A transparent proposal, not a standard figure
Costs of international recruitment
DACHma Talent does not publish a standard service fee. Following the needs analysis, you receive an individual proposal reflecting the profile, number of hires and process stages required.
What determines the project scope
The occupational profile, number of hires, skilled-worker or apprenticeship route, assessment requirements, recognition situation, target start date and specific company requirements are clarified before a proposal is issued.
An individual proposal begins with the staffing profile because different projects do not require the same amount of work. The occupation, number of planned hires, skilled-employment or apprenticeship route, preferred start and depth of pre-selection are decisive. The shift model, location, accommodation and special operational requirements also affect coordination. It must additionally be considered whether professional recognition may be relevant and which documents are likely to require handling. Only this complete view allows the service scope and project responsibilities to be described dependably. It also makes clear what participation will be required from the employer.
The needs analysis prevents employers from comparing an apparently inexpensive flat rate with an unclear return. A project for several apprenticeships has different interfaces from a search for one experienced skilled worker in a regulated occupation. DACHma Talent therefore first clarifies which phases are needed, what the company will contribute and where decisions lie with external bodies. No service fee, price range or internal calculation is published on the website; only the individual, reviewed proposal is binding. Multiple hires are therefore always considered as a specific project as well.
What the company commissions
The service is not the sale of a CV, but an agreed process comprising Employer Assessment, recruitment, pre-selection, interview coordination, organisational support, preparation, onboarding and aftercare.
The commissioned scope connects the steps that work together for orderly recruitment. It may include the Employer Assessment, recruitment in Morocco, Candidate Assessment, Candidate Passport and interview coordination. Following an employer decision, the individual case may require organisational support with documents, possible recognition, the visa, accommodation and entry. Germany Ready preparation, Pre-Departure, the onboarding handover and twelve months of aftercare complete the process. The proposal names unambiguously which elements are agreed and they are not inferred from general wording on the website. Deviations and additional services must be expressly recorded in writing before commissioning.
Employers therefore pay not for the simple forwarding of a contact or CV, but for the agreed process work and coordination. Its value lies, among other things, in a clear search profile, structured pre-selection, consistent decision information and transparent responsibilities. Preparation and support following arrival can also form part of the project. This does not release the company from selection, contract, people management or internal induction. Visa and recognition decisions likewise remain with the independent competent bodies. The company's own work remains visible and can be planned realistically before the project starts.
Would you like to assess this step for your specific staffing requirement?
Describe your staffing needsLink payments to transparent milestones
The individual proposal links the fee to two clearly defined project milestones: 30 per cent after the selected person has signed the employment or apprenticeship contract and 70 per cent following their actual arrival at the company. The services and conditions agreed for the specific assignment are authoritative.
Dividing remuneration between project milestones shows when a material phase has been reached. The first 30 per cent is linked to signature of the employment or training contract by the selected person, and the second 70 per cent to their actual arrival at the company. The individual proposal describes the service scope, due date and prerequisites for the specific assignment. The model includes neither a flat service fee nor a promise that a milestone will be reached on a particular date.
Milestones provide orientation, but are not a guarantee of success. Between contract and arrival there may be documents, recognition where required, the visa and other case-specific steps. DACHma Talent supports and coordinates the agreed process; public authorities and recognition bodies decide independently. Employers should therefore not base internal start planning solely on a preferred date. If conditions change, the effect on tasks, timing and contractual provisions is reviewed. The written version agreed for the specific project remains decisive. Status information is always kept clearly separate from forecasts and binding commitments.
Clarify external charges and special cases in advance
Whether additional external or official charges may arise and how cancellations or changes are handled must be expressly reviewed in the individual proposal and contract. The website does not invent standard terms for these situations.
Depending on the individual case, external or official items may be relevant in addition to the agreed remuneration. Whether such costs arise, who bears them and how they are evidenced is clearly distinguished in the individual proposal and contractual documents. Employers can therefore identify which services belong to the assignment, which are provided externally and which operational expenses they must bear themselves. This distinction simplifies internal budget review and prevents misleading overall assumptions.
Changes, interruptions and termination must also be classified contractually. Their reason and timing can materially affect which work has already been performed and which next steps remain possible. The same applies to any agreed replacement search: it is governed exclusively by the defined prerequisites and exclusions in the final contract. The website promises neither a free repeat service nor successful placement. Before deciding, employers should raise exceptional cases and have the relevant provisions reviewed in full. Only the reviewed agreement answers these questions for the particular project.
An individual proposal in four steps
Submit your requirements, clarify the operating conditions, receive the scope of services and decide internally: only the specific case makes a proposal reliable.
The proposal process begins with a brief enquiry covering occupation, number, type of hire, location, target start and accommodation. During the Employer Assessment, tasks, qualifications, language, working model and special conditions are explored in greater depth. On this basis, DACHma Talent describes the intended service scope, responsibilities and contractual milestones. The employer can review the proposal internally from a professional, commercial and legal perspective. Only deliberate commissioning creates the basis for starting the search; the enquiry alone triggers no paid recruitment service. Questions and requested changes are recorded and clarified transparently before the contract is concluded.
To make an informed decision, companies should compare not only remuneration, but also the phases included and their own required participation. Relevant questions include who prepares the search profile, which pre-selection is documented, how interviews are organised and what support is agreed following selection and arrival. Open external items, changes and any replacement provisions also belong on the review list. Questions are clarified before conclusion of the contract. This creates a project-specific proposal without a public price, spurious calculation or impermissible promise of results. Proposals can consequently be compared by content rather than headings alone.
- Brief staffing enquiry
- Employer Assessment
- Individual proposal
- Contractual review and decision
Clear answers
Frequently asked questions
These answers set out the scope, requirements and boundaries transparently.
Send us your questionWhy is there no price in euros on the website?
The work required depends on the specific profile and process stages. A standard figure would incorrectly treat different employer situations as equivalent.
Can several placements be planned together?
Yes. The number of hires is part of the Employer Assessment. The scope and approach are defined only after the specific requirements have been reviewed.
Are official or third-party costs included?
This can be answered only from the final proposal and contractual documents. The website makes no blanket commitment in this regard.
When do payments become due?
The planned milestones are described clearly in the individual proposal and contract. Only the documents ultimately agreed are authoritative.
Is a replacement search included in the price?
One replacement search may be provided under contractually defined conditions. It is not an unrestricted guarantee.
The next step
Turn a staffing need into a robust search profile.
Tell us the role, number of hires, industry and preferred start. We will contact you by email to clarify the search profile, requirements and realistic process.
Request a needs assessment