The document summarizes a visit to Germany as part of a NASSCOM delegation for Hannover Messe and related roadshows. Key outcomes include establishing new client relationships, insights on the German market emphasizing the importance of mid-sized companies and the necessity of German language proficiency for success. Recommendations and future models for recruitment, staffing, and IT services development in Germany are also outlined.

1. Update on Germany Visit
30th
May to 15th
June

2. Summary
• Part of NASSCOM Delegation for the Hannover Messe and multi-
city roadshows
• Cities visited
• Hannover, Hamburg, Berlin, Dusseldorf, & Frankfurt with
NASSCOM
• Tettnang for existing client meeting
• Relationships established with Chambers of Commerce
• Hamburg
• Frankfurt
• BVMW
• NRW
• Immediate outcomes
• 1 new client – working on mandate
• Heads in Motion – 1 role 4 vacancies
• Thru German client, we now signed up their Indian ODC for
India requirements
• Thru Nasscom delegates (mostly SME IT Companies) –
signed up 2 clients

3. Key Lessons for German Market
• 70% opportunities are with Mid Sized companies (Rev > 100Mill EUR & <600 Mill EUR); Small
companies - Employee Size of less than 250 & Revenue of < 50 Mill EUR
• Majority of the SME companies are located on the countryside and not in Metropoles / large
cities. Especially Production and Industrial entities. Software companies are small except for the
giants like SAP.
• But German companies are all moving towards Industry 4.0; digitization of their businesses and
hence demand for consultants and IT roles is existing
• Need German’s to frontend if this has to hit scale!
• German Language is a Must! You have to speak German Language, even of the job role that does
not need German language
• Germans have not experienced Indian talent; and initial examples have not been great (depth of
knowledge

4. Candidates
who will
suit
• Sound academic grounding
• Orientation to learn things indepth
• In depth knowledge and understanding in their
chosen field
• Germans expect that you should fulfill the Skills
and implement the knowlege as mentioned in the
CV of the candidate. CV should therefore be
conservatively framed. Person should ideally be
able to deliver more than he mentions !
• Profiles with specific details Only!
• Be able to answer with an example during
interviews in a step by step, methodical & efficient
way

5. Opportunities
for TMI –
Different
Models
•Immediate - Recruiting
• from India – which we are already doing
• From Germany - we will have to find Indians/Indian
students to recruit from Germany
•Immediate - Staffing/Payrolling (2 months)
• From India
• From Germany
• Staffing Payrolling only with a licence. Annual licence
sill cost 1000,00 EUR. Long Term licence 2500,00
EUR. Bureaucratic requirements are quite extensive.
Details need to be worked out and put in place
before starting with On Site staffing in Germany
• Chinmay will set up this
• Will need 1 or 2 free lance recruiters to be set up
• To work out cost structures and seek approval
•Long term model - IT Services Company (6 – 9 months)
• GMBH
• mostly IT staffing
• allow absorption after 6 months
• take small projects for IT projects
• Naveen/Anil & team can deliver
• Can have Chinmay or another person to project
manage

6. Business
Acquisition
•Thru Chinmay
• Hirey
• MyBider
•Thru Roland
• Mandates started
•Thru trip connects
• in India
• Germany
•Thru Chambers of Commerce, Germany

7. Thank you