Hire Employees in Germany Without an Entity

Hiring employees in Germany can give an international company access to experienced professionals, one of Europe’s most important consumer markets and a strong base for regional expansion. However, many businesses are not ready to establish a German subsidiary before making their first hire.

Opening a local company requires more than registering a business address. The employer must arrange tax registrations, payroll processes, social insurance reporting, employment documentation, accounting and ongoing corporate administration. For a company planning to hire one employee, test the German market or build a small remote team, this may create unnecessary cost and delay.

A practical alternative is to hire employees in Germany without establishing your own legal entity. This can be done through an Employer of Record, which employs the worker locally and manages the formal employment obligations while your company directs the employee’s day-to-day work.

Brain Source International helps foreign companies recruit, employ and support professionals in Germany without requiring them to create a German subsidiary from the beginning.

Can a Foreign Company Hire Employees in Germany Without an Entity?

Yes. A foreign company can hire employees in Germany without creating a German subsidiary by using a locally compliant employment structure such as an Employer of Record.

Under this arrangement, the Employer of Record becomes the legal employer named in the German employment contract. It handles the employee’s payroll, statutory deductions, social insurance registration, employment documentation and other formal employer obligations.

Your company remains responsible for the commercial and operational side of the relationship. You select the candidate, define the role, assign work, establish business objectives and manage performance.

This allows an international business to begin hiring employees in Germany before committing to company incorporation.

Companies considering this model should first review how Employer of Record services in Germany work and which responsibilities remain with the client company.

Why Hiring Directly Without an Entity Is Complicated

It is sometimes technically possible for a foreign business to register as an overseas employer without establishing a subsidiary. However, avoiding incorporation does not automatically remove local employer obligations.

An overseas company may still need to:

• register with the appropriate German authorities;
• arrange German payroll;
• withhold wage tax;
• register employees for social insurance;
• make employer and employee contributions;
• issue compliant employment documents;
• comply with German working-time and leave rules;
• maintain payroll and HR records;
• manage statutory notifications;
• follow German termination procedures.

EU guidance states that an employer hiring staff in another EU country generally needs to register with the local authorities and comply with the applicable social security requirements, even when the business itself is not based in that country.

For companies without German HR, payroll and legal expertise, direct registration can become almost as operationally demanding as establishing a subsidiary. This is one reason many organisations use an Employer of Record during the initial phase of expansion.

What Is an Employer of Record in Germany?

An Employer of Record, commonly abbreviated as EOR, is a local organisation that legally employs a worker on behalf of another company.

The EOR signs the employment contract with the employee and manages the formal employment relationship. The client company receives the employee’s services and supervises their daily activities.

In practice, the arrangement typically works as follows:

1. Your company identifies the role and selects the candidate.
2. The EOR prepares a locally compliant employment contract.
3. The employee signs the agreement with the EOR.
4. The EOR registers the worker for payroll and social insurance.
5. Your company directs the employee’s work and performance.
6. The EOR processes payroll and manages ongoing employment administration.

Employers are generally responsible for registering employees with the German social security system where the employment is subject to social insurance contributions.

The EOR model does not replace recruitment or operational management. It provides the legal employment infrastructure needed to employ the selected candidate in Germany.

Companies that have not yet found a suitable professional can combine the model with international recruitment services in Germany.

Who Should Hire Employees in Germany Without an Entity?

Hiring without a local entity is particularly useful when a company needs flexibility, speed or a lower-risk way to enter the German market.

Companies Hiring Their First Employee in Germany

A business may need a local sales representative, account manager, software engineer or operations specialist before it can justify creating a subsidiary.

Using an EOR makes it possible to hire that first employee and evaluate the commercial opportunity before investing in a permanent corporate structure.

Businesses Testing the German Market

Market entry often begins with a small local team rather than a full office.

A company may hire one or two employees to:

• establish local customer relationships;
• assess demand;
• support German-speaking clients;
• develop distribution partnerships;
• conduct market research;
• manage local operations.

The EOR model allows the company to test its assumptions while limiting initial administrative commitments.

For a broader market-entry strategy, companies can also review our guide to business expansion in Germany.

International Companies Hiring Remote Employees

The employee may live and work in Germany even when the client company has no physical office there.

However, remote work does not remove the need to consider German employment, payroll and social security obligations. In many cases, the country where the employee physically performs the work determines which social security rules apply.

