Eligibility before commitment
We identify eligibility requirements early and tell you which checks remain unresolved before you commit.
Cross-border recruitment & mobility · Europe
Find the people you need.Know what it takes to start.
Sufoniq helps European employers fill roles that are hard to fill locally. We connect sourcing and screening with the eligibility, permits, documents and timing a hire needs to start — within an agreed scope.
UAB Skillaxis · registered in Lithuania · operated from Vienna
Looking for work? See job-seeker support
People move, and jobs stay open. This map uses Eurostat migration flows and EU job-vacancy rates: context for where to look, rather than evidence of availability for your role.
Map: blue → into the EU · teal → out of the EU (2024) · amber → EU vacancy pressure (Q2 2026) · Data and sources
Selected country-to-country migration corridors. Pulse direction shows the reported direction; line width scales with recorded counts. Pulses are a visual representation, not live movement. These are changes of usual residence for all migration reasons, not recruitment placements or exact travel paths.
Eurostat immigration data · Eurostat emigration data · Reference year 2024. e: estimated; p: provisional; b: break in series. No missing values are replaced with invented flows.
| From | To | People | Flag |
|---|---|---|---|
| India | Germany | 47,904 | e |
| Germany | India | 8,379 | e |
| Philippines | Germany | 5,591 | e |
| Germany | Philippines | 1,050 | e |
| United States | Germany | 15,564 | e |
| Germany | United States | 16,026 | e |
| Türkiye | Germany | 64,294 | e |
| Germany | Türkiye | 20,381 | e |
| Morocco | Spain | 132,998 | — |
| Spain | Morocco | 51,008 | — |
| Colombia | Spain | 172,599 | — |
| Spain | Colombia | 48,670 | — |
| Serbia | Austria | 3,463 | — |
| Austria | Serbia | 2,842 | — |
| Australia | Netherlands | 1,835 | — |
| Netherlands | Australia | 1,714 | — |
| Ghana | Germany | 3,293 | e |
| Germany | Ghana | 867 | e |
| Nigeria | Germany | 2,541 | e |
| Germany | Nigeria | 374 | e |
| Egypt | Germany | 7,626 | e |
| Germany | Egypt | 2,134 | e |
| South Africa | Netherlands | 3,602 | — |
| Netherlands | South Africa | 812 | — |
| Brazil | Spain | 21,481 | — |
| Spain | Brazil | 12,225 | — |
| Argentina | Spain | 53,660 | — |
| Spain | Argentina | 18,846 | — |
| Canada | Netherlands | 1,470 | — |
| Netherlands | Canada | 1,313 | — |
| China | Germany | 16,992 | e |
| Germany | China | 7,422 | e |
| Pakistan | Germany | 10,318 | e |
| Germany | Pakistan | 664 | e |
| Viet Nam | Germany | 13,391 | e |
| Germany | Viet Nam | 1,562 | e |
Amber outlines show the highest job vacancy rates among EU members with comparable data in Q2 2026: Netherlands 4.1% · Belgium 3.3% · Malta 3.1% · Austria 2.9%. Vacancy rates indicate unfilled demand, not a direct shortage ranking. Eurostat source and coverage notes.
Are you hiring, or looking for work?
Two different needs. Two different routes through the site.
For employers
Hire Across Borders
Fill a role that is hard to fill locally, with sourcing and screening connected to the permit and document requirements.
Talk about a roleFor job seekers
Work in Europe
Explore realistic routes, requirements and timelines for your sector, with no recruitment or placement fees charged by Sufoniq.
See job-seeker supportFrom finding the right person to a workable start date.
We connect candidate sourcing with the eligibility, documentation and timing that determine whether a hire can start. Responsibilities are agreed across your team, Sufoniq and relevant partners.
Route and supply
Assess which sourcing markets fit the role and which requirements the route depends on. We plan the route before sourcing begins.
Deciding where.
Sourcing and screening
Assess candidates against your criteria, with eligibility questions raised during screening and unresolved checks made explicit before an offer.
