Your Role

Vogel is growing on three fronts simultaneously: new clients, new firms, new colleagues. All three follow the same dynamic – someone needs to find the right people, approach them, and maintain a relationship for months before anything happens. Anyone who only focuses on one front will grow lopsidedly.

Two instruments contribute to all three fronts at once: events where the right people come together, and reach that ensures people know about us before we call. Both fall under this role.

Vogel is one of the most successful medium-sized consulting firms in Germany – several thousand medium-sized companies trust us with their tax, commercial, and strategic matters. Established clients, long experience, strong growth base. We are building on this to create the leading consulting platform for the German Mittelstand: organically, through the acquisition of firms, and through the establishment of new locations and consulting fields. This only works if the approach is successful – for clients, for owners of firms ready to sell, and for future colleagues.

You have completed your studies or are about to, and you can connect with people. Not in the sense of small talk, but in the sense of genuine interest in what someone has built and why. You don't want to be in a sales setup with weekly targets and call scripts, where building relationships becomes a secondary concern. Here, you will have time and technology for relationship building that no one in traditional sales offers – because neither a medium-sized company, nor a firm owner, nor a good candidate can be won over in four weeks.

The role has two entry points. As an internship for three to six months during advanced studies – or directly as a full-time entry-level position. The scope is the same, the difference lies in the horizon: during the internship, you will accompany conversations and take over your own outreach segments; as an entry-level professional, you will be responsible for your own segment.

We are filling this role multiple times. The scope is the same for everyone, but the focus areas are not: those strong in outreach will handle more firm and client segments; those who enjoy bringing people together will take on more events and reach. The distribution arises in the first months based on your strengths, not an organizational chart – and it shifts again as your strengths shift.

You will report to Justin and work closely with Corporate Development and consultants in the specialist departments. The natural progression leads to a Manager role in the Growth area within 24 to 36 months.

Your Responsibilities

Firm Outreach and Buy & Build

• Identify firms that fit us – based on size, client structure, digitalization level, and succession situation – and maintain the target company database so that it is always clear who has reacted how and when.

• Write the initial outreach to owners and justify for each one why this specific firm. A generic approach to a firm owner is a lost opportunity.

• Accompany the initial meetings with owners, record the outcomes, and follow up on the subsequent steps. We buy to keep – the relationship after the deal is more important than the deal itself.

Client Outreach and Client Growth

• Approach medium-sized companies for whom our consulting truly makes a difference, and justify why for each one.

• Accompany initial meetings with our consultants and, with growing confidence, take over parts of them yourself.

• Expand our network of multipliers: banks, lawyers, associations, local networks. Mandates in the Mittelstand arise through recommendation and trust, not through advertising pressure.

Formats, Reach, and Talent

• Organize the formats where clients, firm owners, multipliers, and candidates come together – from conception through guest curation to the on-site execution. Roundtables, curated dinners, retreats, selected trade fair appearances.

• Drive our webinar series: set dates, recruit consultants as speakers, manage promotion, technology, and execution, deliver post-event follow-up – recording, follow-up, contacts in the system. Currently, it runs every six weeks; the goal is significantly higher, and you will help us get there.

• Build reach so that our outreach is not cold: outreach campaigns, awareness for our topics, distribution of our content. What you don't do yourself, you strategically purchase and manage.

• After each event, document what worked and what didn't – agenda, location criteria, catering, reception situation. The second event must be better than the first, and the third should not start from scratch again.

• Approach candidates for our open positions, conduct initial interviews, and maintain contact with people who are not looking to switch today but might in a year. A large portion of our best hires comes from conversations that began months earlier.

• Be responsible for post-event processing and ensure that every contact is cleanly entered into the system. An event without consistent follow-up is wasted money, and that happens more often than anyone admits.

Your Perspectives

What you will have delivered after 3 months:

• You will conduct your own initial meetings with clients and candidates without supervision.

• You will have set up a complete outreach process for a segment – from selection to initial approach to follow-up.

• You will be able to connect on our service offerings: you will recognize which of our topics fits which company.

What you will have delivered after 5 months:

• You will have made a measurable contribution to new mandates, whose origin is clearly traceable.

• Several hires will have been made through candidates you approached.

• You will have organized and followed up on your own event format. The contacts from it will have been followed up on, and the process will have been documented so that someone else can repeat it.

What you will have delivered after 12 months:

• You will be responsible for your own segment or region – with your own target list and your own outreach logic.

• You will be the point of contact for multipliers in your area, who call you, not the other way around.

• You will have increased the frequency in your focus area without compromising quality – more events, more webinars, more reach with the same standards.

• You will be a candidate for a Manager role in Business Development or Talent.

Where the position is heading:

The next step is a Manager role. This requires a self-developed network and demonstrable results, not additional years of experience. Both a specialist career path and a leadership career path are open – the decision is made at the first promotion.

What You Bring

Experience & Track Record

• You have completed your studies or are in an advanced Bachelor's or Master's program – Business Administration, Communications, Psychology, Humanities, or Social Sciences, or something else you have done well.

• You have already worked with people who owe you nothing: sales, consulting, recruiting, events, your own project, volunteer responsibility.

• You have delivered above-average results in some field and can explain what you did to achieve it.

• Profiles that do not fit the above criteria but bring substance in relationships and perseverance are expressly invited – we evaluate based on contribution, not labels. The indicated range is not a negotiation range, but a profile scale: the lower end signifies entry directly after studies; those who already independently handle the standard tasks of this area start in the upper third. Those with a different background start at a different market price and converge after twelve months of proven performance to the role level – the logic behind this is outlined in our compensation principles.

Skills & Working Style

• You write messages that people reply to. The difference between a generic and a specific initial outreach is the whole job.