Using a local employment partner can make it easier to hire and manage a remote employee in Germany compliantly.

Startups and Scale-Ups

Startups often need specialist talent quickly but may not have the budget or operational capacity to establish several foreign subsidiaries.

An EOR allows them to build a distributed European team while keeping the corporate structure relatively lean.

Companies Building a Small German Team

Entity establishment may not be commercially efficient when a company plans to employ only a small number of people.

The EOR model is often appropriate for:

• sales teams;
• technical specialists;
• customer support employees;
• software developers;
• project managers;
• country managers;
• marketing professionals;
• business development employees.

Companies Hiring While an Entity Is Being Established

Some organisations already intend to open a German subsidiary but do not want recruitment to stop during the incorporation process.

They can employ workers through an EOR temporarily and later transfer them to the company’s own German entity, subject to appropriate planning and employee documentation.

Why Hire Employees in Germany?

Germany remains an important hiring destination for companies seeking experienced professionals, technical expertise and access to the wider European market. International businesses that want to Hire Employees in Germany can access a highly skilled workforce across engineering, technology, manufacturing, finance, life sciences and professional services, even before establishing their own local entity.

International employers commonly recruit in Germany for:

• engineering;
• manufacturing;
• information technology;
• software development;
• renewable energy;
• life sciences;
• pharmaceuticals;
• automotive operations;
• finance;
• logistics;
• B2B sales;
• professional services.

The country also offers access to large regional talent centres, including Berlin, Munich, Frankfurt, Hamburg, Cologne, Düsseldorf and Stuttgart.

However, competition for experienced candidates can be strong, particularly in specialised technical and commercial roles. Posting a vacancy may not be sufficient to reach passive professionals.

Companies experiencing recruitment difficulties may need executive search in Germany or targeted talent acquisition rather than relying only on public job advertisements.

How to Hire an Employee in Germany Without an Entity

The process can be divided into several practical stages.

1. Define the Role and Employment Requirements

Before recruitment begins, the company should determine:

• job title;
• responsibilities;
• reporting line;
• work location;
• remote or office-based arrangement;
• expected working hours;
• target salary;
• bonus structure;
• required benefits;
• preferred start date;
• necessary qualifications;
• immigration requirements, if applicable.

The role description should reflect the actual working relationship. It should not describe the person as an independent contractor when the company intends to control their schedule, responsibilities and daily work as an employee.

2. Choose the Appropriate Hiring Model

The company should compare the main available structures:

• establishing a German entity;
• registering as a foreign employer;
• hiring through an Employer of Record;
• engaging a genuine independent contractor;
• temporarily posting an existing employee.

Each model has different legal, tax, cost and operational implications.

A contractor agreement should not be used merely to avoid payroll. Where the relationship functions like employment, misclassification risks may arise.

Companies considering both options should compare an employee versus independent contractor in Germany before signing an agreement.

3. Recruit a Suitable Candidate

The recruitment process may include:

• labour-market research;
• salary benchmarking;
• candidate sourcing;
• direct search;
• interview coordination;
• candidate assessment;
• reference checks;
• offer management.

German candidates often expect clear information about salary, benefits, working arrangements, career development and the stability of the employer.

International businesses should also explain the EOR structure transparently. The candidate should understand who will sign the employment contract, who will process payroll and who will manage their daily work.

4. Prepare a German Employment Contract

A written employment contract is standard in Germany and normally includes key conditions such as remuneration and holiday entitlement.

Depending on the role, the contract may address:

• employer and employee details;
• job title;
• duties;
• place of work;
• remote-work arrangements;
• start date;
• probation period;
• salary;
• variable compensation;
• working hours;
• annual leave;
• confidentiality;
• intellectual property;
• notice periods;
• applicable collective agreements;
• additional benefits.

Using a generic contract from another country is risky because it may conflict with mandatory German employment provisions.

5. Complete Payroll and Social Insurance Registration

Before or immediately after employment begins, the appropriate registrations and payroll procedures must be completed.

The employee may need to provide information such as:

• tax identification number;
• address;
• bank details;
• social insurance number;
• health insurance provider;
• marital or tax-class information where relevant;
• work authorisation documents.

Germany’s social security system generally includes health, pension, unemployment, long-term care and accident insurance. Employers are responsible for registering employees where applicable and processing the relevant payroll contributions.

