Licensed recruitment of skilled Filipino professionals for German employers. Your company is the direct employer — we run selection in Manila, the German permit process and the Philippine exit formalities end to end. From 1 worker.
Route, language, occupation and regional guides for hiring Filipino workers in Germany — each answers one question, all lead back here.
Every German project runs on the same backbone: you define the roles, headcount and start date; our own DMW-licensed agency in Manila, Prime Search, sources and trade-tests candidates; you approve the shortlist (on-site or online); and we coordinate the German immigration procedure — the accelerated § 81a procedure is filed by you at your Ausländerbehörde with the worker's authorisation, and we prepare and coordinate the file on your behalf where permitted while the Philippine side — contract verification, medical, pre-departure orientation and the Overseas Employment Certificate — runs in parallel. The employment contract is signed and verified before departure; your new employee lands, completes local onboarding and clocks in.
The German specifics below are the part that makes Germany different from every other market we serve.
Skilled Immigration Act · recognised qualification (§ 18a), professional-experience route (§ 6 BeschV) or recognition partnership (§ 16d), depending on the role. Germany's Skilled Immigration Act (Fachkräfteeinwanderungsgesetz) offers three distinct routes, and which one applies depends on the candidate's qualification. (A) Skilled worker, § 18a: the vocational qualification is recognised as equivalent in Germany before entry; no general salary threshold under 45, but a worker aged 45 or over at first entry needs €55,770 a year in 2026 or adequate pension provision. (B) Professionally experienced worker, § 19c(2) with § 6 BeschV: no German recognition, but a qualification state-recognised in the Philippines with at least two years' training, at least two years' relevant experience in the last five, and pay of at least €45,630 a year in 2026 — or tariff pay in a company bound by a collective agreement. (C) Recognition partnership, § 16d(3): a two-year state-recognised qualification, German A2, a concrete qualified job and a written partnership agreement; recognition is completed in Germany within three years. In all three, the employer can use the accelerated skilled-worker procedure (§ 81a) at its Ausländerbehörde. Short-course certificates alone do not open routes A–C; those candidates come as apprentices under § 16a with B1 German.
Labour-market test: No general labour-market test for qualified workers; the BA checks that pay and conditions match German standards.
Shortage occupations: Germany's Federal Employment Agency identified 157 occupational groups with skilled-worker shortages in its 2025 analysis (published 2 September 2026), with persistent shortages in healthcare and care, construction and skilled trades, cooks and professional drivers. Even so, the gate for a Filipino candidate is qualification recognition or the two-year-training test of the experience route — not a shortage list.
Deploying a Filipino worker abroad is regulated by the Department of Migrant Workers (DMW). Migrant Workers Office (MWO) Berlin verifies the employer and the employment contract before deployment. The verified contract, together with the job order approved by the DMW, allows the worker to obtain the Overseas Employment Certificate (OEC) — the exit clearance without which no Filipino worker can legally leave for a job abroad. Pre-employment orientation, medical examination at a DOH-accredited medical clinic authorised to examine overseas Filipino workers and pre-departure orientation complete the sequence. Because we operate the licensed agency ourselves, this runs in parallel with the German permit rather than after it.
Typical gate-to-gate time for Germany is 4–7 months from signed engagement to the first arrival, driven mainly by the chosen immigration route, qualification recognition where required, German authority processing and the Philippine DMW/MWO deployment process. Sourcing and trade testing usually take two to four weeks and are not on the critical path. We give you a written timeline for your specific role before you commit.
Sectors where German employers most often hire Filipino workers through us:
Our contractual partner is the employer, and it is the employer we invoice for the service. You receive an individual offer for Germany covering sourcing, trade testing, documentation, the permit process and arrival support — there is no price list, because volumes, roles and the German route differ from project to project. Direct employment means the worker's wage is paid by you under your German contract; there is no intermediary employer.
A German employer briefs us on roles and headcount. Within two to four weeks we present trade-tested candidates from Manila with video assessments; the employer interviews online and approves. You file the accelerated procedure at your Ausländerbehörde with the worker's authorisation, and we coordinate recognition, Federal Employment Agency approval and the visa appointment in Manila while Prime Search completes the DMW documentation. The employment contracts are signed and MWO-verified before departure; on arrival the workers complete registration and local onboarding and start on the floor — with our team reachable for the first months of integration. Whether the project is one specialist or a full shift, the mechanics are identical.
Not necessarily. A welder with a two-year technical diploma and two years' experience can come on the professional-experience route without recognition, at tariff pay or €45,630 a year; a welder with a short-course certificate only cannot, and comes as an apprentice or through a recognition procedure with compensation measures. Regulated professions such as nursing always require recognition. We assess each profile before you commit.
There is no general German-language requirement for the skilled-worker (§ 18a) and professionally-experienced-worker (§ 6 BeschV) routes, though employers usually want at least A2 for safety and integration. The recognition partnership requires at least A2 German as a residence requirement, the vocational-training visa B1, and regulated professions have their own rules — nursing requires at least B2 for professional recognition.
Yes. The future employee authorises the German employer to initiate the § 81a procedure with the competent Ausländerbehörde; we coordinate the documentation and process with the employer. It bundles recognition, Federal Employment Agency approval and pre-approval under statutory deadlines.