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Recruitment agency in Spain
We make sure your hiring choices do not cost you later.
- Law Firm Backed
- CBA Classification Experts
- Visa & Legal Validation
- Barcelona-Based
We find the right person for your permanent team. Then we validate upfront that they can actually start - CBA classification locked in, visa category confirmed if they are international. No surprises after you have made an offer.
What is Recruitment in Spain?
Recruitment in Spain means finding qualified candidates and validating they can take the permanent role under Spanish law. We do both. Most recruiters stop at placement. We do not. Before you make an offer, our legal team confirms: the role fits the correct Convenio Colectivo (CBA), visa category is verified for international hires, and no existing employment agreements will block them. You choose from the candidates we find. We ensure they can onboard without legal friction.
Why Recruitment matters in Spain?
The hiring mistakes that cost you
Most recruiters find you someone and hope for the best. We find and validate. Two things break permanent hires in Spain: CBA misclassification (wrong salary framework, audit risk months later) and visa category mismatch (visa stalls, offer falls through).
Right recruitment means finding someone qualified and validating upfront that they fit both the legal structure and the visa requirements. No surprises after.
Why choose Iberia Workforce for Recruitment in Spain?
We validate CBA classification before you hire.
Most recruiters send you a CV. We find the candidate, then our legal team confirms: which Convenio Colectivo does this role actually fall under? What are the salary minimums, overtime tiers, mandatory bonuses, and working hour limits for that framework? You know upfront whether you have budgeted correctly. You do not find out months later during an audit.
We handle visa validation so international hires actually work.
If your candidate is from outside the EU, we confirm the visa category upfront - HQP, Digital Nomad, Skilled Worker, or standard work permit. We flag timelines, costs, and requirements before you make an offer. No visa surprises. No offers that fall through because the immigration details were not checked.
We move fast without cutting corners.
Good candidates are off the market within days. We have the sourcing depth and network to find talent quickly. Speed does not mean skipping the legal validation - both happen in parallel. Your offer goes out while our legal team runs the checks.
We hunt permanent and executive talent with dedicated expertise.
Standard permanent roles in tech, fintech, engineering: 1–2 weeks from brief to shortlist. C-level and director-level positions: we headhunt. We know the market, we know who is available, and we know who might be open to conversations. Not a job posting. Strategic recruitment.
You do not pay until they start. If it does not work in 60 days, we find you someone else free.
Most recruiters take a fee upfront and disappear. We take 10% of annual salary, but only after the candidate has worked 15 days and you have decided they are the right fit. If they do not work out in the first two months or they leave, we source a replacement at zero cost. You already invested; we back the hire.
9 years at scale. 10,000+ employees placed across Europe.
Built in the UAE, one of the world's most compliance-heavy hiring environments. That operational depth now runs recruitment across Spain and four other European countries.
How Recruitment works?
Tell us what you need to hire
Role, seniority, location within Spain, salary range, urgency. Is this a permanent position, executive search, or specialist hire? Are you hiring EU nationals or international candidates who need visa support? We assess the complexity and give you realistic timelines upfront - no promises we cannot keep.
We source and screen
We tap our network, use our sourcing tools, and headhunt where the role demands it. We screen candidates for fit: skills, experience, cultural alignment. For international hires, we run initial visa category checks upfront so we only present candidates who can actually take the role in Spain. You get a shortlist of qualified candidates, not noise.
You choose. We validate. They onboard.
You select the candidate you want. Our legal team validates the full picture: which Convenio Colectivo applies to their role, visa category and timeline if they are international, non-compete clauses or employment agreements that might restrict them. Once validated, they are cleared to onboard. We stay involved through their first weeks to ensure the transition runs smoothly.
Payment and the 60-day safety net
15 days after they start working, you pay us 10% of their annual gross salary - one-time fee. If the hire does not work out in the first 60 days or they decide to leave, we source a replacement candidate at no charge. You already invested in the first hire; we find the right person the second time.
Looking to manage recruitment without the legal risks?
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What is included in Recruitment services in Spain?
Candidate sourcing & screening
Active sourcing through our network, passive candidate identification, skills assessment, and cultural fit evaluation. For niche or specialist roles, dedicated headhunting and direct outreach to high-potential candidates in your field. For executive positions, strategic recruitment through known market relationships.
CBA classification & permanent role structuring
We identify which Convenio Colectivo applies to the role upfront. Salary minimums, overtime tiers, mandatory bonuses, working hours - confirmed before you make an offer. This protects you from retrospective audit risk and ensures your budget is accurate from day one.
Visa category & work permit assessment for international hires
For non-EU candidates, we identify the correct visa category upfront (HQP, Digital Nomad, Skilled Worker, or standard work permit). We flag timelines, sponsorship requirements, and restrictions so you know what you are committing to before the hire is live.
Non-compete & employment agreement review
Our legal team reviews existing employment agreements, non-compete clauses, and key-person restrictions that might block a hire. You know upfront if there is friction and how to navigate it before making an offer.