Businesses unfamiliar with the process can use global payroll services in Germany to coordinate salary calculations, statutory deductions and payroll reporting.

6. Onboard the Employee

A compliant contract is only one part of successful international hiring.

The employee should also receive:

• clear reporting lines;
• role objectives;
• access to company systems;
• equipment and security instructions;
• internal policies;
• data-protection guidance;
• payroll information;
• expense procedures;
• communication expectations;
• performance-review arrangements.

The client company and EOR should agree in advance who handles each stage of onboarding.

7. Manage the Employment Relationship

After onboarding, the company manages the employee’s daily responsibilities, while the EOR continues to administer the legal employment relationship.

Ongoing coordination may include:

• payroll changes;
• salary reviews;
• bonus payments;
• leave requests;
• sick-leave documentation;
• benefits;
• contractual amendments;
• expense reimbursements;
• parental leave;
• disciplinary matters;
• termination support.

What Does an Employer of Record Handle?

The scope of service varies by provider, but a German EOR typically supports the following areas.

Employment Contract Administration

The EOR prepares and signs a German employment agreement based on the agreed role, compensation and working conditions.

It can also coordinate amendments when the employee’s salary, working hours, job title or location changes.

Payroll Processing

The EOR calculates the employee’s gross-to-net salary and processes the required statutory deductions.

This may include:

• wage tax;
• social insurance contributions;
• bonuses;
• commissions;
• approved expenses;
• taxable benefits;
• payroll adjustments.

The EOR then provides payslips and coordinates salary payments.

Social Security Administration

Where applicable, the employee is registered with the relevant social insurance institutions.

The German system protects employees in areas such as health, pension, unemployment, occupational accidents and long-term care.

HR Documentation

The EOR maintains employment documentation and coordinates formal HR processes, including contract changes, leave records and employment certificates.

Statutory Compliance

The EOR helps ensure that employment administration reflects relevant German requirements concerning pay, working time, leave and other employee rights.

Germany’s labour framework includes regulations covering minimum wages, working conditions and employee protections.

Employee Onboarding and Offboarding

The EOR supports the formal stages of joining and leaving employment, including relevant documents, payroll closure and statutory processes.

Division of Responsibilities: EOR vs Client Company

WP Data Tables

The arrangement should be clearly documented so that both parties understand their responsibilities.

German Employment Requirements International Employers Should Consider

Germany has a structured and employee-protective employment system. Companies should understand the main obligations before issuing an offer.

Employment Contracts

Employment terms should be documented clearly and consistently with German law.

The contract should accurately describe the role, salary, working time, leave and other essential conditions. A poorly drafted agreement can create disputes and make later amendments or termination more difficult.

Working Time

German rules generally limit daily working time, subject to permitted extensions and averaging requirements. Official guidance explains that working time may generally reach eight hours per working day and may be extended to ten hours where the average returns to the permitted level over the relevant reference period. Rest-period requirements also apply.

Employers should also establish reliable procedures for recording working time, particularly for remote and flexible employees.

Annual Leave

Employees are entitled to statutory paid annual leave, and many employers offer contractual leave above the legal minimum.

The contract and internal leave process should explain:

• annual entitlement;
• approval procedures;
• carry-over rules;
• treatment during sickness;
• remaining leave on termination.

Sick Leave

Employees may have rights to continued remuneration during qualifying periods of illness, subject to statutory conditions and documentation.

The employer should establish a clear process for reporting absence and submitting medical evidence.

Public Holidays

Public holidays may vary by federal state. The employee’s normal place of work can therefore affect which public holidays apply.

This is particularly relevant when a company hires employees in different German regions.

Probation Periods

German employment contracts commonly include a probation period. However, probation does not eliminate the need to comply with applicable notice requirements and other statutory protections.

Termination

Termination in Germany should be planned carefully.

Factors that may affect the process include:

• employee tenure;
• company size;
• contractual notice periods;
• statutory notice periods;
• reason for termination;
• protected employee status;
• works council involvement;
• required form of notice;
• unused leave;
• final payroll.

A termination approach used in the United States, United Kingdom or another jurisdiction may not be valid in Germany.

For a more detailed overview, employers should review employment law in Germany before making hiring or dismissal decisions.

