Fluentras connects employers with German, Japanese, French and Korean speaking graduates in India, trained for IT support, QA, cloud support and bilingual customer operations, and working remotely from day one.
Every candidate is screened for the target language and working English before any role training begins.
Short, role-specific training runs before day one, so your team gets contributors, not trainees.
All talent works remotely. No relocation, and no visa lead time to plan around.
Test the model with a pilot of 5 to 10 people before you commit to scale.
We focus on process-driven and tech-adjacent roles where a language-qualified graduate can become productive quickly. Scope and training length are set with you for each role.
Tier 1 to 2 support for users and internal systems in their own language.
Manual and structured testing with documentation your local teams can read.
Monitoring and first-line operations, with a path into basic DevOps tasks.
Email, chat and phone support for your customers in their language.
Data entry and document-heavy processing, including insurance claims and policy administration.
Tell us the role, the language and the tools your team uses. If it can be taught in a short, structured programme, we will scope it with you.
Talk to usGermany, Japan and France are all dealing with persistent shortages in IT and operations talent. Fluentras gives their employers a route to language-capable teams in India.
German employers are building dedicated offshore teams in India for IT support, cloud and platform operations, and backend support. German-speaking staff reduce the handover friction those teams often face.
Japan's labour shortage is structural and pushing companies towards offshore delivery. Bilingual Japanese and English professionals are in short supply, so language quality is the deciding factor.
French companies already run large India-based teams, and French-language support and operations remain an under-served area. Fluentras targets exactly that gap.
Korean offshoring to India is at an earlier stage. We are building the Korean-speaking talent pool now and taking early-access requests from employers who want to shape it.
Employer matching begins while training is being prepared, so your timeline is not held up waiting for a finished cohort.
You share the role, the language level, the tools and the working hours you need.
We identify language-qualified graduates from Indian universities and language institutes.
Candidates complete an intensive, online programme aligned to your requirements.
You interview the shortlist, choose your team and they start remotely with onboarding support.
Prove the model on one role and one language before you commit to scale. You decide how many people to add after the pilot.
We test language and English level before anyone is shortlisted.
Talent can be engaged as contractors or through an employment arrangement, depending on your needs.
Access and confidentiality terms are agreed before the first day.
Specific contract, tax and data-protection requirements differ by country and by role. We help you plan for them, and you should confirm the final arrangements with your own advisers.
If you speak German, Japanese, French or Korean and have working English, you can apply to join a training and placement cohort. You do not need a technology background.
Universities, language institutes and training providers can work with Fluentras to connect language-qualified students to employers abroad.
India produces thousands of graduates who study German, Japanese, French and Korean, yet most of them never work in a role that uses the language. Meanwhile, employers in Germany, Japan and France face worsening shortages in IT and operations talent.
Offshoring has often stalled on the language barrier. Fluentras closes that gap by pairing language qualification with short, employer-aligned role training, then placing people into remote roles.
Make language skill a direct route to skilled remote work.
Employers cannot find enough local talent. Graduates cannot find roles that use their language.
Screen for language, train for the role, place remotely, and start with a small pilot.
Share the role, the language and the size of team you have in mind. We will come back with a proposal for a pilot.