Skilled tradespeople from India for your business
Electricians, automotive mechatronics technicians, plumbing and HVAC installers or welders: in the trades, the actual qualification matters more than the job title. We assess with you whether your vacancy can be filled with a professional from India and which route is realistic.
On request, after reviewing the role, qualification and recognition route. No confirmed candidate pool, no promised start dates and no temporary staffing or employee leasing.
Trades we assess with you
The following trades are examples for assessing your requirement, not a list of occupations we promise to supply. Indian training is often structured differently from the German dual system, so we compare content and practice, not just titles.
Electricians and electronics technicians
Electrical installation, building and energy systems or plant maintenance. Indian ITI or diploma qualifications are compared individually with the German reference occupation; safety rules and standards must be clearly understood.
Automotive and mechatronics technicians
Vehicle diagnostics, servicing and repair, or mechatronics in industry and workshops. Specify vehicle types, diagnostic systems and whether high-voltage or electric vehicles are part of the job.
Plumbing, heating and HVAC (SHK)
Sanitary, heating and air-conditioning systems including heat pumps. Work at customer sites requires more German, documentation and independence than workshop-only roles.
Welders and metalwork
Welding, metal and steel construction or industrial mechanics. Welding processes, materials and existing welder certifications are recorded separately; a test to German standards may be needed before deployment.
What we need to assess your trade vacancy
A precise brief shows early on whether recognition, a bridging qualification or another route is needed, and avoids false expectations on both sides.
- Trade and reference occupation
- Which German vocational occupation fits the role best? Describe the tasks, level of independent responsibility and whether a fully qualified journeyman (Geselle) is expected or supervised tasks are enough.
- Work location and setup
- Workshop, construction site or field service, working hours, on-call duty and driving licence. Installation at customer sites places different demands on language and independence than work in a fixed team.
- Language by task
- Which safety briefings, team conversations and customer contacts must work in German? We assess language needs by task and do not promise a blanket level.
- Pay and contract terms
- Gross salary, collective agreement, working hours and benefits. Pay is relevant to the immigration route and is checked early.
- Onboarding and qualification
- Who trains the new colleague, which in-house training is planned, and could your business support a bridging qualification if recognition identifies differences?
From trade vacancy to an assessed search
We start with your vacancy and the recognition question, not with a promise of tradespeople available immediately.
Classify the role and reference occupation
We discuss the trade, tasks, location, salary and onboarding and match the role to a German vocational occupation.
Assess the recognition route and feasibility
We check whether full recognition, a bridging qualification or a work-experience route is realistic, and which documents and language skills are needed.
Search and technical selection
After a positive assessment we agree the search. You run the technical interviews, ideally with a practical task, and decide on the hire.
Recognition, visa and arrival
Recognition application, language preparation, entry and onboarding are coordinated according to the agreed scope of services.
Clear responsibilities before deployment
- Your business
- You describe the actual work, run the technical selection, decide on the hire and are responsible for the employment contract, workplace safety, instruction and onboarding.
- IndoFachkraft
- We structure the enquiry, assess feasibility and agree the search and support. We do not promise particular profiles, recognition or permission.
- Applicants and competent authorities
- Applicants provide certificates, training records and proof of work experience. Chambers and authorities decide on equivalence and residence permits.
Clarify recognition and the immigration route first
In the trades, almost everything depends on how an Indian qualification compares with the German reference occupation. That determines which route into employment is possible.
Equivalence of the qualification
Chambers of crafts (Handwerkskammern) are usually responsible for craft trades and IHK FOSA for industrial occupations. They compare the qualification with the German reference occupation and find full, partial or no equivalence.
Routes after partial recognition
Where significant differences are found, § 16d AufenthG can allow residence for a bridging qualification or a recognition partnership with your business. Whether this fits depends on the person, the role and your capacity.
Skilled worker or work experience
§ 18a AufenthG covers skilled workers with recognised vocational training. § 6 BeschV can open another route for people with at least two years of experience and a qualification recognised in their home country, subject to a salary threshold or collective agreement.
Your next steps
Professional recognition
How we prepare and support the recognition application with chambers and authorities.
Working with us as an employer
How we clarify German employers' hiring needs and agree the scope of our work together.
Recruitment and selection
From the requirements brief through the search to your selection decision.
Explore our services
Support that can be agreed for language, recognition, immigration and integration.
Could a search in India fit your trade vacancy?
Tell us the trade, tasks, location, salary and onboarding. We start with the recognition route and feasibility, not a promise of availability.