1. Capacity and risk analysis
We identify the clinical problem to be solved: uncovered shifts, insufficient procedural capacity, waiting lists, replacement needs, expansion of a care pathway or reinforcement of medical leadership.
2. Role and competency profile
The profile covers not only specialty and years of experience, but also subspecialty, procedures, minimum caseload, required autonomy, rota design, language, supervision and local clinical privileges.
3. Destination-country assessment
For each country we examine qualification recognition, registration authority, specialist recognition, language testing, examinations, supervised practice, visa, work permit and professional liability. A positive selection outcome is not a guarantee of licensure.
4. Selection and document verification
Candidates are assessed on education, current registration, professional good standing, employment history, procedural competence, references and motivation for international practice.
5. Interview and clinical assessment
The receiving institution independently assesses medical suitability. Where appropriate, case discussion, logbook review, reference interviews or a formal assessment are added.
6. Registration, immigration and contract
Final planning and the employment contract are developed only after the required pathways are sufficiently clear. The hospital is the direct employer and determines salary, rosters, reporting lines and employment conditions.
7. Language, culture and onboarding
Preparation focuses on clinical communication, informed consent, patient safety, handover, escalation, incident reporting, local protocols and collaboration within the treatment team.
8. Support and evaluation
After commencement, structured review moments can be arranged for the professional, medical manager and HR to identify integration issues, additional training needs and contractual bottlenecks early.