Services throughout the entire journey
International recruitment as a complete 360-degree process
The services work together: from precise staffing requirements and assessed selection through to preparation and long-term support after arrival.
Staffing needs and recruitment
The Employer Assessment translates staffing requirements into a search profile. Targeted candidate sourcing in Morocco then builds on this profile.
The Employer Assessment turns an open position into a robust search assignment. Employers describe tasks, number of hires, qualifications, experience, language, working hours, location, accommodation and preferred start. DACHma Talent structures this information into essential, preferred and exclusion criteria and resolves contradictions before the search. Recruitment in Morocco then aligns its approach and initial assessment with this approved profile. The company, recruitment team and later pre-selection therefore work from the same definition of the skilled worker or apprenticeship required. Approval prevents different expectations from later being applied as selection criteria.
Multi-channel recruitment does not mean gathering the largest possible number of CVs. What matters is approaching suitable people purposefully, explaining the specific assignment clearly and checking fundamental prerequisites early. Feedback from the market may show that individual criteria should be refined. Changes are made transparently with the employer because they affect the assessment standard and schedule. Candidate availability or placement is not promised in advance; the foundation remains the quality of the match with the actual requirement.
Assessment, Passport and employer interview
Candidate Assessment and the Candidate Passport create a structured pre-selection. DACHma Talent coordinates interviews; the employer retains full decision-making authority.
During Candidate Assessment, qualifications, experience, communication, motivation, reliability, willingness to learn and expectations are considered against the search profile. Documented evidence remains distinguishable from observations made in conversation. The Candidate Passport brings the approved information together in a consistent structure and marks open points. Employers can therefore compare suitable profiles against the same criteria and prepare their professional questions. The presentation is neither official certification nor an algorithmic ranking and replaces no examination by the company. Uncertainties remain visible and are prepared for the subsequent employer interview through carefully targeted questions.
DACHma Talent coordinates the employer interview, but the company actively shapes the professional meeting. Typical working situations, the team context, working hours and mutual expectations should be discussed specifically. Candidates also have room for questions. The employer alone then decides whether to offer an employment or training contract. Interview and Passport together provide a basis for the decision, but do not guarantee subsequent performance. Commitments and matters still requiring clarification are recorded transparently for the next phase. The documented decision then forms the clear foundation for contract and organisation within the project.
Would you like to assess this step for your specific staffing requirement?
Describe your staffing needsDocuments, visas, recognition and entry
Required steps are coordinated organisationally and the status is communicated transparently. Public authorities, recognition bodies and other competent organisations decide independently.
Following a positive selection, required employer and candidate documents are arranged for the individual case. DACHma Talent assists with organisational compilation, coordinates queries and communicates status. Whether recognition is required, which evidence counts and which procedural route is suitable depend on the occupation, type of hire and individual case. Public authorities, recognition bodies and other competent organisations assess matters independently. General checklists support the work but replace neither current official requirements nor legal advice on the specific case. Employers can therefore see what contribution is currently required from them and which decision remains outstanding.
Accommodation and entry are not planned separately from employment. Accessibility of the location, working hours, confirmed contacts and initial journeys form part of preparation. Schedules show dependencies and are updated if documents are missing or external queries arise. DACHma Talent can provide coordination and transparency, but guarantee neither visa, recognition, outcome nor entry date. The employer therefore keeps internal start planning flexible and prepares the workplace conditions for an orderly first working day in parallel. Open matters are assigned to responsible persons and followed through until the handover.
Responsibilities at a glance
Who handles what — and who makes the decision?
Clear roles prevent false expectations. DACHma Talent coordinates the process, while employers and competent authorities retain their respective decision-making powers.
| Phase | DACHma Talent | Employer | Competent authority |
|---|---|---|---|
| Search profile | Facilitates, structures and documents the requirement | Describes the workplace and approves the criteria | – |
| Search and pre-selection | Recruits, reviews approved information and prepares the Candidate Passport | Conducts the professional interview and makes the selection | – |
| Contract and documents | Coordinates information, status updates and next steps | Defines employment terms and concludes the contract | Reviews matters only within its legal remit |
| Visa and recognition | Supports the organisational preparation | Provides the required employer information | The authority or recognition body decides independently |
| Onboarding and aftercare | Prepares the transition and supports agreed check-ins | Manages, instructs and provides job-specific induction | – |
Germany Ready and onboarding
Working life, communication, housing and settling in independently are prepared in advance. The company also receives guidance for the first days and its internal induction.
The Germany Ready Academy prepares candidates in practical terms for work or training in Germany. Topics may include communication, punctuality, responsibility, team and shift culture, rights and obligations, housing, budgeting and independent orientation. Content is adapted to the type of hire, occupation, company and location. The internal Germany Ready Certificate records this preparation, but is not officially recognised evidence. It replaces neither a language certificate nor professional or official examinations. Employers also receive guidance on the workplace preparation that should sensibly follow before the actual first working day at their company.
Good onboarding begins before arrival. The employer appoints contacts, prepares equipment and instruction and structures the initial tasks clearly. For apprentices, the connection with vocational school is also considered. DACHma Talent coordinates Pre-Departure, arrival and the handover within the agreed scope. The company remains responsible for induction, management and performance assessment. Clear routes for questions help distinguish language-related uncertainty from a professional learning need and clarify expectations together during the first few weeks. Agreed feedback dates make progress and remaining support needs regularly visible to both sides.
Twelve months of aftercare
Regular check-ins and a dedicated contact support the employment or apprenticeship following arrival. Any replacement search applies only under the final conditions agreed in the contract.
Aftercare follows workplace onboarding and creates fixed opportunities for discussion over twelve months. Depending on the project, check-ins cover induction, training, language, team communication, accommodation or practical daily organisation. DACHma Talent moderates within the agreed framework, records next steps and follows up open points at later meetings. Employers and employees retain their respective responsibilities. The support is intended to make misunderstandings visible early, but guarantees neither performance development, successful completion of training nor permanent retention. Each meeting ends with clear responsibilities for the agreed next steps before the following date.
Any replacement search can apply only under the prerequisites and exclusions of the final contract. It is not presented as a blanket replacement guarantee or certain new placement. Even where a search has been agreed, candidate availability, the employer's decision and official procedures remain independent factors. Companies should therefore examine the service scope and conditions completely before commissioning. Feedback from aftercare and onboarding can at the same time help improve future search profiles, induction and internal communication objectively. Contractual clarity remains more important than a shortened promotional claim about reducing the risks of international hiring.
Clear answers
Frequently asked questions
These answers set out the scope, requirements and boundaries transparently.
Send us your questionMust all services be commissioned together?
Following the Employer Assessment, the individual proposal describes the specific scope of services and adapts it to the actual staffing requirements.
What is the Employer Assessment?
It is the structured clarification of the role, number of hires, qualifications, language and company conditions before the search begins.
What does the Candidate Passport contain?
It brings together approved candidate information and the structured assessment for the employer's decision; details depend on the profile and data protection requirements.
Is the Germany Ready Certificate officially recognised?
No. It is an internal DACHma Talent quality record, not an official qualification or evidence issued by a public authority.
Which responsibilities remain with the employer?
The company defines its requirements, makes the professional decision, provides the necessary documents and is responsible for the contract, workplace and internal onboarding.
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