Six steps to sustainable staffing
The same route for every model and every sector. We only place candidates who meet your requirements and are ready for sustainable integration.
Requirements Analysis
We start by understanding the position and your company. Together we record the tasks, qualifications, language level, working model and start date, and we agree what is mandatory and what is preferred.
What happens
- Call or on-site meeting with the hiring manager.
- Written requirements profile, confirmed by you before the search begins.
- Agreement on volumes, timeline and the right staffing model.
- Typical duration: 2–3 working days
- Output: agreed requirements profile
Talent Search
We search our candidate networks in India for professionals who match the profile, drawing on our knowledge of the Indian labour market, its training systems and its regional talent pools.
What happens
- Active sourcing through our own networks and partners in India.
- Pre-selection against the mandatory criteria in the profile.
- Longlist reviewed internally before any candidate is contacted about your role.
- Typical duration: 1–3 weeks
- Output: pre-selected longlist
Interviews
Our team interviews every candidate first, covering experience, motivation and readiness to relocate. You then interview a focused shortlist, online or on site.
What happens
- Structured first interview by Unicus Global Consulting.
- Shortlist of suitable profiles with a summary per candidate.
- Client interviews coordinated across time zones.
- Typical duration: 1–2 weeks
- Output: your selected candidates
Testing
Before we confirm a placement, we verify what each candidate claims. Skills, language and background checks make sure the fit is right.
What happens
- Technical and practical skills testing relevant to the role.
- Language assessment against the level agreed in the profile.
- Background checks and verification of certificates and documents.
- Runs in parallel with interviews
- Output: verified candidate file
Integration
We prepare candidates for their new workplace and handle the steps that turn a selected candidate into a new colleague.
What happens
- Visa application and recognition of qualifications.
- Language and cultural preparation before departure.
- Travel, arrival, accommodation and registration support.
- Typical duration: 4–12 weeks
- Output: first working day
Support
Our work does not end on the first day. We stay in contact with you and your new employee to make the placement last.
What happens
- Regular check-ins with the employee and the hiring manager.
- Help with questions about work, housing and daily life.
- A named contact for any issue that comes up.
- Ongoing
- Output: sustainable integration
Three inputs, and we can start sourcing
Step 01 only runs as fast as the information you can give us. Bring these three and the written role profile can be drafted in the first conversation.
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A role profile
What the person does on an average shift, the qualification or certificate that is genuinely mandatory, the language level the job needs, and the physical demands. A job advert works; a task list works better.
If it does not exist yet, we draft it with you in the first call.
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Volumes and shift model
How many people per role, the shift pattern they will work, and whether the need is a one-off, a seasonal peak or a standing requirement. Tell us the pay band and the collective agreement that applies.
Example: 12 order pickers, three-shift, standing requirement from Q1.
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A start date
The date the first worker should be on site, and whether it is fixed or indicative. For roles requiring a visa or recognition, plan four to twelve weeks from confirmed selection.
Earlier dates are possible where candidates already hold a permit.
Not sure yet? Send what you have and we will tell you what is missing.
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Every step leaves a paper trail
Temporary staffing in Germany is regulated under the Arbeitnehmerüberlassungsgesetz (AÜG). A provider without a valid licence cannot lawfully supply workers, and the hirer carries part of the risk when the paperwork is not in order. Our process is built so that the documentation exists before it is asked for, not afterwards.
You receive the licence details and the relevant records with the contract, and any auditor or works council can be shown the same file.
Licence number, issuing authority and validity date to be confirmed before launch. This section is placeholder copy pending legal review.
What we hold and hand over
- AÜG licence
- Permit for employee leasing issued by the Bundesagentur für Arbeit, shown on request.
- Equal treatment and equal pay
- Pay and conditions benchmarked against the comparable position at your site, or the applicable collective agreement.
- Working time records
- Hours logged per worker per shift, retained and available for inspection.
- Minimum wage and payroll
- Payroll run in Germany with social contributions, minimum wage and any sector floor applied.
- Work authorisation
- Residence title, work permit and recognition documents verified before the first shift.
- Data protection
- Candidate data processed under the GDPR, with a data processing agreement in place.
Let’s get started together
Send the role, the volumes and the start date. You receive a written response within two working days, including a realistic timeline for that role.