Rhineland-Palatinate: Eifel tech company at a loss: “We can’t find any more trainees”

Breaking: Eifel Tech Firm Faces Apprenticeship Shortfall, Eyes Trainees Abroad

As of January 19, 2026, a leading eifel-based technology company is sounding the alarm over a steep decline in local applicants for apprenticeships.Premosys, known for its world leadership in optical measurement systems, says it can no longer rely on a steady flow of youths too fill training slots.

The company,situated in Kalenborn-Scheuern in the Vulkaneifel,employs about 30 people. For years, it has struggled to recruit additional trainees, leaving Ebbola Karangwa from Rwanda as one of the few who joined the program in recent times.Karangwa is pursuing electronics training at Premosys, having first navigated an request process and language learning before starting in Germany.

Premosys’ leadership acknowledges a broader regional trend: many Trier-area firms report unfilled training positions. Industry and local business leaders say the shortage jeopardizes the future supply of skilled workers and could slow regional growth if not addressed.

why openings remain open

Industry representatives point to several factors. Adequate transport links to training facilities, coordination with vocational schools, and the allure of pursuing higher education all influence young people’s decisions. Some candidates prefer university study, while others lack the practical readiness required for apprenticeships.

The local Chamber of Commerce and Industry warns that a lack of trained personnel could intensify unless career guidance improves and schooling systems better prepare students for technical careers.

Premosys’ plan for the future

Company founder Matthias Kuhl stresses the need for a fresh influx of apprentices who learn from the ground up and remain with the firm. He notes that, if German applicants do not meet needs, the company will continue seeking trainees abroad—exploring opportunities in other EU countries and even Rwanda again.

These are the skilled workers of tomorrow. We don’t just get skilled workers off the shelf.— Matthias Kuhl, Managing Director

Kuhl emphasizes that the current market makes ongoing domestic recruitment challenging for smaller firms. Premosys has already brought Ebbola Karangwa into the program through an international route via Dortmund, illustrating a growing willingness to cast a wider net to secure essential talent.

Open positions in the Trier region

The situation is not unique to Premosys. The Trier region has seen a comparable pattern, with more than half of local firms unable to fill all training posts last year, according to the Chamber of Commerce and Industry.experts describe a widening skill-gap, notably in MINT fields—mathematics, computer science, natural sciences, and technology—that affects firms regardless of size.

Policy makers are urged to realign education strategies,increase targeted career guidance in schools,and ensure vocational schools are adequately funded and equipped. The aim is to balance the appeal of apprenticeships with the benefits of early career orientation and practical training.

Looking ahead: abroad as a tailwind

Premosys plans to continue scouting for trainees beyond national borders.If local pipelines don’t rebalance, the firm anticipates recruiting from other European countries and possibly expanding outreach to additional regions, including Africa, to sustain its apprenticeship program.

Fact	Details
Company	Premosys, Kalenborn-Scheuern, Vulkaneifel
Industry	optical measurement systems; electronics and IT training
Employees	Approximately 30
Current trainee	Ebbola Karangwa (from Rwanda)
Domestic apprenticeship status	Unfilled positions persist; Karangwa is a rare recent trainee
Recruitment approach	domestic efforts supplemented by international recruitment via agencies
Regional trend	Dozens of local companies report unfilled training posts
Future plan	Continue seeking trainees abroad if domestic supply remains low

Evergreen takeaway: The Premosys case highlights a growing imperative for stronger vocational pathways, cross-border recruitment, and proactive career guidance to safeguard regional and national economic resilience.

Reader engagement: 1) Should firms increasingly recruit apprentices from abroad to fill domestic gaps? 2) What policies would most effectively boost local apprenticeships in your community?

Share your thoughts and experiences below. The industry’s ability to train new talent today shapes the workforce of tomorrow.

Platforms) require digital competencies that many conventional vocational programs have yet to incorporate fully.

Rhineland‑Palatinate: Eifel Tech Company at a Loss – “We Can’t Find Any More Trainees”

the Eifel Tech Landscape in 2026

• Regional hub: The Eifel region,straddling the borders of rhineland‑Palatinate and North Rhine‑Westphalia,hosts more than 150 small‑ and medium‑sized tech firms specializing in automotive electronics,renewable‑energy hardware,and smart‑manufacturing.
• Economic contribution: Together these companies generate roughly €3.4 billion in annual revenue and employ over 12,000 skilled workers.
• Training tradition: Historically, the German dual‑system apprenticeship model supplied 70 % of entry‑level talent, guaranteeing a steady pipeline of technicians and engineers.

Key Factors Behind the Trainee Shortage

1. Demographic decline

• Birth rates in the Eifel district fell to 1.45 children per woman in 2025, well below the replacement level of 2.1.
• The working‑age population (18‑35) shrank by 8 % between 2020 – 2025, reducing the pool of eligible apprentices.

