Workers from Vietnam and Asia: how the procedure works

Staff from Eastern Europe are usually on site within 7 to 10 days. For workers from Vietnam, the Philippines, India, Nepal, Pakistan or the Central Asian CIS states, that window expressly does not apply. Anyone recruiting outside the EU should plan for several months until the necessary work permits are in place in the country of origin. That is precisely why our selling point is not speed but predictability: you know where you stand at every step.

It starts with recruitment on the ground. In Vietnam we work through our own network, in South and Central Asia through partners. Candidates are selected against your requirement profile, not picked from anonymous lists. We know the candidates before you meet them, and in a procedure that runs for months, that is the decisive difference.

The second step is the qualification and language check. Certificates, documented professional practice and work samples are part of every selection. With welders we assess by process, that is MAG, TIG and stick, not by paperwork. On request we run video interviews together with your company before a decision is made.

Then come the permits. That part is the responsibility of the partner company in the country of origin: it arranges the work permit and the remaining documents, and we do not advise on visas or deal with authorities abroad. Whether a document holds up legally for your assignment is something your company verifies, and no serious provider can guarantee the decisions of an authority. Our role is that of intermediary and coordinator: we bring the information together, report every interim step, and give you a realistic schedule after the requirement analysis.

The legal framework matters. Temporary staffing (German AÜG, Arbeitnehmerüberlassung) is reserved for workers with an EU passport. Staff from third countries are therefore deployed exclusively through service, contract-for-work and subcontracting models, never as temporary staffing. We design every model so that it is clearly separated from bogus self-employment and disguised labor leasing, and we turn down anything we cannot separate cleanly, even when it costs us business. The legal assessment in the individual case remains with your company.

Finally come travel, housing and the start of work. Travel and accommodation are organized before the journey begins, and a dedicated, multilingual contact person supports both the worker and the company beyond the first working day. Many candidates speak English, those from Central Asia frequently Russian, and we support German courses.

Our Asian network now covers nine countries of origin: Vietnam and the Philippines, plus India, Nepal and Pakistan as well as the Central Asian countries Kazakhstan, Uzbekistan, Kyrgyzstan and Turkmenistan. If you have a requirement, describe it to us. You will receive an honest assessment of profiles, procedure and schedule before you decide.