To reach qualified skilled workers worldwide, you can advertise your vacancies on international job boards: for example, through German Chambers of Commerce Abroad (AHKs) or on the “Make it in Germany” job listings. Social career networks are also a good option. Specific applicant profiles are available in the Applicant Register and the Applicant Exchange of the Federal Employment Agency.

Are you looking for personal support? For this purpose, you can work with placement agencies or take part in state-funded projects to recruit skilled workers. The Federal Employment Agency’s Employer Service (External link)  and some German Chambers of Commerce Abroad (AHKs) also provide assistance with searching for skilled workers on an international level. You can find local advice centres (including Welcome Centres and Chambers) under “Find advice centres”. Contact these organisations and ask for advice or details of current recruitment projects. Please note that the database is currently only available in German.

Further tips on international recruitment are available under “Finding the right recruitment channel”.

It is important to state the job title, place of work and type of employment clearly and without abbreviations. In addition to the prospective employee’s duties, the requirements for the position (e.g. German language skills with a specified level) and general conditions (e.g. salary or remuneration structure, holiday entitlement), you should also describe the benefits of your company that might be of interest to international skilled workers, such as its international focus, potential support services upon arrival in Germany, the recognition procedure or language learning.

Ideally, you should also publish your job advertisement in English to reach a wider audience. It is important to use simple language in both German and English.

You can find helpful tips on creating and publishing your job advertisement under “Finding the right recruitment channel”.

The “Make it in Germany” job listings are aimed at qualified skilled workers abroad and enable you to advertise your vacancies with a wide international reach. The job listings feature roles that require professional qualifications, usually an academic degree or vocational training. Unskilled roles, such as auxiliary work or seasonal work, are generally excluded; exceptions apply, for example, to nursing assistants. Temporary work is also excluded, as this does not currently qualify for a visa.

To publish your job advertisement on “Make it in Germany”, you must first post your vacancy on the Federal Employment Agency’s "JOBBÖRSE" (job exchange). At the same time, you can consent to its publication on “Make it in Germany” by ticking the relevant box. Alternatively, you can contact the Federal Employment Agency’s employer service and specify that your job advertisement should also be published in the “Make it in Germany” job listings.

In this step-by-step guide, you will find all the information you need to publish your job advertisement in the “Make it in Germany” job listings.

The costs depend on the recruitment channel chosen. Using the services offered by “Make it in Germany”, the Federal Employment Agency or other publicly funded services is generally free of charge.

When working with private placement agencies, employers are charged fees upon successful placement. The immigration process (e.g. German language courses, qualification measures and recognition procedures, as well as visa and travel costs) may involve additional costs. To help your new skilled worker get off to a good start and to make the process as fair and sustainable as possible, employers should contribute to these costs (Employer Pays Principle).

In state-funded recruitment projects, companies do not pay placement fees but contribute to some of the costs mentioned above.

Opportunity card holders are individuals from third countries who are permitted to stay in Germany for a specific period to find skilled employment.

Opportunity card holders are already in Germany and are available to employers at short notice. To take up permanent employment, the residence permit must be converted into a corresponding residence permit for gainful employment at the relevant foreigners authority before work commences. You can find detailed information in the “Employment of opportunity card holders” section.

Yes, people holding an opportunity card can be employed in Germany. If you wish to employ people holding an opportunity card in a skilled role for more than 20 hours a week, they will require a residence permit to carry out skilled employment. While looking for a job, holders of the opportunity card may take on secondary employment of up to 20 hours a week. In addition, job trials of up to two weeks per employer are permitted.

Many employers believe that opportunity card holders must first apply for a work permit before employers are allowed to issue them with an employment contract. 

However, this is not the case: as soon as opportunity card holders have received a qualified job offer from an employer (this can be proven, for example, with the completed form “Declaration of Employment”), they book an appointment with the local foreigners authority. There, the switch from the opportunity card to the corresponding residence permit takes place once the Federal Employment Agency has approved the employment – a concrete and binding job offer is a prerequisite for this. All types of work visas are explained in the “Visa” section. 

You can find detailed information in the "Employment of opportunity card holders" section.

Yes, in principle, international skilled workers who are already in Germany can be hired. A prerequisite is that the person holds a valid residence permit that allows them to engage in gainful employment.

Whether employment can be taken up immediately also depends on the specific residence permit, for example on its validity or the ancillary provisions it contains. This is decided by the relevant foreigners authority. Your skilled worker should contact them at an early stage.

You can find detailed information on employers’ obligations in the section “Visa requirements and duties of employers”.

Yes, international students or trainees can be employed in Germany after completing their studies or vocational training. Upon successfully completing their studies or vocational training, they are generally eligible for a residence permit to seek employment for a period of 18 months.