Minimum Wage

Germany has a statutory minimum wage, although higher rates may apply under collective agreements or sector-specific rules. BMAS confirms that the general statutory minimum wage framework has applied since 2015.

Professional and specialist roles are usually paid well above the statutory floor, but employers should still confirm whether sector-specific requirements apply.

Payroll Costs When Hiring in Germany

The employee’s gross salary is not the company’s total employment cost.

An employer budget may need to include:

• gross salary;
• employer social insurance contributions;
• statutory accident insurance;
• paid annual leave;
• sick-leave costs;
• bonuses and commissions;
• benefits;
• equipment;
• business expenses;
• EOR or payroll administration fees.

The exact cost depends on salary, employee circumstances, applicable contribution thresholds, benefits and the employment structure.

Before issuing an offer, the employer should request a complete cost simulation rather than relying only on the gross monthly salary.

Our payroll services in Germany can help international companies estimate employment costs and manage recurring payroll obligations.

Employer of Record vs Establishing a German Entity

Both models can support hiring, but they serve different expansion stages.

WP Data Tables

An EOR is usually most valuable when speed and flexibility are priorities.

A local entity may become preferable when the company has a substantial team, long-term commercial activity, local revenue, permanent offices or operational requirements that go beyond employment.

Read our full comparison of Employer of Record versus a local entity in Germany before selecting the most appropriate structure.

Employer of Record vs Independent Contractor

Some companies consider hiring a contractor because it appears easier than employing a worker. However, the contractual label alone does not determine the person’s legal status.

A contractor should generally operate as an independent business provider, control how services are delivered and accept genuine commercial risk.

Misclassification concerns may arise when the individual:

• works exclusively or predominantly for one company;
• follows a fixed employee-style schedule;
• reports to a line manager;
• uses company systems and equipment;
• performs an ongoing internal role;
• cannot substitute another service provider;
• receives regular salary-like payments;
• is integrated into the client’s organisation;
• has limited control over how the work is performed.

Where the company needs an individual to work as a permanent team member under direct supervision, employment is usually the more appropriate structure.

For genuine project-based professionals, Brain Source International also provides contractor management in Germany.

EOR vs Foreign Employer Registration

Registering directly as a foreign employer may provide more control than an EOR, but it also places more responsibility on the foreign company.

The company may need local support for:

• employer registrations;
• payroll;
• tax withholding;
• social insurance;
• employment contracts;
• HR records;
• ongoing legal compliance;
• communications with authorities.

EU guidance indicates that businesses employing people in another EU country generally need to register and make social security contributions in the country where the employees work, even when the employer is based elsewhere.

Foreign employer registration may be appropriate for companies with internal legal and payroll resources. An EOR is usually more practical where the company wants an integrated employment solution and limited internal administration.

Can You Hire Non-EU Citizens in Germany Without an Entity?

Potentially, but the employee must have the appropriate right to work.

EU, EEA and Swiss citizens generally benefit from freedom of movement and can access employment in Germany without the same visa requirements that apply to many third-country nationals. Official German guidance confirms that EU citizens do not face restrictions on access to employment or self-employment in Germany.

Candidates from outside these countries may need:

• an employment visa;
• a residence permit;
• an EU Blue Card;
• recognition of qualifications;
• approval connected with the employment conditions;
• additional documentation from the employer.

The applicable route depends on nationality, salary, qualifications, profession and immigration status.

Where labour-market approval is required, German authorities may assess whether the candidate has a concrete job offer and whether the employment conditions are comparable with those offered to domestic employees.

An EOR can support employment after confirming that the candidate has, or can obtain, the necessary work authorisation. However, EOR engagement does not automatically guarantee visa approval.

Risks of Hiring in Germany Without the Right Structure

Attempting to hire informally or using an unsuitable contract may expose the company to significant risk.

Worker Misclassification

Treating an employee as a contractor may create claims relating to payroll taxes, social insurance, employee rights and employment status.

Payroll Non-Compliance

Incorrect salary calculations or late reporting can lead to corrections, administrative burden and potential penalties.

Invalid Employment Terms

A contract copied from another jurisdiction may contain provisions that are unenforceable or inconsistent with German requirements.

Unmanaged Termination Risk

Ending employment without considering German formalities, notice requirements and employee protections can result in disputes or claims.

Permanent Establishment Exposure

A German employee’s activities may potentially create corporate tax implications for the foreign company, depending on their authority, responsibilities and commercial role.

