical and in short supply. Roles range from entry-level to skilled and supervisory positions, depending on employer needs.

While each engagement is tailored, the process will generally include:

1. Workforce planning and role definition
2. Candidate sourcing and screening in Latin America, with a focus on identifying reliable and committed (“comprometido”) workers suited for structured employment environments
3. Work authorization and documentation processing
4. Arrival coordination and onboarding
5. Deployment and ongoing support
6. Continuity planning and redeployment (where applicable)

Our role will be to manage this process end-to-end, reducing administrative burden and execution risk for the employer.

Timelines depend on the visa pathway and role type.

• Seasonal or campaign-based roles: typically 1–3 months
• Standard work authorizations: typically 2–4 months

Timelines may be shorter or longer depending on factors such as role type, documentation readiness, and administrative processing. We will work with employers upfront to align timelines with operational needs and select the most appropriate pathway.

másLabor Iberia will operate under the Agencia de Colocación and ETT models as Spanish authorizations are completed. Once both are live:

• Under the Agencia model, workers will be hired directly by the employer, with másLabor Iberia managing recruitment and placement.
• Under the ETT model, másLabor Iberia will serve as the employer of record and assign workers to client companies.

We will advise on the appropriate structure based on the employer's needs, timeline, and regulatory considerations.

Compliance is central to our model. We will operate within Spain's established legal frameworks, including:

• Agencia de Colocación requirements
• Empresa de Trabajo Temporal (ETT) regulations
• Spanish labor law and sectoral agreements (convenios colectivos)
• Immigration and work authorization rules

We also work closely with specialized legal, immigration, and labor advisors to ensure full regulatory alignment at every stage.

In keeping with Spain's Agencia de Colocación requirements, all services provided to candidates and workers are at no cost. Workers are never charged fees for selection, placement, or hiring through másLabor Iberia.

One of the main concerns employers have is workforce turnover. Cross-border employment into Spain operates within a defined legal and regulatory framework that provides structure and predictability:

• Work authorizations are employer-sponsored and issued for a specific occupation and geographic scope (typically at the Comunidad Autónoma / regional level)
• Positions are contract-based and aligned with defined business needs
• Placements are formal, regulated employment relationships, not informal or gig arrangements

While workers may change employment over time, this is not a frictionless process. Any transition must align with the conditions of the existing authorization, involve a compliant employment contract, and be properly registered with labor and Social Security systems. Where a change falls outside the authorized role or geographic scope, a formal modification process with the relevant authorities is required.

In addition, our recruitment approach places a strong emphasis on identifying workers who are motivated, reliable, and committed (“comprometidos”), helping reinforce workforce stability from the outset. In practice, this creates a more stable and predictable workforce environment for both employers and workers.

Any change of employment must occur within the applicable legal framework. In practice, this is not immediate or informal. The new role must fit within the worker's authorized occupation and geographic scope or, if it does not, a formal modification process is required.

In all cases, the change must be properly documented and handled through the relevant labor, Social Security, and immigration channels. This ensures that workforce mobility occurs in a structured and regulated way, rather than in an ad hoc or unpredictable manner. Combined with our focus on selecting committed (“comprometido”) candidates, this supports a more stable and reliable workforce dynamic.

Our model is designed around continuity, not one-time placements. Key elements include:

• Repeat cohort recruitment
• Performance tracking and rehiring
• Transition pathways from seasonal to longer-term roles
• Redeployment across projects or clients where appropriate

Equally important is our focus on candidate selection. We place a strong emphasis on identifying workers who are serious about long-term employment opportunities, committed to performing and integrating in structured work environments, and aligned with the expectations of formal, regulated employment in Spain. Our recruitment and screening processes prioritize candidates who are motivated, reliable, and committed (“comprometidos”), reinforcing workforce stability from the outset.

This combined approach creates a more stable, experienced workforce over time and reduces onboarding and training costs for employers.

For direct placements under the Agencia model (coming soon), we will stand behind our recruitment process and work with clients to resolve any issues that arise, including identifying suitable replacement candidates where appropriate.

Under the ETT structure (coming soon), másLabor Iberia will serve as the employer of record and work closely with clients to monitor performance, address issues promptly, and, where necessary, replace workers to maintain operational continuity.

More broadly, our emphasis on careful screening and selecting motivated, reliable, and committed (“comprometido”) workers will help reduce the likelihood of mismatch or early departure from the outset.

