A new manbegroup.com, with country hiring guides and a blog

We have rebuilt manbegroup.com. The design you already know is the same; what sits underneath it is new, and there are three additions worth pointing out.

Hiring guides by country and sector

The most common questions we get from employers are practical: how long does it take, what documents are involved, what happens if the quota is exhausted, and what does a driver or a welder actually need before starting. We have written those answers down.

The new Hire section has a guide for each country we place into, and within each country a page for the sectors we work in most — truck and bus drivers, construction, manufacturing, welding and warehousing. Each page gives the permit route, realistic lead times, the steps in order, and the questions we are asked most often. The Lithuania pages are the most detailed, because Kaunas is where we are based and where most of our placements go.

These guides are written for people who need to make a hiring decision, not for search engines. Where the rules changed recently — Lithuania's move from a labour-market test to an annual quota, for instance — the guides say so and explain what it means.

A clearer route for candidates

Candidates now have a single application form, with the sectors and countries we actually recruit for. Applications go straight to our recruitment team, and the For Employee page explains how to apply and what we offer. This blog will cover the rest: the walk-in assessment, the documents to bring, and what the first months in Lithuania look like.

This blog

We will use this space for the things that do not fit on a service page: changes to permit rules, what we are seeing in demand across sectors, and honest guidance for workers thinking about a move. The first articles cover the Lithuanian quota, the difference between a residence permit and a national visa, and a candidate's first ninety days.

Under the hood

For anyone who cares about such things, the site is now much faster, works properly on phones, and our forms deliver enquiries to the team immediately rather than sitting in an inbox. If you spot something broken or a guide that needs correcting, tell us — the whole point of writing this down is that it is right.

Thank you to the clients and candidates whose questions shaped the new pages. If you are an employer planning an intake, start with the Hire section; if you are a candidate, start with For Employee. Either way, we are a message away.