Talent Berlin is Berlin’s official welcome and information hub for international professionals who want to work, live, and build a future in the city.
What this really means is simple: Talent Berlin helps people turn the idea of moving to Berlin into something practical and doable. Through its online portal and social channels, Talent Berlin provides clear, reliable information about Berlin’s job market, key industries, and employers, along with concrete career guidance and job opportunities. The Meta Job Portal alone brings together around 90 percent of all published vacancies across sectors in the Berlin-Brandenburg capital region.
Beyond jobs, Talent Berlin supports the full arrival journey. This includes guidance on visas and residence permits, relocating to Berlin, finding accommodation, navigating public authorities, and settling into everyday life in the city. The platform also offers up-to-date news and practical tips to help newcomers find their footing faster.
A key part of Talent Berlin’s work is its community. Newcomers can ask questions, share concerns, and receive tailored answers that reflect real-life challenges of starting over in a new city. At its core, Talent Berlin connects people, opportunities, and information, making Berlin more accessible as a place to work, live, and belong. Made with love in Berlin.
Berlin in the Global Race for Skilled Professionals
How does Berlin Talent strengthen Berlin’s international visibility as an attractive location for skilled professionals?
Berlin Talent promotes the German capital digitally and online, as well as at numerous national and international events, trade fairs, and conferences around the world, positioning Berlin as an attractive place to start a career, take the next professional step, or found a company.
Which international organisations, cities, or networks does Berlin Talent work with?
The Talent Service at Berlin Partner has a broad network of international partners through which we inform Berlin-based companies. This ranges from the many international projects run by employment agencies and Chambers of Commerce Abroad (such as Hand in Hand for International Talents or African Skills 4 Germany) to educational institutions worldwide. These include RV College in Bengaluru (India), the AHK Vietnam in Ho Chi Minh City, the Gyeonggido Job Foundation in South Korea, the German Jordanian University in Amman (Jordan), the Egyptian-German Center for Jobs, Migration and Remigration, Ain Shams University in Cairo (Egypt), Universidade Anhembi Morumbi in São Paulo (Brazil), and many others.
Talent.berlin also works very closely with the Goethe-Institut network worldwide, both with individual institutes abroad and within Germany, particularly when it comes to integration-related support services for companies and their international skilled workers.
How does Berlin Talent support the internationalisation of the Berlin labour market?
It is important to us to recommend partners from our network to Berlin’s economy and companies who stand for values such as fair migration. We aim to provide employers with a realistic picture of country-specific pathways for labour migration. From a German perspective, and given the physical distance alone, it is often difficult to assess which recruitment organisations in countries of origin operate in a reliable and fair manner. For this reason, we maintain a strong network of AHKs, Goethe-Institutes, TELC, and other educational institutions that are active in countries such as India, Vietnam, or Tunisia and share their country-specific expertise with us.
What role does intercultural competence play in working with international talent?
In short: a very significant one. Language skills are one aspect, but put simply, the ability, sensitivity, and empathy to engage with people shaped by different cultures, and to approach them with openness and an understanding of difference, is half the battle. We are not talking about cultural standards or stereotypes, but about recognising that integration does not end with the issuance of a visa or upon arrival at the airport.
If integration is to succeed, workplace-related structures are needed, such as mentorship programmes, support with administrative procedures, and, very importantly, ensuring that companies actively involve their existing workforce in the internationalisation of the team. Integration also does not end after working hours. The particularly German tendency to strictly separate private and professional life is something people first need to become aware of, and then take into account during integration and onboarding processes in order to sensitise both sides, the receiving workforce and the arriving talent. And not to forget: a sense of humour often helps too, because nothing breaks down mental barriers faster than sharing a laugh.
