Your Role

Growth without a system is chance with a better story. Anyone who wants to grow – in clients and in people – needs a machine behind them: clean pipelines, reliable figures, processes that don’t depend on someone remembering them.

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 the German Mittelstand: We are growing organically and through acquisitions, consolidating a fragmented market, and integrating each new entity into a common setup. We are establishing new locations and hiring significantly. Both movements run through the same machine, and this role is responsible for them.

You have completed your studies, you like data and systems, and you don't want to end up in a corporate analysis department where your evaluation goes through three levels before anyone derives anything from it. You want to see your work change a decision. At Vogel, you will find structures that support you, and at the same time, a growth function whose foundation is still being built. No corporate straitjacket. No unsubstantiated promises of building something.

From the outset, you will be responsible for our growth systems for client and candidate pipelines and will report to the Lead Talent Growth. The natural development leads to a manager-level position in Growth within 24 to 36 months.

Your Responsibility

Pipeline Architecture and Systems

• Be responsible for our growth systems – Ashby for the candidate pipeline, our client system for acquisition. Data quality, structure, permissions, further development.

• Build outreach sequences for both fronts: sequences, templates, reminders, clean handoffs between stakeholders.

• Your benchmark: The pipeline must run when no one is thinking about it. A process that depends on the attention of a single person is not fully built.

Evaluation, Reporting, and Steering

• Be responsible for growth reporting for client and candidate pipelines and turn it into a basis for steering, not just a collection of numbers.

• Measure what actually works: response rates per outreach variant, yield of individual channels, duration and drop-offs in the process.

• Contradict with data if a common assumption in the company doesn't hold up. We are hierarchical in decision-making, flat in communication – contradiction is explicitly part of it.

Talent Operations and Automation

• Be responsible for operational recruiting operations: process cleanliness, appointment logistics, feedback to candidates, handoffs to interviewers.

• Automate recurring tasks in both pipelines and make reasoned decisions about where the effort is worthwhile.

• Ensure that every candidate receives feedback. How we handle rejections shapes our reputation in the job market more than any advertisement.

Your Perspectives

What you will have delivered after 6 months:

• You will be fully responsible for growth reporting, and it will actually be used for steering.

• You will have brought both pipelines to a data state that stakeholders trust.

• You will have put at least two outreach sequences into production and proven their effectiveness.

What you will have delivered after 12 months:

• You will have permanently automated at least three manual processes and demonstrated the time saved.

• You will have measurably shortened the lead time in our recruiting process without compromising quality.

• Your evaluations will be the basis on which decisions about the use of growth resources are made.

What you will have delivered after 24 months:

• You will be responsible for the entire growth system landscape and will help decide which tools we use.

• You will have mentored entry-level employees and interns, and brought at least one to independent work.

• You will be a candidate for the next management position in Growth.

Where the role is developing:

The next step is a manager role in Growth with responsibility for growth systems and talent operations. This requires independently managed system landscapes, not additional years of professional experience. Both a specialist career path and a management career path are open.

What You Bring

Experience & Track Record

• You have completed a degree – in Business Administration, Business Informatics, Data Science, Psychology with a methodological focus, or a comparable field.

• You have already worked with data and systems: an internship in Operations or Analytics, your own evaluation project, a working student position with system responsibility.

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

• Profiles that don't fit the above criteria but bring analytical substance and system understanding are explicitly invited – we evaluate based on contribution, not label. Specifically: graduates in natural sciences with extensive evaluation experience; self-taught individuals with a demonstrable track record in automation without a relevant degree; career changers in recruiting who know the process from within and want to build it better technically. The stated range refers to the primary profile. Those with different backgrounds will start at a different market price and converge to the role's level after twelve months of proven performance – the logic behind this is outlined in our compensation principles.

Skills & Work Style

• You master Excel at a level that goes beyond Pivot Tables and can teach yourself any new system. SQL is a definite plus.

• You automate with n8n, Make, Zapier, or scripts and understand interfaces and error handling.

• You work with AI as a natural tool – for analysis, research, drafting, pattern recognition in pipeline data.

• You write evaluations with a clear conclusion and can explain them to someone who doesn't like numbers.

Mindset & Personality

• You have a natural aversion to inaccuracy. A pipeline that no one trusts is worse than no pipeline at all.

• You understand that behind every data record is a person waiting for feedback.

• You stand by your position when the numbers contradict a common assumption, and you correct yourself with good arguments.

• You aspire 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 reporting for the sake of filing. Your evaluations lead to decisions – or we don’t create them.

• No pure recruiting administration. You build the system instead of managing appointments.

• No script mode with weekly KPI pressure. We measure to improve, not to create pressure.

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

• No back-office administrative work without a design share. You work visibly with management and department heads.

FAQ

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

Vogel is one of Germany's leading medium-sized consultancies – a family business since 1959, from Aalen – and is building the leading consulting platform for the Mittelstand on this foundation. 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 to advisory to the strategic teams building the platform.

2. How should the salary bands be understood?

Deliberately broad – and stated at each level. 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. 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 by what you achieve, not by hours. But it's also honest: those looking for 9-to-5 are not our first choice. We are looking for people who work intensively out of their own motivation because the tasks are worthwhile. How you allocate your time is largely your decision. 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 by profile. For entry-level roles (internship, working student, entry-level professional), two interviews and a short work sample are usually sufficient; experienced roles are slightly more extensive. For selected senior roles, we are testing the integration of a joint working day in the future so that both sides can get to know each other better. Always applicable: scheduled appointments, quick 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. 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, expert career) and Pioneer (leadership, management). You choose the direction after onboarding, usually in years 1-3. Entry-level professional roles are not a special 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, anyone can eat at any time. 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: 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 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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