How to Recruit Engineers from Spain, Italy and Portugal to Germany

Finding qualified engineers in Germany can be challenging for aerospace, space and defense companies, particularly when recruiting for specialized technical positions. For startups and SMEs, competition for experienced professionals can make it difficult to build engineering teams using local recruitment channels alone.

One alternative is to recruit engineers from Southern Europe, particularly from Spain, Italy and Portugal. These countries have established engineering universities, aerospace companies and technology industries that offer access to professionals with experience in complex technical environments.

For German CEOs, CTOs and HR managers, international recruitment can expand the available talent pool and help identify engineers who may be interested in developing their careers in Germany.

However, successful cross-border recruitment requires more than publishing a vacancy internationally. Companies need to understand where relevant engineers work, how to approach them and what practical considerations influence their willingness to relocate.

Why German Aerospace Companies Should Look Beyond the Local Talent Market

Germany has an established aerospace and defense industry, with important engineering activities around Munich, Bremen, Hamburg, Darmstadt and other industrial locations. Companies operating in these markets frequently require professionals with specialized technical knowledge.

A startup developing a satellite subsystem may need an experienced systems engineer, embedded software developer or RF specialist. A defense technology SME may be looking for avionics engineers, cybersecurity professionals or specialists in electronics and advanced sensors.

These positions can be difficult to fill when the company restricts its search to candidates already living nearby. Engineers with the required experience may be employed by established manufacturers, suppliers or research organizations and may not actively respond to job advertisements.

Expanding recruitment to other European countries gives employers access to additional professional networks and engineering communities.

For German companies looking to hire aerospace engineers from abroad, Spain, Italy and Portugal can be relevant sourcing markets because of their technical education systems and industrial experience.

Aerospace Engineering Talent in Spain, Italy and Portugal

Spain has an established aerospace industry, with engineering activity around Madrid, Seville, Barcelona and other technology centers. Professionals working in these environments may have experience in aircraft systems, satellite technologies, avionics, software development, structural engineering and systems integration.

For German aerospace companies, recruiting engineers from Spain can provide access to candidates familiar with international engineering programmes and multidisciplinary technical projects.

Italy also offers a significant aerospace and space engineering ecosystem. Turin, Rome, Milan and other industrial centers host companies and research organizations involved in satellites, propulsion, electronics, aerospace manufacturing and defense technologies.

Italian engineers may bring experience in spacecraft engineering, embedded systems, telecommunications, mechanical design, verification and testing. Depending on the position, these backgrounds can be relevant to German startups and SMEs developing advanced aerospace products.

Portugal has growing capabilities in aerospace-related engineering, software, electronics, telecommunications and technology services. Engineering communities around Lisbon, Porto and other locations may offer relevant professionals for companies developing space systems, digital technologies and advanced industrial applications.

The objective is not to assume that engineers from one country are inherently better suited to particular positions. It is to identify relevant technical experience across a wider European market and evaluate candidates according to the actual requirements of the vacancy.

How to Find and Recruit Engineers from Southern Europe

An effective international recruitment strategy begins with a clearly defined technical position. Before searching outside Germany, the hiring company should establish which engineering skills are essential, what level of experience is required and whether the position involves onsite activities.

For example, a company recruiting an AOCS or GNC engineer should clarify whether it needs experience in control algorithms, spacecraft dynamics, simulation, flight software or subsystem verification.

Similarly, a company searching for an embedded software engineer should define the relevant programming languages, hardware interfaces, development environments and verification requirements.

This level of detail helps recruiters identify suitable professionals rather than relying only on broad job titles such as aerospace engineer or software developer.

Once the position is defined, employers can explore professional networks, specialized engineering communities, university alumni networks and relevant aerospace companies in Spain, Italy and Portugal.

LinkedIn can be useful for identifying engineers with relevant experience, but a successful search often requires more than contacting professionals based on their current job titles.

A specialized engineering headhunter can help map the relevant candidate market, identify professionals with suitable technical backgrounds and approach candidates who may not be actively searching for employment.

This is particularly relevant for senior engineers and highly specialized positions where conventional job advertisements may generate few suitable applications.