Choosing who.
Mobility and start-date coordination
Coordinate permit, residence, document and qualification steps with your team, the candidate and relevant partners, within the agreed scope. Authorities retain their decisions.
Planning the start.
The chain behind a hire
A cross-border hire is a chain, not a search.
Role, market, eligibility, permit, documents, start date. A change in one can affect the others. Explore the dependencies that need to stay connected.
From requirement to a workable hiring route.
We start with your requirement and agree the scope before substantive work begins. The agreed planning work then tests the market, checks eligibility and connects the steps to a planned start.
Open a step to see what you bring, what we clarify and the output we work towards.
Use the left and right arrow keys when a step is focused.
You bring: The roles, headcount, work location and target start date.
We clarify: The initial requirement, known constraints and whether our support could fit.
Together: A starting brief for the scope discussion.
You bring: Your priorities, existing partners and the decisions your team needs to make.
We clarify: The planning and delivery scope, responsibilities and assumptions to verify.
Together: A written scope and agreed first action before substantive planning or delivery begins.
You bring: Your role criteria and any candidates, agencies or channels already in play.
We clarify: Relevant availability signals, competing demand and assumptions behind the sourcing options.
Together: Sourcing options to compare, with the evidence and unresolved questions made explicit.
You bring: Known requirements, candidate circumstances and deadlines relevant to the route.
We clarify: Right-to-work requirements, permit pathways, qualification recognition and documents needing verification.
Together: A list of checks, responsibilities and timing dependencies to resolve before commitment.
You bring: Your hiring process and the people who sign off at each stage.
We clarify: How sourcing, screening, offers and mobility steps connect across your team, candidates and relevant partners.
Together: A documented route with owners, timing dependencies and next actions. You retain the hiring decision.
01 / Define the requirement
You bring: The roles, headcount, work location and target start date.
We clarify: The initial requirement, known constraints and whether our support could fit.
Together: A starting brief for the scope discussion.
02 / Agree the scope
You bring: Your priorities, existing partners and the decisions your team needs to make.
We clarify: The planning and delivery scope, responsibilities and assumptions to verify.
Together: A written scope and agreed first action before substantive planning or delivery begins.
03 / Test the market
You bring: Your role criteria and any candidates, agencies or channels already in play.
We clarify: Relevant availability signals, competing demand and assumptions behind the sourcing options.
Together: Sourcing options to compare, with the evidence and unresolved questions made explicit.
04 / Check eligibility early
You bring: Known requirements, candidate circumstances and deadlines relevant to the route.
We clarify: Right-to-work requirements, permit pathways, qualification recognition and documents needing verification.
Together: A list of checks, responsibilities and timing dependencies to resolve before commitment.
05 / Build the route
You bring: Your hiring process and the people who sign off at each stage.
We clarify: How sourcing, screening, offers and mobility steps connect across your team, candidates and relevant partners.
Together: A documented route with owners, timing dependencies and next actions. You retain the hiring decision.
If the route does not hold up, we explain the issues before you commit.
Data tells you where to look. Not whether you can hire there.
We use public data — Eurostat on migration and vacancies, the World Bank on economies — to inform where to look. Role-level availability and eligibility remain questions until they are checked.
What a market figure does and does not tell you
- What it measures, for which year, and which countries.
- Whether it applies to your role, location and start date.
- What still has to be verified before sourcing.
This World Bank chart provides economic context. It does not establish worker availability or permission to hire.