As soon as they find a suitable job, they must apply for the relevant residence permit for employment at the competent foreigners authority, for example an EU Blue Card.

This allows employers to recruit well-trained skilled workers immediately. With a German qualification, no recognition procedure is necessary. Furthermore, international students and graduates are already familiar with the culture and the German labour market, and they are socially integrated.

Yes, refugees can generally be employed in Germany. Whether they are permitted to work depends on their specific residence status and the applicable legal regulations.

“Make it in Germany” provides information on the immigration of skilled workers from third countries and the relevant residence permit procedures. Specific information on the employment of refugees, as well as practical support services for businesses, can be found on the “NETZWERK Unternehmen integrieren Flüchtlinge” (External link)  portal. The portal is currently only available in German.

Private placement agencies offer a range of services to support the recruitment of international skilled workers or trainees in Germany. Agencies may not have direct influence over official decisions, but they can significantly simplify the recruitment process by offering their expertise and networks, thereby saving you a great deal of time and making planning easier.

Ensure that the agency provides transparent information about its services and costs and adheres to fair recruitment standards. Also, check for references (for example, the “Faire Anwerbung Pflege Deutschland” quality seal in the care sector) and membership of relevant industry associations.

You can find detailed information in the “Placement agencies” section.

Private placement agencies offer a range of services, such as matching candidates with employers, verifying qualifications, supporting entry and visa procedures, organising language training, and assisting with onboarding and integration in Germany. These services involve placement or service fees, which vary depending on the agency and the services provided.

Make sure you find out in advance exactly what services are offered, the associated costs and the terms of the contract. Some federal states offer financial support to employers who recruit international skilled workers from abroad with the help of (certified) recruitment agencies. Check with an advice centre in your area in advance to find out what options are available.

You can find detailed information in the section “Placement agencies”.

The recognition procedure is a legally regulated process for assessing whether a foreign professional qualification is comparable to a corresponding German reference occupation. The aim is to determine whether there is full, partial or no equivalence.

The skilled worker usually submits the application to the relevant authority in Germany, for example a Chamber of Industry and Commerce (IHK) or a Chamber of Crafts (HWK).

Detailed information on the procedure and the relevant authorities can be found in the “Recognition procedure” section.

Recognition is mandatory if the profession in question is a so-called regulated profession. These are professions in which the practice of the profession is regulated by law.

These include particularly professions in the health sector, the education sector, and certain technical or safety-related professions. In these cases, the profession cannot be practised without a recognised qualification.

You can find detailed information in the “Recognition of foreign qualifications” section.

If a foreign qualification is only partially recognised as equivalent, this means that significant differences from the German reference qualification have been identified.

In this case, an adaptation programme may be required, for example a refresher training course or a knowledge test, to achieve full equivalence.

Detailed information on the procedure and the relevant authorities can be found in the “Recognition procedure” section.

Yes, under certain conditions, employment is possible even while the recognition procedure is ongoing. Whether this is permitted depends on the specific profession, the person’s residence status and the relevant residence regulations.

In some cases, employment may take place within the framework of a recognition partnership or an adaptation programme.

Yes, employment is generally possible in non-regulated professions even without formal recognition, provided that the conditions under residence law are met. For employment without recognition, the work visa for experienced professionals or the Western Balkans Regulation are exemplary alternatives.

In regulated professions, however, recognition is mandatory before employment is taken up.

You can find an overview of various visa options in the “Work visa” section.
 

A recognition partnership enables companies to employ a skilled worker from abroad whilst the recognition procedure is still ongoing. Depending on the circumstances, the skilled worker can also apply for the recognition after entering Germany. Recognition and employment take place simultaneously.

This model can be beneficial for employers, as skilled workers can be deployed earlier and gain practical work experience alongside their qualification measures.

Further information on the recognition partnership can be found in the “Employment within the framework of a recognition partnership” section.

One of the requirements for a recognition partnership is that a concrete job offer is presented to the skilled worker and that the employer and the skilled worker commit to completing the recognition procedure in writing. You can only enter a recognition partnership if your company can demonstrate sufficient experience in the field of vocational training and qualification.

In addition, the legal conditions relating to residence must be met and the relevant foreigners authority must approve the procedure.

You can find detailed information on the requirements and the procedure in the “Employment within the framework of a recognition partnership”.

EU citizens can benefit from the free movement of workers. They do not require a visa or a work permit to be employed in Germany.

Third-country nationals require a residence permit that allows them to take up employment. As a rule, third-country nationals require an entry visa, which must be issued by the embassy in their country of origin. The visa must correspond to the purpose of their subsequent stay.

