Editorial Standards

Who Writes This Content

Every guide, salary page and city page on this site is published under Syed Toheed Shah, Founder and Chief Executive of Staffly. That is a real named person with a profile page setting out what he actually does in the business, not a house byline standing in for nobody in particular.

This matters because most staffing advice online is written by people who have never placed anyone. If you are going to act on guidance about who to let into your home, you should be able to see who is giving it and what they do all day.

Where the Information Comes From

The substance of these pages comes from placement work: interviewing candidates, running verification, briefing households, and dealing with the placements that go wrong. When a guide says a particular interview question is worth asking, it is because the answers to it have proved informative in practice.

Where we describe a process outside our control, such as obtaining a Police Character Certificate or checking a CNIC against NADRA records, we describe the process as it actually runs in Pakistan rather than as it is supposed to run on paper.

How Salary Figures Are Set

Published salary ranges reflect what households and staff are actually agreeing through us, not an aspirational figure or a number copied from another site. They are stated as ranges because a cook in a two-person household and a cook in a household of eight are not doing the same job.

We deliberately publish these as a floor rather than a target, and we say so on the salary pages themselves. An agency has an obvious incentive to quote high salaries, since our fee is one month of salary. Publishing a realistic floor works against that incentive, which is exactly why it is worth stating plainly that the incentive exists.

What We Will Not Publish

We do not invent reviews. The testimonials on this site come only from clients who submitted them through the review form and were approved by a person; if none had been submitted, that section would be empty rather than filled with plausible-sounding quotes.

We do not publish credentials, certifications, awards or registration numbers we cannot produce on request. We do not claim placement volumes we have not made. Where a page could carry a trust badge but the underlying claim is not verifiable, the badge is left off.

• No invented or purchased reviews, ever
• No credentials, awards or memberships we cannot evidence
• No placement or client numbers we cannot substantiate
• No competitor claims we have not checked against their own published terms
• No salary figures copied from other sites in place of our own placement data

How We Handle Competitors

Some of our guides compare Staffly against other Pakistani staffing agencies by name. In those pieces we describe competitors only on the basis of what they publish themselves, such as their stated guarantee terms, fee structure and service coverage.

We do not characterise a competitor verification process beyond what they state publicly, because we have no way of observing it. Where a comparison favours us, it is because of a specific published difference we can point to, not a general assertion that we are better.

Corrections and Updates

Salary figures, turnaround times and process descriptions change. Pages carry a visible last-updated date so you can judge how current the information is, and that date reflects an actual revision rather than an automated touch to look fresh.

If you find something on this site that is wrong, tell us and we will correct it. That includes our own salary figures being out of step with what you are seeing in your city, which is genuinely useful information to us.

Commercial Disclosure

Staffly is a commercial placement business. We earn a one-time fee equal to one month of the agreed salary when a household hires through us, and nothing when they do not. These guides exist partly because they bring households to the site, and we would rather say that outright than pretend otherwise.

What we do not do is take an ongoing commission out of a staff member monthly wage. That model is common in this market and it means an agency keeps earning from a placement indefinitely. Ours does not, which is why the guidance here can recommend paying staff more without it costing us anything.

On Verification Claims

We describe our screening as a 40-point process, and the verification page sets out what those checks actually are rather than leaving the number to imply more than it means. The three that carry the most weight are NADRA identity confirmation, a Police Character Certificate from the candidate own local police station, and previous employers contacted directly by our team.

Verification confirms identity and history. It does not predict behaviour, and we do not claim it does. That limitation is why the replacement guarantee exists alongside it, and why we recommend a paid trial period even for candidates who have passed every check.

Common Questions