An integrated talent acquisition system instead of one-off staffing.

Frequently asked questions

• What makes DK Zuvis different from a classic recruitment agency?

  Classic agencies hand over profiles and disappear after the commission. We train our candidates ourselves through the partner language school IVTIE, know each person personally for months and remain responsible for 12 months after arrival, with monthly check-ins with apprentice and company. When something goes wrong, you don't call a hotline; you call the person who has known your apprentice since their first German lesson.

• What language level do the candidates really have?

  At least B1 with an official certificate (Goethe/ÖSD/telc) before entry, with B2 as the target. You receive the original certificate and on request a video call with your candidate so you can judge for yourself. We don't accept self-assessments like 'good spoken and written German' ourselves, so we don't ask you to either.

• How long does the process take from commissioning to the first day of work?

  From first contact to arrival: 4–8 months if the person already holds B1/B2; 18–26 months when starting from A1. The biggest variable is the wait for an embassy appointment (currently 8–16 weeks).

• What happens in case of a drop-out?

  If an apprentice leaves during the probation period for reasons outside the company, we provide a free replacement from our pool. The details are fixed transparently before the contract is signed.

• Who bears which costs (visa, flight, housing)?

  All recruitment, training and placement costs are borne by the company. Candidates incur no costs, following the ILO 'Employer Pays' principle. How visa fees, flights and housing are allocated in detail is put in writing before the contract is signed.

• What will be expected of us as a company?

  A manageable amount: you sign the training contract, support the housing search where possible, appoint an in-company mentor and take part in two onboarding meetings. We structure the rest: authorities, vocational school, language coaching, check-ins. Your effort concentrates on what only you can do, good training.

• Do the candidates pay anything?

  No. Employer-pays principle without exception: no placement fees, no hidden costs, no debt relationships. Candidates who have to go into debt to be placed are under a pressure that poisons integration from the start. More on our Fair Recruitment page.

• Is funding available?

  We help you review suitable federal and state programmes (including ESF Plus). Whether and how much applies depends on the individual case, we clarify that transparently in the intro call.