Your Role

Growth looks like good conversations from the outside. From the inside, it's a system: who was approached when, what was the response, where are contacts falling through the cracks, which source is actually contributing. Without this system, all growth work is a matter of chance with a better narrative.

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 mid-market: we grow organically and through acquisitions, consolidate a fragmented market, and integrate each new entity into a common setup. We are building the growth engine that brings in new clients and new employees simultaneously, right now. In these three to six months, you will work on its substructure.

You are still studying, like data, and get annoyed by processes that don't work. You don't want to spend all day having conversations, but rather understand what needs to happen behind the conversations for them to happen at all. This role is built precisely for that — it's the technical and analytical side of growth work.

Your Responsibility

Pipeline and Systems

• Keep our growth systems clean — Ashby for candidates, our client system for the acquisition pipeline. A system that nobody trusts will not be used.

• Build and maintain outreach funnels: sequences, templates, reminders, handovers between stakeholders.

• Identify where contacts are getting stuck in the process and make the bottleneck visible, rather than bypassing it.

Analysis and Reporting

• Build analyses that answer a specific question: Which source brings good candidates, which outreach gets responses, how long does our process actually take.

• Be responsible for weekly growth reporting for the client and candidate pipeline. Unreliable numbers do not lead to reliable decisions.

• Prove when a common assumption in the company doesn't hold up to the data. This is explicitly part of the job.

Talent Operations and Automation

• Support the ongoing recruiting operations — scheduling, status updates, feedback to candidates, clean handovers to interviewers.

• Automate recurring tasks in our growth processes. Repetitive tasks here are a reason for automation, not destiny.

• Document the processes so that someone can continue after you without extensive onboarding.

Your Prospects

Where the position develops:

The usual path leads to a professional entry into Growth Operations and from there to the manager level. Both a specialist career path and a leadership career path are open. Advancement requires independently managed systems, not just additional years of experience.

What You Bring

Experience & Track Record

• You are studying — economics, business informatics, data science, psychology with a methodological focus, or a comparable field.

• You have already worked with data beyond a study requirement: your own analysis, a project, a side job with responsibility for numbers.

• You have delivered above-average results in some field and can prove it.

• Profiles that don't fit the above criteria but have analytical substance and system understanding are explicitly invited — we evaluate based on contribution, not labels. Specifically: science students with extensive analytical experience; self-taught individuals who have taught themselves automation; students who have set up data management for an initiative. The stated range refers to the primary profile. Those with a different background will start at a different market price — the transition to permanent employment follows the same logic for everyone: compensation follows contribution. This can be read in our compensation principles.

Skills & Work Style

• You master Excel beyond pivot tables and can learn new software without being explained everything.

• You have had initial contact with automation — n8n, Make, Zapier, or scripts. Where this is missing, you show a discernible desire for it.

• You use AI as a matter-of-course tool — for analysis, research, drafting, pattern recognition in contact data.

• You write analyses in such a way that a conclusion is evident. Numbers without meaning are unfinished work.

Mindset & Personality

• You have a natural aversion to inaccuracy and unclean data.

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

• 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 data clerk without any creative input. You will have a say in how our growth systems look.

• No reporting for the archive. Your analyses will lead to decisions — or we won't do them.

• No script mode with call metrics. We measure to improve, not to create pressure.

• No "we'll give you work when someone is free to guide you" setup. You will receive binding task packages with clear guidance.

FAQ

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

Vogel is one of Germany's leading consulting firms for medium-sized businesses — a family business since 1959, from Aalen — and is building the leading consulting platform for the mid-market 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 to advisory to the strategic teams building the platform.

2. How should the salary bands be understood?

Intentionally broad — and specified at every point. 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 people 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 are looking for people who work intensively out of their own initiative 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; occasional 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, early career), typically two interviews and a short work sample are sufficient; experienced roles run a bit longer. For selected senior roles, we are testing the inclusion of a joint workday in the future so that both sides can get to know each other better. Always: scheduled appointments, swift decisions, substantive 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, make your own contributions, 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 — what career paths are there?

Two active paths: Mastery (technical depth, expert career) and Pioneer (leadership, management). You choose your 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?

A shared lunch is an open daily offer — not mandatory; whoever wishes, joins in, everyone 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 enough: 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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