Relocating IT professionals is no longer just an option—it’s becoming essential for German startups and SMEs. With thousands of unfilled tech roles, companies are looking abroad for talent.
But bringing IT staff to Germany requires careful preparation. The process depends on whether the professional comes from within the European Union (EU) or outside it.
Below, we’ll walk you through the exact steps your company must take in both cases, and what you should prepare in advance.
Relocating IT Talent from the EU to Germany
EU and EEA citizens have the right to live and work in Germany without a visa. That doesn’t mean the process is automatic.
Companies still need to guide employees through the administrative steps and provide support for smooth integration.
In the paragraphs below, we outline the step-by-step process your company should follow when relocating IT talent from the EU to Germany.
1. Employment Contract & Job Offer
Your first responsibility is to issue a job contract that complies with German labor laws. Contracts should include clear details on:
- Salary and benefits
- Working hours and vacation entitlement
- Probation period and notice requirements
- Role description and responsibilities
Clarity upfront prevents misunderstandings and helps new hires adjust to German workplace standards.
2. Social Security Registration
All employees in Germany are part of the social security system. Registration ensures access to:
- Health insurance (mandatory for everyone)
- Pension contributions
- Unemployment insurance
- Long-term care coverage
Companies normally handle social security registration as part of payroll setup, but every employee must select a health insurance provider.
As a CEO or HR leader, it’s your role to ensure this choice is supported, since the range of providers and rules can feel overwhelming for newcomers.
3. Anmeldung (Town Hall Registration)
One of the most important steps in Germany is Anmeldung, the registration of residence. Employees must do this within 14 days of moving into housing. Without Anmeldung, they cannot:
- Receive a tax ID
- Sign long-term rental contracts
- Open a German bank account
As an employer, you should support your IT hires in scheduling appointments at the Bürgeramt (Town Hall), since slots are often difficult to secure in larger cities like Berlin or Munich.
Taking ownership of this step ensures a smoother transition and prevents delays in obtaining a tax ID or setting up essential services.
4. Tax ID & Bank Account Setup
After registration, your IT hire will receive a personal Tax ID (Steuer-ID) by post, which is essential for payroll.
At the same time, they will need a German bank account for salary deposits.
As a CEO or HR leader, you should simplify this process by preparing employment confirmation letters and offering clear guidance on reliable local banking options.
5. Integration & Onboarding Support
Even though EU citizens don’t need visas, integration challenges are real. Companies that provide support in these areas see higher retention rates:
- Housing support: Help employees find accommodation in competitive markets. Some companies offer temporary furnished housing for the first months.
- Cultural onboarding: Offer workshops on German workplace culture, communication styles, and local etiquette.
- Family assistance: If the employee moves with family, provide resources for schools, childcare, and spousal employment.
- Community building: Encourage participation in company events or mentoring programs to reduce isolation.
Smooth integration ensures employees not only arrive—but also stay and thrive.
Relocating IT Talent from outside the EU to Germany
For non-EU professionals, the process involves visas, residence permits, and stricter compliance.
As a CEO or HR leader, you must prepare for longer lead times and maintain close coordination with authorities to keep the relocation process on track.
1. Pre-Approval Application
In many cases, your company must apply for pre-approval from the Federal Employment Agency (Bundesagentur für Arbeit). This step verifies that:
- The job offer meets German labor law standards
- The salary complies with Blue Card or visa thresholds
- The candidate’s qualifications are formally recognized
Taking ownership of pre-approval reduces risk and shortens visa processing later, making it a critical step to complete upfront.
2. Visa Application
Once pre-approval is secured, the candidate applies for a visa at their nearest German embassy or consulate. For highly skilled IT professionals, this is typically the EU Blue Card visa, which is designed to attract international experts.
At this stage, your HR team should supply complete documentation—including signed contracts, proof of qualifications, and company details—to avoid delays.
3. Entry to Germany
When the visa is approved, the employee can travel to Germany. You should plan their arrival in advance by arranging temporary housing, preparing orientation sessions, and providing basic local guidance.
A well-structured first week builds confidence and helps your new hire focus on work quickly.
4. Town Hall Registration (Anmeldung)
Like EU staff, non-EU professionals must register their residence within 14 days of arrival. It’s your responsibility to support them in booking appointments at the Bürgeramt, especially in high-demand cities where slots are scarce. Without Anmeldung, they cannot apply for a residence permit, which could jeopardize their ability to stay.
5. Residence Permit (Blue Card)
After completing Anmeldung, the next step is securing a residence permit from the Ausländerbehörde (local immigration office). For IT professionals, this is usually the EU Blue Card residence permit, which is issued after entering Germany with a Blue Card visa.
The Blue Card is highly attractive because it grants long-term work rights, easier family reunification, and a faster pathway to permanent residence—33 months, or just 21 months with German language proficiency.
As a CEO or HR leader, you must ensure that all documentation—employment contract, salary details, proof of housing, and health insurance—is complete. Your HR team should also accompany the employee to appointments to prevent delays or compliance issues.
Final Thoughts
Relocating IT talent to Germany requires preparation, but the benefits far outweigh the effort. For EU hires, the focus is on administration and integration. For non-EU hires, companies must carefully manage visas and residence permits, alongside supporting the employee’s personal transition.
The companies that succeed are those that view relocation as more than paperwork. Housing support, cultural training, and family assistance make all the difference in retention. IT professionals who feel supported from day one are more productive, more loyal, and more likely to contribute to long-term innovation.
If your startup or SME is planning to hire international IT professionals, DastN’s IT Talent Relocation service can help. We handle the complex steps—visa coordination, qualification recognition, housing, and integration—so you can focus on building the right team.
