Checking that a recruitment agency is licensed is essential — but it’s only half the picture. A licensed agency can still advertise a job that isn’t properly authorized, doesn’t match its official Job Order, or involves a foreign employer that hasn’t gone through proper accreditation. Here’s how to verify the job itself, separately from the agency handling it.
Understand That the Agency’s License and the Job’s Authorization Are Two Different Things
A common misconception is that once an agency is confirmed as DMW-licensed, any job they advertise is automatically legitimate. In reality, DMW requires a separate, job-specific approval called a Job Order for each position and destination country an agency wants to recruit for. An agency can be validly licensed overall while still lacking an approved Job Order for the specific role being advertised.
This matters because it means the right question isn’t just “is this agency licensed?” but “is this agency licensed AND authorized for this exact job order?” Ask the agency directly to show you the DMW-approved Job Order matching the position, headcount, and destination country in the listing — a legitimate agency should provide this without hesitation.
Verify the Foreign Employer Has Been Properly Accredited
Beyond the agency’s license and the Job Order, the foreign employer (or “principal”) itself typically needs to be accredited through the Philippine government’s process before they’re authorized to hire Filipino workers through a licensed agency. This accreditation is generally valid for a set period (commonly around four years) unless revoked earlier. In practice, this means:
- Ask the agency to confirm the specific employer’s accreditation status, not just their own agency license
- Be cautious of listings where the “employer” is vague, unnamed, or described only generically (e.g., “various companies,” “several employers”) rather than a specific, named entity
Cross-Check Job Details Against What’s Actually Being Offered
Once you’re past the licensing/authorization check, verify the substance of the job itself matches what’s being represented:
- Does the salary make sense for the role and country? Research general pay ranges for the specific position and destination — an offer significantly above typical range for minimal qualifications deserves extra scrutiny, not automatic excitement.
- Is the job description specific and consistent? Vague descriptions that could apply to almost any role, or descriptions that shift when you ask follow-up questions, are worth treating cautiously.
- Does the location match what’s stated? If a listing says “Anywhere” or doesn’t specify an actual worksite, ask directly where you’d be assigned before accepting — this should be clarified, not left open-ended.
Use Multiple Verification Channels, Not Just the Recruiter’s Word
- DMW’s official licensed agency and Job Order verification: the primary starting point, covered in depth in our How to Verify a Recruitment Agency guide.
- Philippine Overseas Labor Office (POLO) / Migrant Workers Office (MWO) in the destination country: These offices operate specifically to support and verify matters for Filipino workers already in or heading to that country, and can be a resource for confirming details about employers operating there.
- Independent research on the employer: If the employer is a real, established company, they should have some verifiable public presence — a business registration, an official website, or a public profile — beyond just what the recruiter shows you.
Red Flags Specific to the Job Itself (Not Just the Agency)
- The job description is inconsistent between what’s advertised, what the agency tells you verbally, and what’s in the actual contract
- You’re asked to accept a role that doesn’t match your training or the qualifications listed in the job order (a common early sign of eventual contract substitution — see our Things to Know Before Accepting an Overseas Job guide for documented cases of this happening)
- The employer’s identity or worksite keeps changing or staying vague through the process
- You’re rushed toward acceptance before basic details (employer name, exact worksite, full compensation breakdown) have been clarified
Putting It Together: A Practical Verification Order
- Confirm the agency’s DMW license is valid (see our agency verification guide)
- Ask to see the DMW-approved Job Order matching this specific position and country
- Confirm the named foreign employer’s accreditation status through the agency
- Cross-check the job details (salary, hours, worksite) for consistency across every source you’re given
- Where possible, independently verify the employer has a real, checkable presence beyond the recruiter’s claims
None of these steps alone guarantees a perfect outcome, but together they significantly reduce the risk of either an outright scam or a legitimate-seeming offer that turns into a contract mismatch after you’ve already committed.
Verification processes and specific accreditation timelines can change. Always confirm current details directly with DMW, POLO/MWO, or your licensed agency before making a final decision.
Suzaine Marave researches and writes about OFW resources, government benefits, and job opportunities for Filipino workers both locally and abroad. She founded Benefitswise in 2026 to bring together verified, up-to-date information in one place — cutting through the confusion and misinformation that job seekers often encounter. Every guide is researched using official government sources (POEA/DMW, OWWA, embassy resources) and cross-checked before publishing.