• You listen and ask the second question. Those who already prepare their next statement after the first answer don't get far in the Mittelstand.

• You read a financial statement far enough to recognize if a firm or company is a good fit for us.

• You can sense in a room whether an evening is going well or poorly – and steer it back before anyone else notices. This cannot be read from a checklist.

• You work with AI as a standard tool – research on companies and candidates, preparation of conversations, drafting of outreach. Repetitive tasks are a spur for automation for you, not a destiny.

• You work cleanly in the system. A contact without a note is a lost contact.

Mindset & Personality

• You maintain contacts for months without immediate results. Those who only invest when there's an acute prospect of closing will be seen through in the Mittelstand.

• You have respect for entrepreneurship. The owner you speak with bears personal risk and has built substance over decades – for a firm, it is their life's work.

• You treat confidential information as a matter of course. In discussions about a sale, you will learn things that no one else must know.

• You can handle rejections without being impressed, and learn something concrete from each one.

• You strive to set the highest standard in everything you deliver – not because someone is checking, but because mediocrity personally bothers you.

What you won't find with us

• No script mode with weekly KPI pressure. Mittelstand clients and firm owners come through recommendations, trust-building, and consistent presence – not through a demo funnel.

• No classic tech sales model where relationship building becomes secondary. Consulting is relationship work, including in Business Development.

• No event management job. Events are a means of outreach for us, not a separate profession. Those who want to build formats but not talk to people are in the wrong place here.

• No deal romance. We acquire firms to keep them and make them better. Those who aim for deals with a five-year holding period in mind are in the wrong place here.

• No pure recruiting function. Approaching candidates is one of the three growth fronts, not a service department alongside them.

• No relaxed 45-hour week. Events take place in the evening, and good conversations cannot be squeezed into a time slot.

FAQ

1. What is Vogel – and where do you operate?

Vogel is one of Germany's leading consultancies for the Mittelstand – since 1959, owner-managed in the second generation, with its own capital – and is building the leading consulting platform for the Mittelstand from this foundation. We operate at three locations: Aalen as our established headquarters, Bopfingen in our core business, and Munich as a new hub. At all three, we are looking for people across functions – from tax consulting to advisory services to the teams that build the foundation beneath it all.

2. How should the salary bands be understood?

Intentionally broad – and indicated at each point before you apply. We differentiate based on track record and market value, not on degree: scarce, highly sought-after profiles at the upper end, less scarce ones at the lower end. The indicated range is not a negotiation range, but a profile scale – two people with similar experience can earn differently with us. What determines the upper end is the level of maturity, not the number of years of experience nor negotiation skills.

3. How much – and how – do you work at Vogel?

We measure by what you achieve, not by hours. However, it's also true: those looking for a 9-to-5 are not our first choice. We seek people who work intensely out of their own drive because the tasks are worth it. How you allocate your time is largely up to you. What we share: We work together in person and typically see each other in the office daily – culture, sparring, and the best ideas arise from daily proximity. We are not a remote company and do not have extensive home office policies; individual remote days are not a problem.

4. How does the application process work?

Lean, fast, transparent – and tiered by profile. Typically, there are four steps: a written assignment where you take a position on eight questions – AI is explicitly allowed, we only ask for a brief self-disclosure about it; a 30-minute conversation; a joint work session on a real problem from our daily work; and an on-site meeting with the team and a shared meal. The actual number of steps depends on the role: for internships and working student positions, the on-site meeting is omitted; for student jobs, one conversation is sufficient; for senior roles, a joint work afternoon is added. Beforehand, you can book a ten-minute call where only you ask questions. Generally, you will hear from us within 48 hours after each step.

5. How does variable compensation work?

Tied to performance quarterly, qualitatively evaluated. The scale increases with the level: up to 20% Associate, 27.5% Manager, 35% Senior Manager, 42.5% Director, 50% VP. The expected value for good performance – you meet the requirements, set your own accents, pass the keeper test – is around 50% of the maximum; the maximum bonus is not the norm. The focus is on a holistic assessment by your manager based on six criteria: Impact, Judgement, Communication, Execution, Growth, and Values.

6. How do I develop – what career paths are available?

Two active paths: the IC career (specialist depth, expert path) through the stages Expert, Senior, Lead, and Principal – and the Management career (leadership, personnel responsibility) through Manager, Senior Manager, Director, and VP. Both are compensated equally, and both do not necessarily lead upwards: those who stay at one level and deepen their expertise are just as welcome with us. You choose the direction after onboarding, usually in years 1-3. Entry-level positions are not a separate path but the early part of the same journey – from working student or intern to Associate, for the best without a new application process.

7. Team, Culture, Vacation?

The shared lunch is the daily anchor point – those in the office eat together; it's expected, not controlled. Dinner is the same offer without any expectation. Both are without personal cost. In addition, social events and offsites are regularly scheduled – not as mandatory programs, but because a good team also shares time outside of work.

Benefits for us are not the icing on the cake, but what makes intensity sustainable over years: exam support with a €25,000 qualification budget and three months of leave, 100% coverage of childcare costs, EGYM Wellpass, company pension scheme, job ticket with a 90% subsidy, home office equipment and a device of your choice from our catalog, one book per month from the Vogel canon – and AI tools without token limits and without budget caps. Vacation: 28 days.

Compensation: €51K – €66K • €10.2K – €13.2K Bonus • Multiple Ranges

• Entry-Level • Base Salary €51K – €66K • €10.2K – €13.2K Bonus
• Internship • OTE €2K – €4K per month • Internship duration: minimum 3 months, optimally 6 months. During Bachelor's studies: monthly compensation, gross: €2,000 / month. After Bachelor's studies / During Master's studies: monthly compensation, gross: €3,000 / month. After Master's studies: monthly compensation, gross: €4,000 / month.

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