Your Role

The Vogel Group is consolidating the German tax advisory market — with the goal of building the leading consulting platform for medium-sized businesses by 2030. Tax advisory is not just one business area among many, but the core: 60 years of substance, existing mandates spanning multiple generations, and a new location being built in Munich. This position is part of this development and, at the same time, an answer to the question of what tax advisory can be when it is neither in the pyramid structure of a Big Four firm nor in the arbitrariness of a classic mid-sized firm.

You are a tax advisor or close to passing your final exam. You have gained one to three years of experience after your exam — at a Big Four firm, a Next 6 firm, or a focused mid-sized practice. From day one, you will take over an existing client base from the Vogel portfolio, develop it further, and actively support the acquisition of new clients from our sales pipeline. Your work location is our new office in Munich — entirely on-site, no remote or hybrid option. This is precisely part of the design: you will actively contribute to the development of this location and have significant scope for design from the outset — in processes, tools, client structure, and team building. You will report directly to the management of the Vogel Group — no senior structures in between, a short and direct reporting line — and in the medium term, you will build your own associate layer beneath you.

Your Responsibility

Client Management

• Take over an existing client base from the Vogel portfolio and manage it independently — annual financial statements, tax returns, ongoing advisory.

• Be the direct point of contact for owners and managing directors of medium-sized companies. A conversation at eye level is the standard, not the exception.

• Actively develop your client base — expansion of mandates, cross-selling within the Vogel network (structuring, FP&A, M&A preparation).

Client Acquisition

• Support the acquisition of new mandates together with management and the business development team — initial consultations, technical assessment, handover to ongoing support.

• Contribute your own network activities — industry events, associations, local multipliers.

• Take over leads from our buy-and-build funnel as soon as mandates move to us via acquired firms.

Team Building

• Build an associate layer beneath you over the next twelve to 24 months — recent graduates, working students, interns.

• Provide technical guidance and personal development for the profiles assigned to you.

• Ensure the quality of your line through clear guidelines, regular feedback, and consistent adjustments.

Vogel Platform

• Be part of the further development of our tax standards — from client architecture to tooling and the internal knowledge base.

• Work at the interface with central functions — Operations, Tech, FP&A, M&A integration of newly acquired entities.

What This Role Is Not

• Not a Big Four Manager job with a pyramid structure. You are directly responsible for your client base — no senior manager in between taking care of the difficult issues for you.

• Not a corporate tax mandate without client contact. The work is client work. Those who have exclusively dealt with corporate compliance in recent years and wish to continue doing so are in the wrong place here.

• Not a classic mid-sized tax advisor job without growth ambition. We are not an inherited farm model. Those who only want to manage their client base are not right here.

• Not a PhD topic playground and not pure compliance processing. You work with clients, on acquisition, and on the team — not on theoretical tax law issues without client relevance.

• Not a remote or hybrid job. We are building a new location in Munich. That cannot be done from home.

What You Bring

Experience & Track Record

• You have passed the tax advisor exam — or are close to passing the exam and will take on the Manager Tax role immediately afterward. For the title Manager Tax, passing the exam is a prerequisite.

• You have gained one to three years of experience after your exam — Big Four, Next 6, or a focused mid-sized firm. Experienced tax advisors from the mid-market with their own client base are also welcome.

• You have already had client responsibility — not exclusively as a subordinate to a partner.

Skills & Working Style

• You have tax depth in at least one specialization — mid-market, partnerships, succession planning, international structures, or another clearly identifiable specialization.

• You communicate clearly and reliably — in writing and in client discussions. You are not afraid of difficult topics with managing directors.

• You use AI as a natural tool — for research, drafting, analysis, and client communication. You see repetitive tasks as an opportunity for automation, not as a destiny.

Mindset & Personality

• You think entrepreneurially — you take responsibility for your portfolio, not for your hours.

• You understand client work as relationship building. Clients stay not because of prices, but because of trust.

• You are willing to contribute to a development process — new standards, new tools, new locations. Those looking for a job with established processes should look elsewhere.

Perspectives

The position will evolve based on your client base and your team. As size increases, so will technical depth and economic responsibility. The next step is Senior Manager Tax — however, this requires an independently developed client portfolio, not just additional years of professional experience. We know of no automatic progression where “more experience equals a higher level.”

In addition to the cash compensation package, our referral bonus of €2,500 applies for every successfully placed hire within the Vogel Group.

FAQ

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

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

2. How should the salary ranges be understood?

Deliberately broad — and clearly stated at each level. We differentiate based on track record and market value, not on the 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 job 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 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. What is the application process like?

Lean, fast, transparent — and tiered by profile. For entry-level roles (internship, working student, entry-level), typically two interviews and a short work sample are sufficient; experienced roles are somewhat more extensive. For selected senior roles, we are exploring the possibility of incorporating a joint work day in the future so that both sides can get to know each other better. Always applies: scheduled appointments, swift decision-making, substantial feedback — regardless of the outcome.

5. How does variable compensation work?

Linked quarterly to performance, 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 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 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 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 wants to join, does so, everyone 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 have in mind, for which role, why. It doesn't have to be perfect, but it should be substantial.

Compensation: €114,750 – €140,250 • Fix: €90k - €110k · Bonus: €24,75k - €30,25k · EV: €105,3k - €128,7k

• OTE • €114,750 – €140,250 • Fix: €90k - €110k · Bonus: €24,75k - €30,25k · EV: €105,3k - €128,7k

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