Your Role

In almost every consulting firm, highly trained individuals perform work every day that technology could do better. This is not an inefficiency at the margins—it is the biggest untapped lever in the entire industry.

Vogel is one of the most successful medium-sized consulting firms in Germany—thousands of 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 unit into a common setup. With every new location, the number of processes that need to be automated before they overwhelm us multiplies. This is exactly why this role exists.

You have completed your studies and build things because the process behind them interests you—not because it was in the curriculum. You have already built automations that someone actually used, and you know how satisfying it is to permanently eliminate a task. You want to do this in a place where real processes with real people and real clients are involved—not in a consequence-free lab. At Vogel, you will find both: established substance that automation must prove itself against, and a company that moves forward every day.

From the very beginning, you will be responsible for your own automation projects. The natural development leads to the manager level in the Automation & AI division within 24 to 36 months.

Your Responsibility

Process Automation

• Build automations for our operational processes—data transfers between DATEV, Personio, Ashby, and our other systems, approval loops, notifications, recurring evaluations.

• Honestly decide for every process whether automation is worthwhile. Your benchmark: what you build must return time beyond its own build time—otherwise, it's just busywork.

• Be responsible for your automations in operation. What you built, you also fix—and document it so that someone else can take over after you.

AI Tooling and Low-Code

• Develop AI-powered tools for the daily work of our consultants—document evaluation, research, draft creation, pattern recognition in operational data.

• Work with our low-code stack and extend it where it reaches its limits. Where scripts are the better solution, you will write scripts.

• Evaluate new tools before anyone asks for them, and make a reasoned decision about what we will use and what not.

People Operations and Internal Systems

• Automate the operational engine room of our employee experience: onboarding journeys, contract processes, Personio data flows, Ashby configuration, travel expense processes.

• Ensure that our internal systems communicate cleanly with each other. No reliable decisions can be made on unreliable data.

• Keep the interface to our outsourced Tech Operations clean—accurately hand over requirements, professionally accept results.

Your Perspectives

What you will have delivered after 6 months:

• You will have put at least five automations into productive use that run daily or weekly.

• You will have completely eliminated at least one recurring manual task and documented the time saved.

• You will know our system landscape and its breaking points better than most colleagues who have been here longer.

What you will have delivered after 12 months:

• You will be responsible for your own comprehensive automation pipeline for a core process from idea to live operation, without needing guidance.

• You will have built at least five AI-powered tools that colleagues voluntarily use—the only metric that counts for internal tools.

• You will have been responsible for the operational automation work during a location integration.

What you will have delivered after 24 months:

• You will be the go-to person for automation questions in the company and will participate in deciding which tools we use.

• You will have mentored junior employees and interns, and passed on your stack to them.

• You will be a candidate for the next manager position in the Automation & AI division.

Where the position is heading:

The next step is Manager Automation & AI. This requires an independently managed automation landscape, not just additional years of experience. From there, two paths lead further: the expert career path with technical depth and multiplier effect, or the leadership path with your own team. The decision is made at the first promotion, not today.

What You Bring

Experience & Track Record

• You have completed a degree in Business Informatics, Computer Science, Industrial Engineering, Data Science, or a comparable field.

• You have already automated yourself—using n8n, Make, Zapier, Power Automate, Python scripts, or whatever was available. The crucial thing is that someone used the result.

• You have built your own project that went beyond a study assignment, and you can explain what failed or why it worked.

• Profiles that do not fit the above categories but have automation substance are explicitly invited—we evaluate based on contribution, not label. Specifically: self-taught individuals without a relevant degree but with a verifiable track record in building used tools; tax assistants who have taught themselves automation and know the processes from the inside; graduates from natural sciences with extensive programming experience. The indicated range refers to the primary profile. Those with different backgrounds 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 work confidently with at least one automation environment and write scripts where low-code reaches its limits. Python or SQL are a distinct advantage.

• You understand interfaces, data models, and error handling. An automation that fails silently in case of an error is worse than no automation at all.

• You work with AI as a natural tool—for development itself, for data analysis, and as a building block in what you build.

• You can explain to a consultant without a technical background what your tool does and where its limitations lie.

Mindset & Personality

• Repetitive tasks are a trigger for you to automate, not a fate.

• You have the humility to understand the process first before you replace it. The colleague with twenty years of experience knows the exceptions that your process diagram does not depict.

• You have the ambition 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 greenfield development in an empty room. Vogel has established substance, DATEV is running, clients expect service. What you build must function alongside ongoing operations.

• No software company expectations. We are a consulting firm with a tech lever, not a product company. What you build is measured by whether it improves our consulting work.

• No automation playground without users. Tools that nobody uses are considered not built by us—no matter how elegant they are.

• No administrative back-office without creative input. You will participate in deciding what gets automated and what doesn't, rather than processing tickets.

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

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. We are growing across 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 general consulting to the strategic teams building the platform.

2. How are the salary bands to be understood?

Intentionally broad—and stated at every 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—is worked at Vogel?

We measure by what you achieve, not by hours. However, it's also true: if you're looking for 9-to-5, we're not the first choice. We are looking for people who work intensively out of their own initiative because the tasks are worthwhile. How you manage your time is largely up to you. What we share: we work collaboratively 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, career entry), typically two interviews and a short work sample are sufficient; experienced roles are a bit more extensive. For selected senior roles, we are exploring incorporating a joint working day in the future so that both sides can get to know each other better. Always applies: scheduled appointments, swift decisions, substantive 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 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 evaluation 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 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 offering—not mandatory; whoever wants to join can, 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 enough: who you are thinking of, for which role, why. It doesn't have to be perfect, but it must be substantive.

Compensation: €66K – €79.2K • Fix: €55k – €66k · Bonus: €11k – €13.2k · EV: €62.7k – €75.24k

• • OTE €66K – €79.2K • Fix: €55k – €66k · Bonus: €11k – €13.2k · EV: €62.7k – €75.24k

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