German employers should also communicate the opportunity clearly. International candidates will want to understand the technical project, engineering responsibilities, workplace location, compensation and career development opportunities before considering relocation.

A company offering meaningful technical ownership, exposure to advanced technologies or opportunities to participate in a growing engineering programme may be able to attract professionals interested in new challenges.

For additional guidance on specialist candidate sourcing, explore our guide to hiring aerospace and defense engineers in Europe.

Bringing EU Engineers to Germany: What Employers Need to Know

One practical advantage of recruiting citizens of Spain, Italy and Portugal is that they benefit from the European Union's freedom of movement.

EU citizens do not need a visa or work permit to take up employment in Germany. This makes recruitment from other EU member states administratively different from hiring professionals who require immigration authorization.

However, employers should distinguish between a candidate's country of residence and nationality. A professional living in Spain, Italy or Portugal who is not an EU citizen may be subject to different immigration requirements.

German employers can consult the official Make it in Germany guidance for companies for information about recruiting international professionals and the applicable employment requirements.

Companies should also assess whether the position involves a regulated professional activity requiring recognition of qualifications. Requirements depend on the occupation and the work to be performed, rather than applying identically to every engineering vacancy.

For aerospace and defense roles, additional conditions may arise from project security requirements, export controls, customer restrictions or access to sensitive technologies. These should be assessed individually and should not be confused with general EU employment rights.

Relocation, Language and Technical Integration

Although EU mobility simplifies access to employment, relocation remains an important part of international engineering recruitment.

Candidates considering a move from Spain, Italy or Portugal to Germany may need information about housing, employment conditions, taxation, health insurance and the practical steps involved in establishing residence.

Employers do not necessarily need to manage every aspect of relocation, but clear information and appropriate support can help candidates make informed decisions.

Language requirements should also be assessed realistically. Some international aerospace and technology teams operate primarily in English, while other positions require German for customer communication, documentation, manufacturing activities or daily collaboration.

Rather than automatically requiring fluent German for every engineering position, companies should determine which language skills are genuinely necessary for the role.

The working arrangement is equally important. Engineers involved in hardware integration, laboratory testing or secure facilities may need to work onsite, while certain software and simulation activities may allow greater flexibility.

Clarifying these conditions early can reduce misunderstandings and help employers focus on candidates who are genuinely interested in the opportunity.

German SMEs can also explore EURES services for employers, which provide information and support for recruiting workers from other European countries.

When to Use a Cross-Border Engineering Recruitment Agency

Recruiting engineers internationally can be managed internally when a company has sufficient HR resources, relevant professional networks and experience with European recruitment.

However, smaller aerospace and defense companies may not have the capacity to identify and approach specialized candidates across several countries while simultaneously managing engineering projects and business development.

A cross-border engineering recruitment agency can help employers identify relevant talent markets, conduct targeted searches and establish initial contact with suitable professionals.

For German startups and SMEs, this can be particularly valuable when recruiting systems engineers, satellite engineers, embedded software developers, RF specialists, RAMS engineers or technical project managers.

An effective recruitment partner should understand the engineering requirements of the vacancy and the practical considerations associated with international hiring.

This includes assessing candidates' technical experience, interest in the opportunity, location preferences and willingness to relocate to Germany.

Specialist recruitment support can also be useful when an employer has already attempted local recruitment without finding suitable professionals.

Rather than continuing to search within the same limited market, the company can explore additional engineering communities in Spain, Italy and Portugal.

At HEADHUNTING.SPACE, we focus on specialist recruitment and direct search for aerospace, space and defense companies across Europe. Our approach is designed for businesses looking to identify qualified technical professionals beyond their immediate recruitment networks.

For German companies considering international hiring, expanding the search to Southern Europe can be a practical way to reach additional engineering talent while maintaining a focused recruitment process.

Looking to recruit aerospace or defense engineers from Spain, Italy or Portugal for your company in Germany?

Tell us about your engineering vacancies, technical requirements and preferred locations. We can discuss how a targeted European candidate search could support your recruitment needs.

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