This risk is particularly important when the employee:

• negotiates or concludes contracts;
• represents the company commercially;
• manages a permanent local business function;
• acts as the company’s senior representative in Germany.

An Employer of Record manages employment compliance but does not automatically eliminate permanent establishment risk. Tax advice should be obtained separately.

Immigration Non-Compliance

A candidate should not begin work until the company has confirmed that the individual has the required work authorisation.

Common Mistakes International Employers Make

Choosing the Employment Model Only on Price

The least expensive structure is not always the most appropriate.

Companies should assess the employee’s actual duties, level of supervision, expected duration and strategic importance.

Issuing an Offer Before Calculating Total Cost

Salary expectations should be assessed together with employer contributions, benefits and administrative fees.

Using a Foreign Employment Contract

An agreement designed for another country may not address German statutory requirements or local employment practices.

Treating an Employee as a Contractor

A contractor agreement does not remove risk when the real working relationship resembles employment.

Ignoring Regional Differences

Public holidays, candidate expectations and salary levels may differ between German cities and federal states.

Assuming an EOR Removes Every Business Risk

An EOR supports employment compliance, but the client company must still consider corporate tax, data protection, intellectual property, management responsibility and workplace safety.

Waiting Too Long to Plan Entity Transition

When a German team grows, the company should compare continued EOR use with establishing its own entity.

The transition should be planned before the existing structure becomes inefficient or unsuitable.

How Much Does It Cost to Hire Without an Entity?

The total cost normally consists of:

1. Employee gross salary
2. Employer social contributions
3. Benefits and allowances
4. Recruitment fees, where applicable
5. EOR management fee
6. Equipment and business expenses
7. Variable remuneration

Some providers charge a fixed monthly fee per employee, while others use a percentage-based structure.

When comparing proposals, companies should ask whether the price includes:

• employment contract preparation;
• employee registration;
• monthly payroll;
• payslips;
• expense processing;
• leave administration;
• contract amendments;
• benefits support;
• termination assistance;
• employee support;
• offboarding documentation.

A low headline price may not include services that are later billed separately.

How Long Does It Take to Hire an Employee in Germany?

The employment setup can often be completed faster than incorporating a German company, but the exact timeline depends on several factors:

• candidate availability;
• agreed contract terms;
• employee documentation;
• payroll cutoff dates;
• background checks;
• benefits selection;
• right-to-work status;
• immigration requirements;
• complexity of the role.

Recruitment may take longer than the legal employment setup, especially for senior, technical or niche positions.

Combining EOR with recruitment services in Germany can help coordinate sourcing, offer management and employment onboarding through one expansion process.

When Is an Employer of Record Not the Best Solution?

An EOR may not be the most efficient long-term structure for every business.

Establishing a German entity may be more appropriate when the company:

• plans to employ a large local workforce;
• expects substantial long-term revenue in Germany;
• requires a permanent office or operational facility;
• needs local licences or registrations;
• concludes contracts locally;
• has complex benefit or equity arrangements;
• wants full control over all employment processes;
• has already committed to Germany as a core market.

The decision should be based on the company’s commercial activity, headcount plan, expected duration and risk profile.

How Brain Source International Supports Hiring in Germany

Brain Source International provides practical support to international companies entering or expanding in Germany.

Our services can be combined depending on the company’s needs.

International Recruitment

We identify and approach professionals based on the role, industry, location, salary range and business objectives.

Our recruitment support may include candidate sourcing, screening, interview coordination and offer management.

Learn more about our international recruitment in Germany.

Employer of Record

We help companies employ selected candidates without establishing a local legal entity.

The service can include employment contracts, payroll coordination, social security administration and ongoing HR support.

Explore our Employer of Record in Germany solution.

Executive Search

For leadership, country management and difficult-to-fill roles, we provide targeted executive search rather than relying only on job advertisements.

Our consultants can approach passive candidates who may not be actively searching for a new position.

Discover our executive search services in Germany.

Payroll Support

We support international businesses with gross-to-net payroll calculation, statutory deductions, payslips and recurring payroll administration.

Read more about global payroll in Germany.

Contractor Management

Where a professional is genuinely independent, we can support contractor onboarding, documentation and payment administration.

Learn more about contractor management services.