Privileged groups: Nationals of Australia, Israel, Japan, Canada, the Republic of Korea, New Zealand, the United Kingdom of Great Britain and Northern Ireland, and the USA may enter Germany without a visa. However, before taking up employment, they must apply for the appropriate residence permit at the relevant foreigners authority in Germany.

Detailed information on visa requirements and access to the labour market can be found in the “Visa requirements and duties of employers” section.

A third country is a country that belongs neither to the European Union (EU) nor to the European Economic Area (EEA). Although Switzerland is not part of the EU or the EEA, it is treated legally as an EEA country and is therefore not considered a third country.

People from third countries need an appropriate residence permit if they wish to work in Germany. This is not necessary for people from the EU, the EEA or Switzerland.

The relevant regulations are set out in the Residence Act (AufenthG) and the Ordinance on the Employment of Foreigners (BeschV).

This means that people from third countries may work in Germany, but only if they meet certain requirements that are verified by the relevant authorities.

The Western Balkans Regulation facilitates access to the German labour market for nationals of Albania, Bosnia and Herzegovina, Kosovo, Montenegro, North Macedonia and Serbia. The prerequisites are a concrete job offer and the approval of the Federal Employment Agency. The worker must apply for the visa at the German mission abroad in their country of residence.

For employers, this regulation is an opportunity to hire (skilled) workers from these countries even if there is no formal recognition of their qualifications, provided that the occupation is not a regulated profession.

Further information on the Western Balkans Regulation and the requirements can be found in the “Employment of certain third-country nationals” section.

The visa procedure usually begins with a concrete job offer. The international skilled worker then applies for a work visa at the relevant German mission abroad. Many visa applications can already be submitted online via the Federal Foreign Office’s Consular Services Portal (External link) .

As part of the procedure, the relevant authorities check whether the requirements for residence are met. Among other things, this may require the approval of the Federal Employment Agency. As part of this process, it checks whether the employment contract complies with the labour law requirements currently in force. With the pre-approval, you can check whether the employment relationship you are offering meets the requirements for approval by the Federal Employment Agency, even before your skilled worker applies for a visa. Once the visa has been issued, the skilled worker may enter Germany. After entering the country, the skilled worker generally has one year to convert the entry visa into a residence permit at the relevant foreigners authority.

Further information on the visa application process can be found in the “Work visa” section.

Employers must ensure that the foreign skilled worker holds a valid residence permit that allows them to work. The employer must also keep a copy of the residence permit.

When hiring skilled workers from third countries, the employer also has the obligation to provide written information about the advisory services offered by the “Faire Integration” initiative no later than the first day of employment.

If the employment relationship is terminated prematurely, the employer must inform the relevant foreigners authority within the statutory period (usually four weeks).

Detailed information on employers’ obligations can be found in the “Visa requirements and duties of employers” section.

With the fast-track procedure for skilled workers, you as an employer can actively support and shorten the entry procedure for your prospective skilled worker. The advantage for your company is that administrative processes, such as the recognition of qualifications or the granting of visas, are combined and accelerated. This allows your prospective skilled worker to start work more quickly.

Depending on the federal state, the procedure is carried out by the local or central foreigners authority and initiated by you. To do this, you will need a power of attorney from your prospective skilled worker. The foreigners authority will coordinate with the other authorities involved, but it will remain your main point of contact.

Further information on the procedure, an overview of the relevant foreigners authorities and additional materials can be found in the “The fast-track procedure for skilled workers” section.

The fast-track procedure for skilled workers is subject to a fee. Upon conclusion of the agreement, the foreigners authority charges a fee of €411 for processing the application. Your future skilled worker is considered the party liable for the fee. However, the employer may bear the full cost of the fees alone by providing a declaration of cost coverage.

Further information on the procedure can be found in the “The fast-track procedure for skilled workers” section.

Yes, foreign nationals may enter Germany for vocational training if they are granted the appropriate visa or residence permit for vocational training purposes. As a rule, this requires a concrete offer of a vocational training place at a German company or vocational school. In addition, the requirements under residence law must be met. Visa applications require knowledge of German, a valid training contract, proof of health insurance and proof of financial means, amongst other things.

People from EU/EEA countries and Switzerland do not require a visa to start vocational training in Germany.

Further information on entry and the visa procedure for trainees can be found in the “Visa for taking up vocational training” section.

For in-company vocational training in Germany, German language skills at level B1 of the Common European Framework of Reference for Languages (CEFR) are generally required. Language proficiency must be demonstrated by means of a recognised language certificate for the visa application.

Formal proof of language proficiency may be waived if the training company confirms that the trainee’s existing German language skills are sufficient for vocational training.