Executive search & headhunting
C-level, director-level, and board positions sourced through our network. We know who is strong, who is available, and who might be open to the right opportunity. Not job posting. Strategic recruitment for senior talent.
Offer support & onboarding coordination
We help structure the permanent offer, coordinate first-week logistics, and ensure the legal and payroll side are set up correctly so the hire starts without friction.
Candidate replacement guarantee
If the hire does not fit within 60 days or they leave early, we source a replacement candidate at no additional cost. You have already paid the fee; we find the right person the second time.
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Recruitment across Spain
Barcelona-based team, serving companies across Spain. Permanent hiring, executive search, and international talent acquisition. Legal validation built into every hire.
RECRUITMENT
Frequently asked questions
How long does permanent recruitment in Spain actually take?
Standard permanent roles (mid-level tech, fintech, engineering, product): 1–2 weeks from brief to shortlist. Executive or specialist roles (director-level, niche expertise): 3–4 weeks because we are being selective and the candidate pool is smaller. We give you a realistic timeline upfront based on your specific role, not an optimistic one.
What is the difference between CBA classification and just posting a job?
Most recruiters find you a candidate. They do not confirm which Convenio Colectivo the role actually belongs to. You assume, you hire, months later an audit flags you under the wrong agreement and you owe retrospective salary adjustments. We confirm the correct CBA upfront before you make an offer, so payroll runs under the right framework from day one.
Can you recruit for executive and C-level roles in Spain?
Yes. For director-level, C-suite, and board positions, we headhunt. We know the Spanish market, we know candidates, and we know who is available or open to conversations. These roles do not get filled by posting a job, they get filled by relationships and strategic outreach.
How do you handle international hires and Spanish visas?
We identify the correct visa category upfront - HQP for highly qualified professionals, Digital Nomad if they have passive income, Skilled Worker if the role meets Spanish skill thresholds, or standard work permit. We flag timelines and costs so you know what you are committing to. For visa sponsorship, our legal team manages the paperwork.
What if the candidate I want has a non-compete from their previous employer?
We review it upfront. Some non-competes are enforceable under Spanish law; some are not (depending on industry, duration, and geographic scope). If there is friction, we flag it before you make an offer so you can decide how to navigate it, renegotiate, wait out the period, or move to another candidate. No surprises.
How do you source permanent candidates in Spain? Is it just job posting?
We use a combination of active sourcing (job platforms, our network), passive candidate identification (we know who is strong in your field), and direct headhunting for senior roles. Passive sourcing often surfaces better talent because good people are not always actively looking. It takes longer but gets you better candidates.
What exactly does "CBA classification review" mean for a permanent hire?
We confirm which Convenio Colectivo your role falls under - for example, tech roles might be "Engineering/IT" not "Offices and Booths." Once we identify it, we lock in the salary minimums, overtime rates, mandatory bonuses, and working hour limits that apply. This goes into your offer and payroll calculation so there are no surprises after.
Can you find permanent candidates in niche or specialized fields in Spain?
Yes. Niche specialists (AI researchers, specialized logistics experts, domain experts in emerging sectors) are where our sourcing depth matters most. It takes longer than posting a standard role - sometimes 3–4 weeks, but we find the person. We are honest about timelines instead of promising speed we cannot deliver.
What if an international candidate's visa gets rejected after you have validated it?
We validate the visa category and flag realistic timelines based on Spanish immigration processing. We do not control government processing, but we flag upfront if there are complexity factors (new visa category, less common nationality, documentation-heavy requirements) that might lengthen timelines. Once you make an offer, we stay involved in the visa process so you have real-time visibility.
What is the fee structure? When do I pay?
10% of the candidate's annual gross salary, paid 15 days after they start working in the permanent role. One-time payment. If the hire does not work out in the first 60 days or they leave early, you do not pay for a replacement, we source one free because you already invested in the first hire.
What happens if the permanent hire does not work out after 60 days?
After 60 days, the replacement guarantee expires. However, if there is a genuine misalignment on the role requirements (you discover the role needs different skills) or something in your company environment, we will discuss what went wrong and how to adjust for the next search.
Who is Iberia Workforce, and how do you operate recruitment in Spain?
Iberia Workforce is part of Connect Group. We operate recruitment services in Spain from our Barcelona office with an in-house team of headhunters, sourcers, and employment lawyers. We do not outsource sourcing to local partners, the same team finding your candidate is the same team validating their CBA classification and visa eligibility. We carry the responsibility for the quality and fit of every hire.
Good recruitment is more than a name and a resume. It is finding someone who fits.
Validating they fit the legal structure (CBA classification), confirming they can actually take the job (visa category), and backing that commitment with a 60-day guarantee. You do not pay until they start. If it does not work in 60 days, we find you someone else free. Describe the permanent role you are hiring and we will tell you exactly how long sourcing will take. No obligation.