Rejecting for “risk” is the biggest risk
German companies don't reject international candidates over skills — they reject uncertainty. TalentLens turns every unknown into a checked fact, and shows the potential a local CV comparison can't: how much risk is real, how much is resolvable, and how much upside you'd be walking away from.
Why it works
Every fear, answered with evidence
“Do they even have the right to work here?”
TalentLens reads each CV for legal-status signals — Blue Card, an existing German employer, EU citizenship — and tells you exactly what to verify and how. Work authorisation is judged on legal status only, never on nationality.
“Their German won't be good enough.”
We compare the candidate's German to what your job actually needs. An English-speaking team doesn't need C1 — and we'll say so instead of letting a good engineer get filtered out by reflex.
“The visa paperwork will eat months.”
Availability is assessed realistically: notice period, current location, and whether a permit process is even needed. Often it isn't — and when it is, you see the timeline up front.
“They'll leave after a year.”
We surface commitment evidence — already living in Germany, learning the language, settled family. International hires who chose to settle here are often the most loyal people on your team.
How it works
Screen a whole shortlist in minutes
1 · Paste or drop
Your role, their CVs
Paste the job description once, then drag in a whole stack of CV PDFs — up to 20 at a time — or paste a single CV as text. No account, no setup.
2 · Read
A two-sided report
Each candidate gets seven concrete risk dimensions — each with the evidence and the one step that resolves it — plus four potential dimensions. Batches get a ranked overview so you know where to start reading.
3 · Decide
You stay in control
You get the exact interview questions and documents that close each open point. TalentLens is decision support — it never rejects anyone for you.
Built for careful companies
No black box, by design
No hidden score decides anything. Every number is computed transparently from named, job-relevant dimensions, and protected characteristics — nationality, age, gender, family status — are excluded by design.
Assessments are decision support with a human in the loop, the way the EU AI Act and the AGG expect hiring tools to work. You see the reasoning, you ask the questions, you make the call.
And when you're ready to hire
Meet candidates already on the way
Prepared, not cold
Nurses, engineers, IT specialists and trades working through recognition (Anerkennung) and visa routes — the exact profiles Germany's shortage lists name.
Application-ready
Candidates use TiG Pilot to maintain complete profiles, German-style CVs and realistic salary expectations before they ever apply.
Consent-first
We only ever introduce candidates who have explicitly opted in to being contacted — GDPR-clean by design.