Source: World Bank WDI · CC BY 4.0 · Retrieved 2026-10-14. Inflation-adjusted US dollars; not wages or purchasing-power-adjusted figures.
| Year | Austria | Germany | Poland | Romania |
|---|---|---|---|---|
| 2000 | 38,571.09 | 35,104.13 | 7,401.58 | 4,569.31 |
| 2001 | 38,929.75 | 35,618.51 | 7,494.96 | 4,875.3 |
| 2002 | 39,313.72 | 35,477.52 | 7,640.99 | 5,248.55 |
| 2003 | 39,569.29 | 35,270.02 | 7,915.55 | 5,410.31 |
| 2004 | 40,333.33 | 35,687.64 | 8,323.39 | 6,008.64 |
| 2005 | 40,989.01 | 36,024.09 | 8,598.58 | 6,328.09 |
| 2006 | 42,120.16 | 37,459.26 | 9,137.66 | 6,876.78 |
| 2007 | 43,568.83 | 38,593.07 | 9,760.7 | 7,483.97 |
| 2008 | 44,063.86 | 39,009.85 | 10,187.2 | 8,318 |
| 2009 | 42,372.48 | 36,940.41 | 10,446.53 | 7,924.87 |
| 2010 | 43,035.41 | 38,526.74 | 10,808.4 | 7,660.71 |
| 2011 | 44,146.2 | 40,722.48 | 11,370.31 | 8,044.57 |
| 2012 | 44,221.46 | 40,834.51 | 11,542.24 | 8,234.29 |
| 2013 | 43,851.37 | 40,884.89 | 11,628.23 | 8,287.96 |
| 2014 | 43,838.83 | 41,602.47 | 12,093.16 | 8,661.47 |
| 2015 | 43,915.23 | 41,929.75 | 12,637.52 | 8,977.02 |
| 2016 | 44,362.67 | 42,516.93 | 13,026.19 | 9,286.88 |
| 2017 | 45,056.64 | 43,543.48 | 13,695.65 | 10,106.23 |
| 2018 | 45,951.58 | 43,905.86 | 14,551.09 | 10,714.17 |
| 2019 | 46,550.56 | 44,235.27 | 15,221.31 | 11,197.32 |
| 2020 | 43,428.7 | 42,372.87 | 15,090.22 | 10,854.05 |
| 2021 | 45,368.64 | 44,011.02 | 16,368.62 | 11,546.32 |
| 2022 | 47,332.42 | 44,817.13 | 17,303.64 | 12,076.3 |
| 2023 | 46,497.91 | 44,368.99 | 17,410.38 | 12,340.82 |
| 2024 | 45,958.83 | 44,027.76 | 18,000.5 | 12,459.91 |
What we are accountable for — and what we cannot promise.
Our scope, verification points and boundaries are made explicit, so you can judge the support before moving forward.
Named owners, written scope
The agreed scope identifies responsibilities across your team, Sufoniq, candidates and relevant partners.
No recruitment fees to candidates
We do not charge candidates recruitment or placement fees. Jobs, permits and visa dates cannot be guaranteed.
You retain the hiring decision. If a route does not hold up, we explain the issues before asking you to commit.
Sufoniq. The company behind the work.
Sufoniq is a brand operated by UAB Skillaxis, registered in Lithuania and operated from Vienna, Austria. We work on cross-border recruitment and mobility in Europe, with responsibilities defined for each project.
We publish our method, sources and service boundaries so you can see how we work and decide whether we fit your requirement.
About Sufoniq →Bring us one role.
You do not need a workforce strategy to begin. Bring a role that is hard to fill, and we will discuss whether we can help, what it would take and what needs checking first.
WHAT TO SEND
The role, location, target start date and anything already blocking the hire.
WHAT WE DISCUSS
Whether we can help, what the route involves and which requirements need verification.
BEFORE WE BEGIN
We agree scope and responsibilities before delivery. If it is not a fit, we will say so.
Tell us the role. Let’s assess the route.
A short outline is enough to begin: the job, location, timing and any requirement you already know is difficult. If we cannot help, we will say so.
What happens after you enquire
- We read your requirement and reply to discuss fit and the questions that need answering.
- We agree the scope, responsibilities and first action in writing before substantive work begins.
- Within that scope, we assess eligibility, documents, timing and the handoffs the route depends on.
Prefer a direct conversation? Email us or contact us on WhatsApp.
Looking for work in Europe?
We support job seekers too. Start with job-search support to explore realistic routes and requirements. Sufoniq does not charge recruitment or placement fees to candidates, and support does not guarantee a job or a permit.