Partnership Models

Flexible Partnership Models for International Recruitment

Different partners contribute different capabilities. ReachGlobal therefore structures cooperation around the actual role, market, occupation, and recruitment requirements of each partnership.

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One Partnership Model Does Not Fit Everyone

A recruitment agency may provide candidate sourcing. A language school may prepare candidates linguistically. A vocational institution may provide access to skilled graduates.

Rather than forcing every organization into the same structure, we define the responsibilities and commercial framework according to the contribution of each partner.

Individual recruitment projects may also combine several partnership models.

01

Candidate Sourcing Partnership

The partner provides access to potential candidates within a defined country, region, profession, or occupational network.

ReachGlobal can then coordinate the subsequent stages of the recruitment process according to the employer's requirements.

Typical Partner Role

  • Identify potential candidates
  • Conduct initial candidate communication
  • Provide relevant candidate information
  • Support document collection where agreed
  • Maintain communication with candidates

ReachGlobal Role

  • Define employer requirements
  • Coordinate candidate assessment
  • Match suitable profiles
  • Coordinate employer communication
  • Support the recruitment process

Suitable For

  • Recruitment agencies
  • Professional networks
  • Universities and colleges
  • Vocational institutions
  • Regional recruitment organizations
02

Recruitment Partnership

In a recruitment partnership, both organizations participate actively in the recruitment process.

Responsibilities can include sourcing, screening, candidate preparation, employer communication, interview coordination, and follow-up.

The exact division of responsibilities is defined for each project.

03

Training & Preparation Partnership

International candidates may require additional preparation before they are ready for a particular employment opportunity.

Training organizations and language schools can become part of the recruitment ecosystem by providing relevant preparation.

Possible Areas

  • German language training
  • Dutch, Spanish, or other language preparation
  • Professional language
  • Technical training
  • Workplace preparation
  • Cultural and practical preparation
  • Additional professional qualifications

Training requirements depend on the occupation, destination country, employer, and candidate profile.

Potential Contribution

  • Access to candidate pools
  • Local market knowledge
  • Candidate identification
  • Professional networks
  • Regional recruitment support
  • Candidate communication
04

Regional Market Partnership

Organizations with strong networks in a particular country or region can cooperate with ReachGlobal to develop recruitment channels for selected European destinations.

The partnership can focus on one occupation, several occupations, or a broader regional talent pipeline.

This model is particularly useful where local market knowledge and candidate access are essential.

05

Employer Recruitment Partnership

In this model, the partner contributes access to international candidates while ReachGlobal works directly with the employer on a defined recruitment requirement.

This can be useful when an employer needs several candidates for the same occupation or wishes to establish a recurring international recruitment channel.

Example Structure

1

Employer defines workforce requirement.

2

ReachGlobal establishes recruitment criteria.

3

Partner identifies suitable candidates.

4

Candidates are assessed and matched.

5

Employer interviews and selects candidates.

Possible Scope

  • Multiple occupations
  • Multiple source countries
  • Multiple destination countries
  • Recurring recruitment
  • Candidate preparation
  • Employer recruitment
06

Strategic Partnership

Organizations with complementary capabilities may develop a broader long-term partnership with ReachGlobal.

Rather than focusing on a single recruitment project, strategic cooperation can combine candidate sourcing, training, employer acquisition, recruitment, and international market development.

Strategic partnerships are normally developed after the organizations have established a clear understanding of their respective capabilities and objectives.

Commercial Arrangements

Commercial terms are not necessarily identical across partnership models.

They may depend on the scope of the cooperation, the responsibilities of each party, the occupation, the recruitment market, the number of positions, and the services involved.

Project-Based

Commercial terms can be agreed for a specific recruitment project with a defined scope and recruitment target.

Success-Based

Where appropriate, compensation can be linked to defined recruitment milestones or successful outcomes, subject to the agreed contractual structure.

Recurring Cooperation

Employers or partners with continuing recruitment requirements may establish a recurring commercial arrangement.

Service-Based

Certain partners may provide specific services such as language training, technical preparation, candidate support, or other agreed services.

Important: Commercial arrangements are agreed individually and should clearly define responsibilities, deliverables, payment conditions, candidate ownership or introduction rules where relevant, and the circumstances under which compensation becomes payable.

Define the Responsibilities Before Starting

A successful partnership depends on clear expectations. Before a recruitment project begins, the parties should establish who is responsible for each stage.

Candidate Sourcing

Who identifies candidates and through which channels?

Screening

Who conducts the initial assessment and which criteria are applied?

Documentation

Who collects, organizes, and communicates relevant candidate documentation?

Candidate Communication

Who communicates recruitment information, timelines, requirements, and next steps to candidates?

Employer Communication

Who communicates with the employer and coordinates interviews and selection?

Post-Selection Support

Where applicable, who coordinates recognition, immigration, relocation, or other subsequent services?

Our Partnership Principles

Transparency

Roles, expectations, commercial conditions, and recruitment procedures should be clear to all parties.

Professional Standards

Candidate and employer information should be handled professionally and accurately.

Compliance

Recruitment activities should take applicable employment, immigration, data protection, and professional requirements into account.

Candidate Respect

International candidates should receive realistic information about opportunities, requirements, responsibilities, and relevant costs.

Employer Value

Partnerships should solve genuine workforce problems rather than simply increase candidate volume.

Long-Term Thinking

We aim to develop reliable recruitment channels that can create value for partners, employers, and candidates over time.

Have a Recruitment Network or Service to Contribute?

Tell us about your organization, your market, your candidate access, and the type of partnership you are interested in.

Submit a Partner Inquiry