HR Consulting

We advise businesses on employment structures, HR processes, onboarding, policies and workforce planning.

Explore our HR consulting in Germany.

Our Process for Hiring Employees Without an Entity

Step 1: Initial Assessment

We review the role, hiring location, employee profile, salary expectations and expansion objectives.

Step 2: Employment Model Review

We help determine whether EOR, direct employment, contractor engagement or entity establishment is the most suitable option.

Step 3: Candidate Recruitment or Nomination

You can nominate an existing candidate or use our recruitment team to identify suitable professionals.

Step 4: Cost Calculation

We provide an estimated monthly employment cost based on salary, statutory employer costs and the selected service scope.

Step 5: Contract Preparation

The employment agreement is prepared based on the role, compensation and applicable German requirements.

Step 6: Employee Onboarding

The employee submits the necessary payroll and employment documents and is registered through the appropriate processes.

Step 7: Ongoing Payroll and HR Administration

We coordinate payroll, employment documentation and recurring employee administration.

Step 8: Entity Transition Support

When your team becomes large enough to justify a German entity, we can help plan the transition from EOR employment to direct local hiring.

Why Work with Brain Source International?

Hiring abroad requires more than a software platform.

Employers need local context, clear communication and a partner that understands recruitment, payroll, HR and employment risk.

Brain Source International supports international companies with:

• local employment expertise;
• international recruitment capabilities;
• practical market-entry guidance;
• transparent cost planning;
• coordinated onboarding;
• payroll and HR administration;
• support for both employees and employers;
• scalable workforce solutions across multiple countries.

Our role is not simply to process employment documents. We help companies select an appropriate hiring structure and build a workforce model that supports their long-term expansion plans.

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Frequently Asked Questions

Can a US company hire an employee in Germany without a subsidiary?

Yes. A US company can use an Employer of Record to employ a professional in Germany without establishing its own German subsidiary. The EOR signs the local employment contract and manages formal payroll and employment obligations.

Can a UK company employ someone in Germany?

Yes. A UK company can hire someone in Germany through an EOR, establish a local entity or potentially register directly as a foreign employer. The appropriate option depends on the planned headcount and business activity.

Do I need a German company to run German payroll?

Not necessarily. Payroll may be managed through an Employer of Record or, in some cases, through foreign employer registration supported by a German payroll provider.

Who manages the employee’s daily work?

The client company normally manages the employee’s daily responsibilities, priorities, working relationships and performance. The EOR handles the formal employment administration.

Can the employee work from home in Germany?

Yes, subject to an appropriate employment structure, contract terms, workplace policies and local compliance requirements.

Can we hire only one employee through an EOR?

Yes. Hiring a first or single employee is one of the most common reasons companies use an Employer of Record.

Is an EOR the same as a recruitment agency?

No. A recruitment agency finds candidates, while an EOR legally employs the selected worker and manages payroll and employment administration. Brain Source International can provide both services as part of a coordinated solution.

Can an EOR sponsor a work visa in Germany?

Visa and sponsorship support depends on the candidate, role, immigration route and provider capabilities. Each case should be assessed individually before an employment offer is finalised.

Can an employee later transfer to our German entity?

Yes. When the company establishes its own entity, the employee may potentially transition from the EOR to direct employment. The transfer should be planned carefully and documented in line with applicable requirements.

Is an Employer of Record suitable for permanent employees?

It can be used for ongoing employment, although companies with a growing long-term workforce should periodically compare EOR costs and operational needs with establishing their own entity.

Does an EOR eliminate permanent establishment risk?

No. An EOR manages the employment relationship but does not automatically remove corporate tax or permanent establishment exposure. The employee’s actual activities and authority should be reviewed separately.

How quickly can we hire an employee in Germany?

The EOR setup is generally faster than creating a subsidiary. The final timeline depends on the candidate’s documents, contract negotiations, payroll deadlines and immigration status.

Hire Employees in Germany Without Setting Up a Company

You do not need to establish a German entity before hiring your first local employee.

With the right employment structure, your company can recruit professionals, manage payroll and meet local employer obligations while maintaining control over the employee’s daily work.

Brain Source International combines Employer of Record, recruitment, payroll and HR support to help international companies enter Germany with greater speed and lower administrative complexity.

Whether you are hiring one specialist, appointing a country manager or building a distributed German team, we can help you choose and implement the right employment model.