Your Role

A consulting company grows on two fronts simultaneously: new clients and new employees. In most companies, these are two separate departments that know nothing about each other. With us, it's the same job — finding people, approaching them, maintaining a relationship.

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 foundation, we are building the leading consulting platform for the German Mittelstand: we grow organically and through acquisitions, consolidate a fragmented market, and integrate each new entity into a common setup. We are currently building the growth function that will support this company in the coming years. You will work directly on this for three to six months.

You are still studying and want to find out if working with people suits you before you commit. You are not looking for an internship where you maintain lists while others have the conversations. That is precisely why this role is broadly designed: you will sit in on conversations with entrepreneurs and in conversations with candidates and see that both require the same skill.

Your Responsibility

Research and Outreach

• Research medium-sized companies for whom our consulting is a good fit and prepare the outreach — with a specific reason for each company, not a form letter.

• Research candidate profiles for our open positions and prepare the initial outreach.

• Prepare conversations in terms of content so that the person conducting the conversation does not have to look up anything anymore.

Conversations and Talent Operations

• Accompany initial conversations with potential clients and candidates and, over time, take over parts of them yourself.

• Be responsible for follow-up: meeting notes, next steps, appointments. What is not documented after the conversation did not happen.

• Support recruiting operations — appointment coordination, Ashby maintenance, feedback to candidates. How we handle rejections shapes our reputation more than any advertisement.

Events and Evaluation

• Participate in our formats — preparation, on-site execution, follow-up of contacts.

• Evaluate what works: which outreach receives responses, which source brings good candidates, which format contributes.

• Keep the pipeline clean and make visible where contacts are being left behind.

Your Prospects

How the role develops:

The standard path leads to entry-level Growth roles and from there to a Manager level in Business Development & Client Growth or Talent Growth. Both specialist and management career paths are open. What you receive arises from your contribution — years of service alone don't move anything with us.

What You Bring

Experience & Track Record

• You are studying — economics, communication, psychology, humanities, social sciences, or something else that you do well.

• You have already worked with people who owe you nothing: part-time job in sales, event organization, club work, your own initiative.

• You have gone above and beyond in some field and can explain how.

• Profiles that do not fit the above categories but have relationship substance are explicitly invited — we evaluate based on contribution, not label. Specifically: students from competitive sports with their own responsibility for sponsoring or clubs; people with experience in gastronomy or hospitality; students who have built a university initiative and recruited people for it. The specified range refers to the primary profile. Those with a different background will start at a different market price — the same logic applies to everyone for the transition to permanent employment: compensation follows the contribution. This can be read in our compensation principles.

Skills & Work Style

• You write messages that people respond to — specific, concise, with a recognizable reason for contact.

• You listen and ask the second question.

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

• You work cleanly in the system and don't let any contacts slip through.

Mindset & Personality

• You can handle rejections and learn something concrete from each one.

• You have respect for entrepreneurship — on the other side sits someone with personal risk.

• 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 internship as a list keeper. You are in the conversations, not just preparing them.

• No script mode with call metrics. Trust in the Mittelstand is built over time, not by frequency.

• No pure recruiting function. You work on both growth fronts — clients and people.

• No "you'll get to work independently someday." With us, it's day one: you do, you contribute, you will be corrected if necessary — but you don't wait.

FAQ

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

Vogel is one of Germany's leading Mittelstand consultancies — a family business since 1959, from Aalen — and is building the leading consulting platform for the Mittelstand from this base. We are growing at several locations: in Aalen/Ostwürttemberg as our established headquarters and in Munich as a new hub. At both locations, 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?

Deliberately broad — and indicated at every point. We differentiate based on track record and market value, not by degree: scarce, highly sought-after profiles at the upper end, less scarce ones 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 — do you work at Vogel?

We measure what you achieve, not hours. However, it's also true: if you're looking for 9-to-5, you're not our first choice. We are looking for people who work intensively out of their own drive because the tasks are worth it. How you manage your time is largely up to you. What we share: we work together in person — culture, sparring, and the best ideas emerge 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 according to 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 considering incorporating a joint working day in the future so that both sides can get to know each other better. Always applies: scheduled appointments, swift decision, substantial feedback — regardless of the outcome.

5. How does variable compensation work?

Tied to performance quarterly, evaluated qualitatively. 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: ownership, quality, learning curve, collaboration, impact.

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

Two active paths: Mastery (technical depth, specialist career) and Pioneer (leadership, management). You choose the direction after onboarding, usually in years 1-3. Career entry is 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?

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

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

Yes — €2,500 for every 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 must be substantial.

Compensation: €24K – €48K • During Bachelor's studies: Monthly compensation, gross: €2,000 / month Internship duration: optimally 6 months, at least 3 months · After Bachelor's studies / During Master's studies: Monthly compensation, gross: €3,000 / month Internship duration: optimally 6 months, at least 3 months · After Master's studies: Monthly compensation, gross: €4,000 / month Internship duration: optimally 6 months, at least 3 months

• • OTE €24K – €48K • During Bachelor's studies: Monthly compensation, gross: €2,000 / month Internship duration: optimally 6 months, at least 3 months · After Bachelor's studies / During Master's studies: Monthly compensation, gross: €3,000 / month Internship duration: optimally 6 months, at least 3 months · After Master's studies: Monthly compensation, gross: €4,000 / month Internship duration: optimally 6 months, at least 3 months

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