Staffing division
For employersWe are your partner for the placement, the selection and the temporary supply of highly qualified specialists — in engineering as well as in the skilled trades.
Contract types
Choosing the contract type is not a formality. It settles who may issue instructions, who keeps the records and what is owed in the end.
In practice it comes down to three questions. First: do you need extra hands under your own technical direction? Then Temporary staffing is the direct route. Second: is the post to be filled permanently with you? Then Permanent placement is right. Third: is there a defined work package for which a result is owed? Then it is the service or work contract.
We will tell you honestly which route fits — even when it is the one we earn less on. A wrongly chosen contract type comes to light at the next audit at the latest, and then the damage outweighs the advantage.
You direct the work, we hold the employment contract including recruitment, staff management and support. Unlimited licence under § 1 (1) AÜG.
Job description, requirement profile, review of the documents, shortlisting and interview — as part of the process or complete.
A defined work package with a cost and performance concept, our own supervision and formal acceptance. Long-term tasks on site as well.
For larger volumes we coordinate the staffing on site and bundle several trades — together with partners.
You describe the trade, the numbers and the period.
Temporary staffing, placement or work contract, depending on the goal.
The specialist stands at your plant, with all the proof in place.
Between “we are short of someone” and the first working day lie papers, checks and an instruction. That is our part of the job.
The focus lies clearly in engineering and the skilled trades — that is where we come from.
What we do not do: We do not place staff in fields we cannot judge professionally. When we say no, there is a reason — and it is rarely the price.
Capacity, a permanent hire or a result — that decides which contract type is right. Each has its own page.
You direct the work, we hold the employment contract. Unlimited licence under § 1 AÜG.
Go to page 02Job description, shortlisting, interview — as part of the process or complete.
Go to page 03A defined work package with a cost and performance concept, our own supervision and formal acceptance.
Go to pageThe most common reason for a postponed start date is missing proof — not missing staff. Two details are enough for the list.
We are small enough for the management to know who is working where — and large enough to staff a shutdown team.
What follows from that: short routes when questions come up, one contact instead of a ticket system, and decisions that do not have to travel a floor upwards first.
By who gives the instructions. If your people on site say what is to be done and when, it is temporary staffing. If we deliver a defined work package with our own supervision and a result is signed off, it is a work contract. There is no hybrid — it would be a risk for both sides.
The German Temporary Employment Act limits the assignment period; different rules may follow from the collective agreements in your industry. We check this with you before the contract is signed, so you do not run into a deadline trap.
On request yes: job description, requirement profile, review of the documents, shortlisting and interview. At the end you only give the final go-ahead and hire directly. Individual parts of the process are equally possible.
On request we send the current certificates from the tax office, the employers' liability insurance association and the health insurers, plus the approval for work in radiation protection areas.
The same working day if your enquiry arrives by the afternoon. What you get is a firm answer — even when it is that we cannot keep the date.
Trade, number, place and period are enough for a first proposal. Everything else we settle in conversation.
