Frequently asked questions about international recruitment
Answers on duration, costs, recognition, entry, changing employers and employee retention.
How long does it take to recruit a professional from abroad?
It depends on the occupation, country of origin, recognition needs, completeness of documents, responsible authorities and the visa procedure, among other factors. A blanket duration would not be serious. After the needs analysis you receive a realistic process overview.
What does international recruitment cost?
Costs depend on the job profile, search effort and the agreed scope of services. Official fees, translations, recognition, visas, travel or additional services may apply on top. You receive a transparent offer before any engagement.
Does IROP Germany guarantee a visa or recognition?
No. These decisions are made exclusively by the responsible authorities and recognition bodies. We support the structured preparation and coordination.
Can international professionals change employers?
This depends on the employment contract, residence status and the individual case. Employee rights also apply to international professionals. Impermissible retention or penalty clauses are not a solution. Contracts should be reviewed legally.
How can an employer improve retention?
Through fair conditions, realistic expectations, good leadership, a planned induction, language support, development opportunities and social integration.
Which documents are required?
Typically a CV, qualification and work records, language certificates and, later, further personal documents. The specific list depends on the occupation and procedure.
Which countries does IROP Germany recruit from?
Depending on the profile and requirements, various countries are an option, including Turkey, the Philippines, India, Bangladesh, Georgia, Morocco, Tunisia, Mexico and Peru.
Is the fast-track skilled worker procedure always possible?
No. Legal requirements apply and the employer must apply for the procedure with power of attorney from the professional at the responsible authority. The authority reviews the individual case.
Do employers have to provide accommodation?
A general answer is not possible for every case. In practice, an organised initial housing solution is often decisive. Costs and conditions must be transparent and reasonable.
How do I start as an employer?
Send us the job profile, number of positions, work location, pay, working-time model and desired start period. An initial call follows.
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