Yes. Housing is one of the most important practical aspects of workforce deployment. We provide structured support that may include:

• Dedicated housing coordination
• Assistance navigating local housing logistics
• Optional support services depending on employer preferences

This approach helps ensure a smoother onboarding process and reinforces workforce stability, while keeping responsibilities clearly defined and compliant.

We will utilize Spain's established legal recruitment and immigration channels, including:

• Seasonal and campaign-based programs
• Standard employment authorizations (cuenta ajena)
• Government-approved collective recruitment programs (such as GECCO), used for seasonal and coordinated hiring of workers from abroad

In many cases, recruitment may align with roles identified through official channels such as the SEPE catálogo de ocupaciones de difícil cobertura, or through standard SEPE job-posting and labor market test processes demonstrating workforce need and enabling authorized foreign recruitment. Our immigration and labor specialists will work closely with each employer to identify and structure the most appropriate and efficient work authorization pathway based on their specific workforce needs.

Employers typically:

• Define roles and workforce needs
• Provide the work environment and supervision
• Comply with applicable labor standards

Depending on the structure, employers may also be involved in housing arrangements and onboarding coordination. We work closely with each client to clearly define responsibilities upfront.

We primarily recruit from Mexico and across Central and South America, depending on program availability and employer needs. These labor pools align well with Spain due to shared language, cultural familiarity, and relevant industry experience. Our recruitment approach is flexible and can be tailored to specific roles, sectors, and workforce requirements.

Latin American workers often integrate effectively into Spain for several practical reasons.

First, shared language and broad cultural familiarity can ease communication, onboarding, and day-to-day workplace integration. Second, many workers come with experience in the same types of labor-intensive sectors where Spain faces persistent shortages, including food processing, agriculture, hospitality, logistics, construction, and industrial trades. Third, Spain already has deep historical, social, and community ties with Latin America, which can make adaptation to the work environment and wider society smoother than in many other migration corridors.

Spain's legal framework can also support longer-term integration and retention. In particular, nationals of Ibero-American countries may generally apply for Spanish nationality after two years of legal residence, which can create a stronger long-term incentive for continuity and integration.

For employers, this combination can translate into a workforce that is often well-positioned to integrate, perform, and remain engaged over time within Spain's formal, regulated employment environment.

This depends on the visa pathway. Some workers begin under seasonal programs and may later transition to standard employment authorizations where appropriate. Spain also offers longer-term residency and, in some cases, accelerated citizenship pathways for Latin American nationals, which can support workforce continuity over time.

másLabor Iberia will support workforce needs across Spain, addressing structural labor shortages at a national level. While the company is based in Galicia, where labor shortages are particularly acute in sectors such as shipbuilding, metalworking, food processing, and agriculture, this region serves as the initial launch for a broader national platform.

From the outset, másLabor Iberia will remain active and responsive to workforce needs across Spain, including seasonal and campaign-based opportunities, while executing a phased expansion into other high-demand industrial regions.

Over time, the platform is designed to extend into other European markets facing similar structural labor shortages, where the same underlying workforce challenges are present.

Through its U.S. operations, másLabor has worked with a broad range of employers across industries with sustained labor needs, including:

• Agriculture and food production
• Hospitality (hotels, resorts, and food service)
• Landscaping and facilities services
• Construction and light industrial sectors

Clients range from regional operators to large, nationally recognized employers, many of whom rely on recurring seasonal or multi-year workforce programs. In many cases, clients return year after year, reflecting the reliability and consistency of the platform.

While specific client references are typically shared on a case-by-case basis, másLabor has longstanding relationships across these sectors, supported by a track record of repeat engagements and multi-year program execution.

másLabor Iberia is building on these relationships and capabilities in Spain, and can provide relevant examples aligned with a client's specific industry and workforce needs.

másLabor Iberia is built on the foundation of másLabor, which has spent over 25 years developing and operating structured cross-border workforce programs in the United States.

Through its work across industries such as agriculture, hospitality, construction, landscaping, and food processing, másLabor has built deep expertise in navigating regulated labor systems, including workforce visa programs with requirements and processes comparable in complexity to those in Spain.

Over time, this has led to the development of:

• Established operating procedures across sourcing, documentation, deployment, and compliance
• Scalable recruitment and logistics systems
• Proprietary technology and data processes to manage workforce flows efficiently and reliably

The platform has supported the placement and processing of hundreds of thousands of workers over time, including 70,000 last year alone, enabling employers to access dependable labor in a consistent and compliant way.

másLabor Iberia brings this same experience, infrastructure, and execution capability to Spain, adapted to the local regulatory environment and labor market needs.