Contract pathways mapped
Know when a full-time offer, fixed-term role, or freelance setup fits the work — and when it invites risk under German law.
Inframonitoring · Berlin
Build hiring systems that survive your next funding round.
We train founders and early People leads on German employment rules before contracts, roles, and remote setups become expensive surprises.
What teams walk away with
Clear decision frameworks for German hiring — not slide decks that expire after the workshop.
Onboarding that documents itself
Checklists for probation, working-time records, and equipment policies that your ops lead can run without legal panic.
Investor-ready answers
Prepare concise responses for due diligence questions about workforce classification, works council timing, and contractor use.
Programs shaped around real German startup bottlenecks
From first German hire after incorporation to scaling a product team across Berlin and remote EU talent, our sessions follow the decisions you are already making this quarter.
The flagship course walks through employment consultations in Germany: startup hiring compliance with scenarios drawn from SaaS, marketplace, and deep-tech teams.
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Featured learning path
Start here if you need a structured, repeatable approach to compliant hiring.
German Startup Hiring Compliance
A practical program covering employee vs contractor decisions, offer letters, probation design, and documentation habits that scale with your headcount.
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First-Hire Clinic
A condensed session for founders making their first German employment offer — role design, salary bands, and the paperwork sequence.
See clinic detailsNumbers from recent cohorts
Pulled from post-program surveys across Berlin, Munich, and remote-first German GmbHs.
37startups coached last year
12 daysmedian time to first compliant offer pack
81%participants revised contractor usage
4.2 / 5avg. usefulness rating
Voices from People leads and founders
“The probation module forced us to write measurable goals before day one. We still tweak templates, but the false-start hires dropped.”
“I booked the First-Hire Clinic after two conflicting lawyer emails. Inframonitoring gave us a sequence we could run without waiting three weeks.”
“Useful on classification — less so if you already have in-house counsel. Still worth sending your ops lead to the documentation workshops.”
Need a second opinion before you send that offer?
Tell us where you are in the hiring cycle. We reply within two business days with a recommended program or a short consultation slot.
Contact the Berlin team