04 Expats & Career
Two sides of the same shortage.
Skilled people who can’t get in. Employers who can’t fill the roles. What sits between them is not a skills gap — it’s a procedure gap. We work on both sides of it.
Almost everyone is stuck at one of four points.
The route is not the same for everyone. Pick the one that fits, and you’ll see what usually goes wrong at that point and what the next three moves are.
Your starting point
Five questions. Then you see your route.
Nothing is stored and nothing is sent. The result is an orientation: which stations lie ahead, who is responsible at each one, and the order that actually works. It is not legal advice.
Four gates. You don’t have to go through all of them.
Most people need two of them. If you need all four, we’ll say so in the first call — and if you need none, you’ll hear that too.
The one question that decides everything else.
Is your profession regulated in Germany, or not? That single answer decides whether recognition is mandatory or optional, how long it takes, and what happens when only part of your training matches.
Your CV isn’t bad. It’s just written for a different country.
German hiring reads applications differently — more complete, more formal, more evidence-led. These are the parts where international applications most often fail before anyone notices the qualification at all.
You choose the way in. Not us.
There is no single correct first step. Some people want to talk. Some want to try something alone first. Some just want to read one email a month. All of that is fine — so here every route is on the same board.
What we can’t do — and who can.
A lot gets promised in this market. We would rather write down where our work ends, so you don’t spend money on something we are not allowed to deliver anyway.
The role isn’t open because nobody can do it.
The people who could do it are stuck at one of four points — and none of those points is inside your applicant tracking system. Pick the one you recognise from your last attempt.
What happened last time
We take the part nobody in your HR team owns.
You keep the hiring decision, the contract, and the management. We take the in-between: pre-selection, language reality, the recognition route, and the first ninety days.
Four routes. The choice decides months.
Which route is open to a candidate depends on qualification, profession and salary — not on how urgently you want the seat filled. The figures below apply to 2026 and change every year.
Five steps, and you know where you stand after the first one.
What it costs — and what we don’t charge for.
We name the price before work starts, and we don’t put a success fee on a person who still has three appointments with authorities ahead of them. We never charge a candidate for being introduced to an employer.
When you should not hire us.
A network is only worth what you can honestly say about it.
We don’t publish numbers we can’t evidence, and we don’t show logos without consent. What we can describe is the shape of it: who stands on each side, and how a match actually happens.
We don’t work alone — and we don’t pretend to.
Parts of this work run jointly with a German university and with partner agencies. We name them only once each has agreed to be named — on a page about trust, anything else would be the wrong start.
The questions people actually ask.
Write to us in whichever language you’re comfortable in.
English or German, both are fine. If your question can be answered in two sentences, you get two sentences and no pitch.