Employer Intake Form

for Business Owners

Dear Employer,
Please complete this Intake Employer Questionnaire. It will be the basis for your job offer that we present to your Puerto Rican applicants.
Please be as clear and exhaustive with your answers as possible. This will allow us to reduce the questions the workers will have. It will also reduce the time between when we receive the questionnaire and the moment we can begin recruitment. This questionnaire has been tailored specifically for the Puerto Rican applicant’s needs. An accurate and understandable questionnaire will allow us to launch the campaign sooner and make the overall process faster.

Thank you!





This section will allow the worker to decide whether the amount of money received weekly after deductions and taxes is enough for them to be able to relocate temporarily or permanently. Please fill in the below and be sure to be as accurate and detailed as possible so the worker can have idea of their weekly wages.


Please place all the requirements and qualifications the applicant needs to be considered for the position: Work in heights, wet environment, non-air-conditioned environment, education requirements, English (written, conversational, how will they use the English during work and any other tips that we could use. The higher the requirements, the more difficult it is to recruit for the position.

* If yes, we provide a criminal background check from the police department of Puerto Rico.



( Provided by employer? What does it include? T-shirt, sweatshirt, pants? )

( Provided by employer? What's included? Are work boots mandatory and provided? Is a stipend or advance given? Do workers covers the cost, etc.?)

( Do you have a contract that you can provide, or will this job offer suffice?)


( The most common way employers handle this is to 1- initially cover the cost of the flight, and then 2- deduct the expense from the workers paycheck and then 3- offer that amount back as a bonus at the 60 or 90-day employment mark. How would you like to proceed?)

( For most permanent positions, this would not be offered unless it is used as a bonus, to be offered once the worker has worked for X months, goes back home and then when he comes back to work, he gets reimbursed after another X number of worked months.)

( Strongly recommended. Would you consider it? Sometimes this affects the airport attendance when an employee doesn´t have the means to travel that day. Most employers will cover food expenses while workers are traveling to the employer, up to $30/day.)

( Strongly recommended. This greatly helps to improve worker retention and start off on the right foot with the workers. They arrive late, tired, and hungry, from their long trip to a place they are not familiar with yet.)

( Strongly recommended This is important to employee retention. The cost of this is not great and it goes a long way to showing the workers that you appreciate that they relocated from their home to work for your company.)


( This is a must. Shuttle service provided by employer is the easiest way to get your workforce on time to the workplace. )

* Is the bus stop near their housing? How far is the factory from the housing? Is the housing located in an urban or suburban area? Are they going to be able to independently get around during their free time? Is there a vehicle provided by the company for crew commute?


( Medical, dental, and vision benefits? After X amount of time are they eligible? Upon request or by default? Employer provides or it is split cost? If so, which percentage does each party pay? What is the weekly cost? Just personal insurance or it covers the family as well? )

(What holidays are paid? Are they immediately eligible for paid holidays?)

(Is there possibility for promotion? Does employer conduct an employee review after a certain period to determine whether a promotion or raise is warranted?)

(Do you provide any type of bonus? Sign-on, profit, stay or any other type? How much is the amount? How often do you provide it? Is it a one-time bonus? A sign-on bonus is normally a good tool to attract the applicants and it is normally provided after 4-8 months into the job.


Housing represents one of the biggest concerns for workers and one of the highest impacts in worker retention. We strongly recommend affordable housing under $250 per person (ideally for a single room). We recommend the following services to be included with the rent: water, gas, electricity, Wi-Fi. The smaller the housing units are, the better for the worker dynamic. We recommend for only workers in this program to live in the provided housing. If they won´t be provided with a vehicle to move around during their free time, then we recommend a house that is close to a bus stop, nearby amenities such as a grocery store, bank, laundry, restaurants, etc. for them to be able to have an independent lifestyle.

* Apartment, Hotel, Subsidized. In case the job is permanent, for how long will you provide housing?

* We strongly recommend single occupation of worker bedrooms if possible.

* The lowest the price of the rent is, the higher the employer retention.

(Grocery? Bank? Parks? Amusement? Gym? Are they located within walking distance from the housing? If not, is there a bus near the housing for them to easily commute? Will grocery shuttle be provided weekly? Will vehicle for personal errands will be provided? )


Members can stay in this housing if they are employed by the employer. If they separate with the employer, they need to vacate within X hours. Housing rules must be observed. If there are behavior problems or property damage they will be asked to vacate immediately. Please consider any state specific regulation regarding housing evictions