The question is how much
responsibility sits with us
Whether Arbeitnehmerüberlassung or Werkvertrag is not a matter of taste. It depends on how clearly your process is delimited, how far ahead you plan, and who answers for the result.
| Model | You manage | We manage | You pay for |
|---|---|---|---|
| Arbeitnehmerüberlassung | the people | selection, accommodation, transport | hours worked |
| Master Vendor | the targets | the entire pool, including other providers | hours, one invoice |
| Inhouse Service | the operation | recruitment and scheduling on site | as agreed |
| Werkvertrag | nothing day to day | leadership, process and result | a result, not hours |
Arbeitnehmer­überlassung
Temporary agency work under the German AÜG
You keep day-to-day control of the work, we carry the employer's risk. MBP staff work in your process, to your instructions, on your shift.
What we take on
Recruitment regionally and across Europe, accommodation and daily transport, supervisors for induction, coordinators as your contact on site, and the entire employer's risk in cases of illness, absence and termination. Billing is based on hours actually worked.
What stays with you
The right to direct the work. You say what needs doing — we make sure somebody is there who can do it.
Where the limits are
- Maximum assignment periodGerman law provides for 18 months per employee and hirer. Sector-level collective agreements may differ — we check what applies before the contract is signed.
- For very large, permanent volumesagency work works out more expensive over time than a Werkvertrag. If that applies to you, we say so.
- Capacity planning has to workAnyone who registers a requirement today and needs people tomorrow gets quality that leaves again after four weeks.
Master Vendor
At larger sites, rarely does everyone work with a single provider. You know the result: differing quality levels, seven invoices, unclear responsibility when people are absent — and nobody answering for the overall staffing level.
We take over the management of the entire staffing pool at your site, including that of the other providers: one point of contact, one quality standard, one line of management, one invoice, one report across all suppliers.
What this means for volume
From our own recruitment we supply up to 50 people a week — no more, because beyond that the quality of selection drops. As master vendor, the capacity of the providers we manage is added to that. In total, 100 to 150 a week becomes possible.
The difference from a provider who simply promises more: we do not raise our own pace, we distribute the volume across several sources — and hold the same standard everywhere. We scale by managing, not by lowering selection standards.
What we require of the other providers
Anyone working under our management at your site has to meet the same basic conditions we do: application of the DGB/GVP collective agreement and membership of the IZS. We check this before onboarding and on an ongoing basis — so that two different standards do not run side by side at your site.
Managed digitally, not by email distribution list
Coordinating several providers at one site rarely fails for lack of goodwill — it fails on spreadsheets that nobody consolidates. We therefore work with a vendor management system, currently the Pactos platform.
- One system for everyone involvedRequirement notices, applicant management, shift planning, time recording and invoice checking come together in one place — for us and for every provider under our management.
- Live figures instead of a monthly reportStaffing levels, hours worked and costs across all providers, without having to ask us.
- Automated compliance checksCertificates, deadlines and contract terms are checked by the system rather than filed away. That is also the transparency your own supply chain due diligence requires.
- Compatible with your systemsIf you already run your own vendor management system, we work inside it rather than imposing ours.
Inhouse Service
If your requirement is not seasonal but constant — and still fluctuates daily — staffing work belongs on the site. MBP sets up its own structure inside your operation: recruitment, scheduling, induction and support all happen at your place, not at a head office.
The difference from standard agency work
Short-notice changes are resolved on site rather than by enquiry. Whoever is absent in the morning is replaced in the morning. You are not negotiating each individual placement, you are agreeing targets.
When it pays off
From around 50 staff at the site. Below that, the overhead of a dedicated structure outweighs its benefit — then conventional agency work serves you better, and we say so.
Analysis that goes beyond the sickness rate
The usual reporting from a staffing provider stops at absence and turnover. We are interested in what your performance actually depends on: picks per hour, units per shift, travel distances, cycle losses, handovers between shifts. We evaluate this together with you and propose what can be changed — in deployment planning, in team composition, in induction.
What we bring to that is the view beyond a single site. We work in many warehouses and production operations and can see which solutions hold and which do not.
Werkvertrag
Contract for work and services · Contracting party: MBP Logistics GmbH
We take over a clearly delimited part of your operation entirely under our own responsibility — with our own leadership, our own management and an agreed performance for which we answer. At one logistics site we currently run an outsourced area of 5,000 m², with an operations manager, team leaders and shift leaders, the complete crew down to warehouse assistant, process control, quality assurance and KPI management.
Suitable processes
Order picking, loading, packing, sorting, returns handling — individual sub-processes as readily as complete functional areas.
Your advantages
- Responsibility for the result sits with usWhat is owed is not attendance but the agreed performance.
- Predictable costsA price per unit or per month instead of hours multiplied by a factor.
- No staffing commitmentWe provide and lead the crew.
Where the limits are
The process has to be precisely defined — anything that cannot be described in delimited terms is not suitable. The transition is a project, not a date. And the dependency is greater than with agency work; that is the flip side of no longer having to concern yourself with the area.
Our own training centre
Rhine-Main region · Reach, narrow-aisle and man-up trucks
We do not look for reach and narrow-aisle
operators. We train them.
Operators of reach, narrow-aisle and man-up trucks are among the scarcest qualifications in logistics. That is not a price problem but an availability problem: someone who is not there cannot be bought in, whatever the hourly rate.
Demand is growing on top of that. Land is expensive, so warehouses grow upwards rather than outwards. Reach trucks, narrow aisles and elevating operator platforms are becoming the rule rather than the exception. And because the operator platform rises with the load, the work does not suit everyone — the pool of possible operators is small even among experienced forklift drivers.
What we do
We run our own training centre in the Rhine-Main region and qualify people in line with DGUV Principle 308-001 — with our own instructors, not through external providers.
Several hundred qualifications a year, and rising, because the market demands them. Basic training takes two days: one day theory, one day practice. On the third day comes the level 2 supplementary qualification for reach trucks, narrow-aisle work and elevating operator platforms. Participants receive an operator's licence and a qualification certificate with the corresponding entry. After that they continue to be supported in the field until the routine is there.
This reverses the usual order: we recruit across Europe and qualify in Germany — rather than searching the German market for somebody who is not there.
Which model works is decided
by the site, not by the contract.
When a project founders on housing,
we do not change the provider
The bottleneck on large projects is rarely the number of applications. It is the question of where those people are going to live — in regions where the housing market is already overstretched. Other staffing providers can only react to that. We can act, because two property companies belong to the same group: rented, developed, built and managed, available within three days where needed.
And that answers the cost question at the same time. Anyone providing accommodation, transport and supervision carries the larger cost blocks at first glance. Through long-term partnerships we bring them down far enough to deliver on the same terms as a purely regional provider — at an availability the regional market cannot offer.
Where a lasting partnership develops, we plan the site strategy along your capacity requirements for the coming years — not along the current quarter.