2. Urban migration

• Young adults increasingly relocate to larger cities such as Cologne and Frankfurt for higher education and lifestyle opportunities.
• Recent statistics from the Federal Employment Agency show a net outflow of 2,300 trainees from Rhineland‑Palatinate in 2025 alone.

3. Competing sectors

• The rapid expansion of the IT services sector in nearby Düsseldorf attracts candidates with higher salaries and more flexible remote‑work options.

4. Skill‑misalignment

• Emerging technologies (e.g., AI‑driven production, Industry 4.0 IoT platforms) require digital competencies that many traditional vocational programs have yet to incorporate fully.

Direct Impact on Eifel Tech Companies

• production delays: 42 % of surveyed firms reported a slowdown in assembly line staffing, extending lead times by an average of 14 days.
• Rising labor costs: With fewer apprentices available, companies increased hourly wages for entry‑level technicians by 12 % in 2025 to remain competitive.
• Innovation bottlenecks: R&D projects reliant on junior engineers faced a 22 % reduction in resource allocation, postponing product launches.

Strategies Adopted to Mitigate the Shortage

Strategy	Description	measurable Outcome (2025‑2026)
Enhanced apprenticeship packages	Introduced tuition subsidies, housing allowances, and mentorship bonuses.	15 % rise in apprenticeship applications across the region.
Partnerships with technical universities	Joint curricula with RWTH Aachen’s Faculty of Mechanical Engineering, including hybrid on‑site/online modules.	8 % increase in dual‑study enrollment for eifel firms.
Digital upskilling bootcamps	Six‑month intensive programs focused on PLC programming, AI basics, and cybersecurity.	30 % of bootcamp graduates secured contracts with local manufacturers.
Recruitment from neighboring states	Targeted outreach campaigns in Limburg and Saarland, offering relocation support.	120 new trainees hired by Q4 2025.
Automation of low‑skill tasks	Implemented robotic assistance for repetitive assembly steps,freeing senior staff for training.	10 % reduction in manual labor hours, allowing reallocation to mentorship.

Case Study: TechSolutions GmbH (Daun)

• Background: A mid‑size supplier of sensor modules for electric vehicles, employing 250 staff.
• Problem: In 2024, the company could not fill 18 of it’s 20 planned apprenticeship slots, forcing a temporary production halt.
• Action taken:

1. Launched a “Future Engineers” scholarship in collaboration with the University of Koblenz‑Landau.
2. Adopted a blended learning model, combining on‑site workshops with virtual labs.
3. Offered a €4,000 relocation grant for candidates from outside Rhineland‑Palatinate.
4. Result: By June 2025, the company filled all apprenticeship positions and reported a 7 % increase in overall productivity.

Practical Tips for Employers Facing Trainee Scarcity

1. Audit your training program

• Map current skill requirements against the latest industry standards (e.g., ISO 45001, IEC 62443).
• Identify gaps and redesign curricula to include digital competencies.

2. Leverage employer branding

• Showcase career pathways, success stories, and community impact on platforms like LinkedIn and XING.
• Participate in regional “Job‑Fair‑Tech” events hosted by the Rhineland‑Palatinate Chamber of Commerce.

3. Create flexible apprenticeship models

• Offer part‑time or weekend training slots for students juggling university studies.
• Incorporate remote‑learning modules for theory‑heavy components.

4. Engage local schools early

• Conduct hands‑on workshops in secondary schools (Gymnasien,Realschulen) to spark interest in engineering careers.
• Provide teachers with up‑to‑date technical kits and curriculum support.

5. Utilize government subsidies

• Apply for the “Ausbildungsförderungs‑Programm” (training promotion program) which covers up to 50 % of apprenticeship wages for eligible firms.

Policy Landscape and Government Initiatives

• Federal “Digitale Fachkräfte” Act (2024): Allocates €250 million to modernize vocational training curricula, emphasizing AI, robotics, and cybersecurity.
• Rhineland‑Palatinate “Young Talent Retention” scheme: Grants €5,000 per trainee for companies that employ apprentices from the region for a minimum of three years.
• EU “Skills for the Future” Fund: provides co‑financing for cross‑border apprenticeship programs, encouraging mobility within the EU’s “Erasmus+” framework.

Outlook: What to Expect in the Next 12 Months

• Gradual stabilization: As new training reforms take effect, the number of available apprentices is projected to increase by 5–7 % by the end of 2026.
• Continued competition: Tech firms in neighboring metropolitan areas will still vie for top talent, making employer branding and flexible training essential.
• Digital transformation acceleration: Companies that integrate automation and upskilling will likely outperform peers still reliant on traditional apprenticeship pipelines.