The Reality in Electrical & SHK Recruitment
01
Apprenticeship positions remain unfilled for months
Many electrical and SHK companies struggle to fill apprenticeship positions in time.
Vacancies often remain open for months, disrupting workforce planning and putting additional pressure on existing teams.
02
High recruitment effort with low-quality applications
Recruitment requires significant time and management attention — often with little return.
Applications frequently lack basic qualifications, motivation, or a realistic understanding of craft work, leading to frustration and wasted effort.
03
Dropouts caused by unrealistic expectations
Even when positions are filled, early dropouts are common.
Unclear expectations about workload, worksite conditions, or long-term commitment often result in candidates leaving during probation or early training.
04
Administrative complexity around visas and onboarding
International recruitment adds layers of administrative work.
Visa processes, documentation, timelines, and onboarding coordination create complexity that many craft businesses are not set up to handle internally.
A Structured and Predictable Recruitment Model
We focus exclusively on electrical and SHK trades and prepare candidates before they enter your company.
Careful pre-selection
Candidates are carefully pre-selected educational background, reliability, and motivation for long-term work in German crafts.
Only candidates who meet basic professional and personal criteria move forward — reducing unsuitable placements from the start.
Language and cultural preparation
Candidates receive German language training and cultural preparation before arrival.
This includes basic worksite communication, understanding of German work culture, and realistic expectations regarding daily work, hierarchy, and responsibility — enabling smoother integration into your team.
Early employer matching
Companies are matched with candidates early in the process, before relocation.
This allows you to interview candidates, clarify expectations, and plan onboarding timelines in advance — instead of hiring under time pressure.
Coordinated visa and relocation support
Visa, documentation, and relocation steps are coordinated centrally.
This reduces administrative workload for your company and ensures that entry, onboarding, and apprenticeship start dates are aligned and predictable.
Frequently Asked Questions
Language level at start?
Candidates start with German level A2, tested and certified by the Goethe-Institut.
Language preparation focuses on everyday communication and basic worksite vocabulary.
How does the matching work?
A CV book is shared in advance, including candidate profiles, trade background, and short introduction videos. Each year, a matching day takes place in April in Beirut, which companies can attend either in person or remotely. On matching day, interviews are conducted, final matches are confirmed, and contracts are signed.
What happens if it doesn’t work out?
If a placement does not work out, your company has no different obligations than with a German apprentice.
The employment can be terminated during probation.
We manage the return process and provide a free replacement candidate for up to four months, ensuring continuity and reduced risk.
What are the costs?
Costs depend on the cooperation model and number of apprentices.
Details are discussed transparently during an introductory call, based on your company’s needs and planning horizon.
There are no hidden fees and no obligation before alignment.
Who handles visas and immigration?
We manage the entire visa and immigration process.
All coordination, documentation, and timelines are handled centrally.
For your company, the process is completely hassle-free and does not require any visa expertise.
