Services

We recruit, relocate and settle professionals in Germany and the UAE. Employers get a mobility partner who knows both permit systems. The people moving get a plan for their first ninety days.

International talent acquisition and executive search

We find and assess candidates abroad for roles in Germany and the UAE, from specialist engineers to senior leadership.

We start with the role and the permit route together. A candidate who is right for the job but has no realistic route to a residence permit costs everyone months. So eligibility for an EU Blue Card, a German skilled-worker permit or a UAE employment visa is checked at shortlist stage, not after the offer.

For executive mandates we run a confidential search with structured interviews, referencing and a clear brief on relocation terms before the first conversation.

Typical deliverables

  • Role brief with permit route assessed per target market
  • Longlist and shortlist with structured candidate assessments
  • Interview coordination across time zones
  • Offer support, including relocation and visa terms

Relocation and immigration

We prepare and track residence and work permits in Germany and the UAE and organise the physical move around them.

In Germany we work with the EU Blue Card, permits under the Skilled Immigration Act, the Chancenkarte (Opportunity Card, introduced in June 2024) and the recognition of foreign qualifications (Anerkennung) where a profession or permit requires it. We prepare visa files for German missions abroad and appointments with the local Ausländerbehörde.

In the UAE we coordinate MOHRE work permits for mainland employers, entry permits, medical fitness tests, Emirates ID and residence visa stamping with the ICP or, in Dubai, the GDRFA. Where a candidate may qualify for a UAE Golden Visa, we assess the category and the documents it needs.

Typical deliverables

  • Permit route memo per employee and family member
  • Document checklist and file preparation
  • Appointment booking and accompaniment where needed
  • Status tracking shared with HR and the employee

Onboarding and integration

We cover the first ninety days after arrival: registration, banking, housing, schools and the administrative steps that come before a first payslip.

In Berlin that means the Anmeldung at a Bürgeramt within two weeks of moving in, a bank account, the tax ID that follows registration, health insurance and the residence permit appointment. In Dubai it means the Emirates ID, a tenancy registered through Ejari, utilities, a bank account and a driving licence conversion where one applies.

We also handle the softer parts that decide whether someone stays: school applications, language courses, a first orientation of the neighbourhood and a named contact for the questions that come up in week three.

Typical deliverables

  • Personal 90-day arrival plan
  • Temporary and long-term housing search
  • School search and application support
  • Orientation sessions for employees and partners

Global mobility policy

We write and revise the policies that decide who moves, on what terms and with what support.

Many mobility policies were written for one kind of move and now cover five. We review assignment types, relocation allowances, family support, tax and social security touchpoints and repatriation, then rewrite the policy so HR can apply it consistently.

Specialist tax and legal questions go to qualified advisers. We coordinate them and make sure their answers land in the policy and in the employee letter.

Typical deliverables

  • Review of current policy and recent cases
  • Tiered policy for permanent moves, assignments and commuters
  • Employee-facing guides for Germany and the UAE
  • Cost estimate templates for HR and finance

HR advisory and workforce planning

We help employers plan where roles should sit, which markets can fill them and what each hire will take to bring in.

A company opening a Dubai office or building an engineering team in Berlin needs a hiring plan that respects permit timelines, notice periods and local employment practice. We build that plan with HR and line managers and keep it current as the business changes.

Where a company has no local entity yet, we coordinate employer of record arrangements with licensed providers so hiring can begin while the entity question is settled.

Typical deliverables

  • Workforce plan by role, location and permit route
  • Market and hiring timeline assessment
  • Employer of record provider coordination
  • Local employment practice briefings for managers

Training for HR teams and managers

We train HR teams and line managers to handle international hiring and relocation with confidence.

Sessions cover the permit routes that matter to the client, the documents that slow cases down, and the first months from the employee's side. Content is built around the client's own policy and cases.

We also run intercultural sessions for teams receiving colleagues from abroad, kept practical: how meetings, feedback and working hours tend to differ between Berlin and Dubai.

Typical deliverables

  • Workshops for HR and talent acquisition teams
  • Manager briefings before a new hire arrives
  • Intercultural sessions for receiving teams
  • Reference guides tailored to the client's policy

Talk to us

Tell us about the role you need to fill or the move you are planning, and we will reply within two working days. Write to contact@lindendune.com.

contact@lindendune.com