(*Note – I’ve asked some clarifying questions to better understand the situation and tailor my response.) I’m so sorry to hear that you’re worried about losing your job—it’s an incredibly stressful situation and, unfortunately, one that has become all too common in recent years, especially in talent acquisition. First things first: Europe generally has much more stringent labor laws. In Germany, for example, employers must have a valid reason for termination, such as company restructuring or poor performance. Your situation seems to fall into this category. Even then, they are required to follow your employment contract, which likely includes serving out a notice period and meeting any other contractual obligations. The first thing you should do is review your contract to understand your rights and what obligations your employer must meet. You mentioned that the acquiring company is a Chinese organization expanding overseas, likely without much experience in Europe, and that you’re the only recruiter at your company. Additionally, you’ve pointed out that your current company lacks well-established processes and that much of the knowledge you hold isn’t easily transferable. This is where your expertise in European hiring can become your strongest asset. Hiring in Europe is complex—each country has its own labor laws and unique challenges. For example, as your situation illustrates, Germany alone comes with significant complications. If I were in your position, I’d prepare a detailed overview of the complexities of hiring in Europe, highlighting the challenges specific to each country. Frame this information in a way that helps your new boss, who may not fully understand these difficulties, see the value you bring to the organization. Your goal should be to demonstrate how difficult it would be to replace you with someone from headquarters or a less experienced recruiter. In the worst-case scenario, this approach might buy you additional time to complete a knowledge transfer. In the best case, it could save your job. Additionally, in countries with stricter labor laws, it’s not uncommon for employers to propose a mutual separation agreement—essentially a negotiated exit that satisfies both parties. This could be an opportunity for you to secure additional severance, so it’s worth keeping in mind as a fallback option if it comes to that. I’d recommend these strategies first, with offering to take a pay cut being the one of the last resorts. Good luck!