Further information on the requirements for vocational training can be found in the “Visa for taking up vocational training” section.
 

On the subpage for employers of “Make it in Germany”, you will find a wide range of support in the “Finding support” section, such as a hotline for companies, information on events and documents to download. You are also welcome to take a look at past or upcoming webinars.

Many advice centres in the regions, such as Welcome Centers or IQ networks, provide support on integration issues. You may find some advice centres in your area  in the “Find advice centres” section. Please note that the database is currently only available in German.

If necessary, participating in a project to recruit skilled workers could also be an option for you. You will often receive additional support with integration there.

International skilled workers need targeted guidance after their arrival – both within the workplace and in their new neighbourhood. As an employer, you can actively support them as they settle in and take their first steps. For example, you can organise welcome days or mentoring programmes and help with preparing for appointments with the authorities.

In the “Successful integration” section, you will find a selection of tried-and-tested measures and tools to help you manage integration professionally from the very start.

German language skills are the key to successful and long-term integration into your company. As an employer, you can offer language courses within your own company. Alternatively, you can support your skilled workers in benefitting from subsidised programmes, for example from the Federal Office for Migration and Refugees (BAMF) or the Jobcenter. You can find out how to support new employees in attending German language courses in the “German language courses” section.

It is also helpful if you are cooperative within your organization, for example, by allowing your new skilled workers time off for language lessons or by providing information in simplified language (Einfache Sprache).
 

Depending on the programme and region, companies can receive various forms of financial support in connection with international recruitment.

• Regional recruitment support: Some federal states subsidise cooperation with (certified) placement agencies when recruiting from abroad.
• Special provisions for the nursing and care sector: The Long-Term Care Support and Relief Act provides a legal basis for partial reimbursement, provided that proof of quality (e.g. the “Fair Recruitment Care Germany” quality seal) can be presented.
• Grants for post-qualification: The Qualification Opportunities Act provides nationwide wage subsidies for periods of absence during necessary post-qualification measures.
• Subsidised language courses: The Federal Office for Migration and Refugees (BAMF) offers specially subsidised vocational language courses (BSK) to facilitate linguistic integration.
• National & regional projects: Benefit from offers of the Chambers, business development agencies or government recruitment projects, which are often financially supported or free of charge.

Check in advance with a local advice centre to find out what options are available for your business. Please note that the database is currently only available in German.

Yes, you can use various advisory services: 

• Search for advice centres on “Make it in Germany”: Use the “Find advice centres” database to filter specifically for Welcome Centres, Chambers, or business development agencies in your area (including a radius search). Please note that this service is currently only available in German.
• “Working and Living in Germany” hotline: For individual questions that go beyond the information available on the portal, experts can advise you in German and English via the contact form or phone (free of charge, plus standard local charges).
• Employer Service of the Federal Employment Agency: Your regional contact will provide you with comprehensive advice on international recruitment. If you do not yet have a contact, please use the service number 0800 4 555520. Please note that this website is currently only available in German.
• German Chambers of Commerce Abroad (AHK): If you wish to recruit in a specific country, the local AHKs often offer valuable advice and support on site.
• Private placement agencies: Placement agencies also provide professional support with recruiting from abroad; individual placement fees usually apply.

“Make it in Germany” for employers supports you with comprehensive, reliable and free information and services:

• “Downloads” section with
  • Guides & brochures: Detailed step-by-step instructions (e.g. on the fast-track procedure for skilled workers).
  • Checklists: Step-by-step lists for recruitment and onboarding.
  • Forms & information sheets: All important documents and legal overviews gathered in one place.
• Quick-Check: An interactive tool that serves as an initial guide for companies to check the requirements for hiring. 
• Job listings: Job advertisements can be promoted to reach international applicants via an interface with the Federal Employment Agency.
• Webinars: Take part in our live webinars or watch recordings of past sessions.
• Events calendar: Find events on the topic of international recruitment in your area
• Search for advice centres: Find local contacts and specialist advice centres in your region. Please note that the database is currently only available in German.
• Practical examples: A database shows how other companies have successfully managed the recruitment of new skilled workers from abroad. Please note that this service is currently only available in German.
• Welcome folder: Create a customisable folder to help new employees settle in Germany and at your company. 
• Hotline & contact form: The “Working and Living in Germany” hotline offers personalised advice. 
• News channels: Stay up to date via newsletters and social media (LinkedIn, YouTube). 
   

Yes, many companies in Germany successfully employ international skilled workers and benefit from their qualifications and experience. In the “Practical Examples” database, you will find numerous success stories from companies, which you can filter by sector, federal state, qualification, recognition and keywords. Get inspired! Please note that the database is currently only available in German.