I advise employers on lawful, fast and clean hiring of non-EU talent. Below is a practical map of the main routes besides the EU Blue Card, what they are good for, and how to avoid delays.
Why this matters now
Germany’s Skilled Immigration Act has expanded options and simplified several steps. That is good news—but only if you choose the right route for each hire. The wrong route costs weeks. The right one shortens onboarding and reduces risk.
The main routes beyond the EU Blue Card
1) Skilled worker permits (Sections 18a/18b)
When it fits: the candidate has a recognised qualification (vocational training or academic degree) and a matching job offer. Formal recognition may be required before entry, unless another pathway applies.
2) IT specialists with professional experience (Section 19c(2))
When it fits: experienced IT professionals who can prove several years of relevant work even without a university degree. A suitable employment contract and proof of experience are key.
3) Recognition partnership (enter first, recognise in Germany)
When it fits: the candidate’s foreign qualification is not yet recognised, but you are ready to employ them while the recognition procedure is completed in Germany. Employer and employee commit—formally—to carry out recognition after entry.
4) Intra-Corporate Transferee (ICT) Card
When it fits: managers, specialists or trainees transferred from a non-EU entity to your German entity for a limited period. Enables mobility within the EU under ICT rules.
5) Western Balkans Regulation (quota track)
When it fits: candidates from the Western Balkans in non-regulated occupations, under an annual quota. Useful for operational roles where other routes do not apply.
6) Opportunity Card (Chancenkarte) → switch to employment
When it fits: candidates come to Germany for job search under a points/baseline system, work part-time during the search and—once employed—switch to a regular employment title.
Which route when? (simple map)
- Degree or recognised vocational training that matches the job? Start with Skilled worker 18a/18b.
- Strong IT experience but no degree? Consider IT specialists (19c(2)).
- Qualification not yet recognised but you can employ and train? Use a Recognition partnership.
- Internal transfer from a non-EU group company? Use an ICT Card.
- Candidate from Western Balkans and role fits quota track? Western Balkans Regulation.
- No offer yet but a strong profile? Opportunity Card for job search, then switch.
Contract & compliance essentials (HR quick wins)
- Job–qualification match: job title and duties must fit the candidate’s qualification/experience and the chosen route.
- Salary comparability: offer market-level pay appropriate to the role and route. Some routes may require authority review.
- Recognition & licences: for regulated professions, plan recognition steps early; for partnerships, define milestones in writing.
- Onboarding timing: plan start dates with buffer for visa appointments, authority checks and biometrics.
- Policies: clarify probation, working time, remote/hybrid rules, and confidentiality. If you use a post-contractual non-compete, ensure it follows legal requirements (including compensation).
My step-by-step for employers
- Pick the route first. Map the candidate to the right pathway (18a/18b, 19c(2), Recognition partnership, ICT, Western Balkans, Opportunity Card→switch).
- Prepare evidence. Degree/recognition (or experience proof), CV with duties, references, licences (if regulated), and a clean job description.
- Align the contract. Title, tasks and salary consistent with the chosen route. Add a checklist for HR and the candidate.
- Coordinate with authorities. Where required, support the candidate for recognition, approvals and appointments. Keep a single contact person for status.
- Plan the switch or extension. For Opportunity Card or recognition partnership, schedule the later switch to a standard employment title and set internal reminders.
Common pitfalls I see (and how to avoid them)
- Wrong route: applying for a title that does not fit the profile. Decide the route before drafting the contract.
- Evidence gaps: missing proof of experience for the IT route, or incomplete recognition files for regulated roles.
- Title–task mismatch: job title does not reflect duties; fix with a precise description aligned to the route.
- Late planning for switches: forgetting the later switch (e.g., Opportunity Card → employment) and losing weeks.
- Underestimating lead times: consular slots, local appointments and biometrics need buffer time.
FAQs
Can we hire experienced IT talent without a degree?
Yes, under the IT specialists route with proven professional experience and a suitable contract. Choose this route only if the profile clearly fits IT.
Do we always need recognition before entry?
No. With a recognition partnership, the employee can enter and complete recognition in Germany while working—subject to meeting the legal requirements and formal commitments.
When should we use an ICT Card?
For time-limited transfers of managers, specialists or trainees from a non-EU group company to your German entity. It also enables certain EU mobility rights.
What is the Western Balkans Regulation useful for?
For candidates from the Western Balkans in non-regulated occupations under an annual quota. It is practical when other routes do not apply.
Can candidates work while searching under the Opportunity Card?
Yes—up to a limited number of hours per week and short job trials. Once they have a suitable offer, they switch to an employment title.
How do we speed things up?
Pick the correct route, draft a clean job description, prepare evidence early, and plan authority appointments with buffer time. One project owner in HR keeps momentum.
Call to action
Schedule a personal consultation. I will map the right route for your role, align contract language with immigration rules, and set a clear onboarding timeline.
Further reading (official)
- Make it in Germany — Work visa for qualified professionals (Sections 18a/18b)
- German Missions — IT specialists with professional experience (Section 19c(2))
- Make it in Germany — Employment within a recognition partnership
- Make it in Germany — Intra-corporate transfer (ICT) card
- EU Immigration Portal — ICT Germany
- Update — Western Balkans Regulation quota increase
- BMI — Opportunity Card (from 1 June 2024)
Disclaimer: This article provides general information and does not replace individual legal advice.
