Reducing the kennismigrant process to “finding a sponsor” misses important distinctions. Employment, nationality and entry requirements must be considered together.
Start with genuine employment
The HSM route relies on an appropriate employment contract and conditions. Someone intending only to run their own business may need a different immigration route. Salary structure and employer details matter as well as the job title.
The exception for Turkish employees
IND states that a recognised sponsor is not mandatory for Turkish HSM employees, who may also apply themselves. Applying through a recognised sponsor can affect processing time. Other application conditions still apply.
Reading the 2026 salary criteria
Monthly gross thresholds exclude holiday allowance: €4,357 for those under 30, €5,942 for those aged 30 or over, and €3,122 for applicants meeting the reduced criterion. The reduced threshold does not automatically apply to every graduate. Check the rule applicable on the application or employer-change date.
MVV is a separate question
The recognised-sponsor exception is not an MVV exemption. Existing residence status and permit history matter alongside nationality.
Plan beyond the decision
Employer changes or job loss can affect residence conditions. Do not assume one fixed job-search period for everyone; check current IND rules against permit history. Family and tax matters need their own review.
Build your preparation list.
- Employment offer or draft contract
- Salary components and start date
- Employer details
- Nationality and current permit
- Family relocation plans