Your Role

A consulting firm grows on two fronts simultaneously: new clients and new employees. Both movements follow the same mechanics — someone has to find the right people, approach them, and maintain a relationship for months before anything even happens. Those who serve only one of the two sides grow lopsided.

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 issues. On this basis, we are building the leading consulting platform for German SMEs: we grow organically and through acquisitions, consolidate a fragmented market, and integrate each new unit into a common setup. We are establishing new locations and new consulting fields. Both only work if the pipeline is running: the one for clients and the one for people.

You have completed your studies and can work with people. Not in the sense of small talk, but in the sense of genuine interest in what someone does and why. You don't want to join a sales setup with weekly targets and call scripts, where relationship building becomes a secondary concern. At Vogel, you work on both growth fronts and receive time and technology for it that no one gives in traditional sales — because medium-sized clients and good candidates cannot be won over in four weeks with manual work.

Your Responsibility

Client Growth and Business Development

• Identify and approach medium-sized companies for whom our advice truly makes a difference — and explain why for each one.

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

• Expand our network of multipliers: banks, lawyers, associations, local networks. In the SME sector, clients come through recommendations and trust, not through advertising pressure.

Talent Operations

• Approach candidates for our open positions and conduct initial interviews. The second growth front is for people — it is just as demanding as the one for clients and just as important.

• Build relationships with candidates who are not changing jobs today but will in a year. A large portion of our best hires come from conversations that began months earlier.

• Maintain contact with universities, chairs, and student initiatives and make us visible where our future colleagues actually are.

Formats, Events, and Visibility

• In coordination with Event Management, organize formats that bring together clients, candidates, and multipliers — from conception to on-site execution.

• Take responsibility for follow-up. An event without consistent follow-up is wasted money, and that happens more often than anyone admits.

• Ensure that every contact lands cleanly in the system. We are hierarchical in decision-making, flat in communication, and autonomous in execution — autonomy only works with clean data.

Your Prospects

Where the position is developing:

The next step is Manager Business Development & Client Growth or a Manager role in Talent Growth. This requires an independently developed network and demonstrable results, not additional years of professional experience. Both specialist and management career paths are open — the decision is made at the first promotion.

What You Bring With You

Experience & Track Record

• You have completed a degree — Business Administration, Communications, Psychology, Humanities, or Social Sciences, or something else you did 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 for it.

• Profiles that do not fit the above grid but have relationship substance and perseverance are explicitly invited — we evaluate by contribution, not by label. The stated range refers to the primary profile. Those with a different background will start at a different market price and converge to the role level after twelve months of proven performance — the logic behind this is in our compensation principles.

Skills & Work Style

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

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

• You work with AI as a natural tool — research on companies and candidates, preparation for conversations, drafting of approaches.

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

Mindset & Personality

• You maintain contacts for months without anything immediate resulting from it. Those who only invest when there is an immediate prospect of closing a deal are seen through in the SME sector.

• You have respect for entrepreneurship. The owner you speak with bears personal risk and has built substance over decades.

• You endure rejections without being impressed by them 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 key performance indicator pressure. SME clients come through recommendations, trust-building, and consistent presence — not through a demo funnel.

• No classic tech sales model where relationship building becomes a secondary concern. Consulting is relationship work, including in business development.

• No pure recruiting function. Talent Operations is one half of growth for us, not a service department alongside.

• No corporate corset where you wait for promotions. Growth here arises from contribution, not from years of service.

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

FAQ

1. What is Vogel — and where do you work?

Vogel is one of Germany's leading SME consulting firms — a family business since 1959, from Aalen — and is building the leading consulting platform for SMEs from it. We are growing at several locations: in Aalen/Ostwürttemberg as the established headquarters and in Munich as a new hub. At both, we are looking for people across all functions — from tax consulting and advisory to the strategic teams building the platform.

2. How are the salary bands to be understood?

Intentionally broad — and indicated at every point. We differentiate by track record and market value, not by degree: scarce, highly sought-after profiles at the upper end, less scarce at the lower end. We calibrate exclusively on the market — two people with similar experience can earn differently with us.

3. How much — and how — is worked at Vogel?

Measurement is based on what you achieve, not on hours. However, it's also true: if you're looking for 9-to-5, we're not your first choice. We are looking for people who work intensively 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 — 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. For entry-level roles (internship, working student, career entry), two interviews and a short work sample are usually sufficient; experienced roles are a bit more extensive. For selected senior roles, we are testing the introduction of a joint workday in the future so that both sides can get to know each other better. Always applicable: scheduled appointments, swift decisions, substantial feedback — regardless of the outcome.

5. How does variable compensation work?

Tied to performance quarterly, qualitatively assessed. The scale increases with the level: up to 20% Associate, 27.5% Manager, 35% Senior Manager, 42.5% Director, 50% VP. Expected value with 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: ownership, quality, learning curve, collaboration, impact.

6. How do I develop myself — what are the career paths?

Two active paths: Mastery (technical depth, expert career) and Pioneer (leadership, management). You choose the direction after onboarding, usually in years 1–3. Career entry is not a special path, but the early part of the same track — from working student or intern to Associate, for the best without a new application process.

7. Team, culture, vacation?

A shared lunch is an open daily offer — not mandatory; whoever wants to join can, everyone can eat anytime. In addition, dinners, social events, and offsites at regular intervals — not as a mandatory program, but because a good team also shares time outside of work. Benefits: thoughtful and substantial, not symbolic. Vacation: 28 days.

8. I know someone — is there a referral bonus?

Yes — €2,500 for each successfully filled position (no internships). A brief context is sufficient: who you are thinking of, for which role, why. It doesn't have to be perfect, but it should be substantial.

Compensation: €61.2K – €79.2K • Fix: €51k – €66k · Bonus: €10,2k – €13,2k · EV: €58,14k – €75,24k

• • OTE €61.2K – €79.2K • Fix: €51k – €66k · Bonus: €10,2k – €13,2k · EV: €58,14k – €75,24k

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