Candidate already found: structure the documents and next route

For employers who have already selected someone

This service route begins not with a search but with an existing contact. This may be someone the business met directly, a recommendation from its own network or a selection that has already been made. Before starting, DACHma Talent considers whether it can support the intended route professionally and organisationally and identifies which steps remain outstanding. Official information for employers is available from Bundesportal Make it in Germany.

A personal commitment or signed contract does not replace a review of the formal starting position. Occupation, qualification, professional experience, proposed duties, contractual terms, language and intended residence route must be considered together. Gaps identified early can be addressed systematically; no official decision is anticipated.

• A specific person has already been selected
• The employer does not require additional candidate sourcing
• Documents, responsibilities and next steps need structure

2. Identify the recognition route and competent body

Whether professional recognition is required, available or helpful for the intended route depends, among other things, on the occupation, qualification, proposed duties and procedure. Regulated professions require a different assessment from many non-regulated roles. A foreign job title must not automatically be treated as equivalent to a German reference qualification.

DACHma Talent supports organisational preparation and follows up questions, submissions and missing records. The competent recognition body assesses the qualification and decides the procedure. DACHma Talent does not provide legal advice and promises neither equivalence nor a particular decision or processing period.

4. Prepare arrival and workplace onboarding

A complete procedural file does not by itself create a good start at work. Before arrival, accommodation, access to the workplace, initial appointments, contacts and necessary company access should be clarified. The company plans induction, occupational safety, technical guidance, team introductions and realistic learning stages for the first weeks.

DACHma Talent can structure a task list and handover points. Technical induction, people management, performance assessment and safe work organisation remain with the employer. Where Aftercare is agreed, feedback after the start is structured; this cannot guarantee a particular level of performance, development or retention.

What this service route does not include

The service does not include candidate sourcing, comparative pre-selection of additional people or a promise that the existing person can be hired or that a procedure will succeed. If the employer later needs alternative profiles, this requires a separate search assignment with its own Employer Assessment.

DACHma Talent replaces neither legal nor tax advice, official assessment or the employer's decision. The specific scope is agreed only after reviewing the starting position. The company therefore does not pay a flat amount for steps that are unnecessary in the individual case and also knows which tasks remain outside the assignment.