Your Role

Consulting is an operational business. Every booking, every payroll, every annual financial statement follows a process — and the quality of these processes determines whether a location with fifty employees functions or one with five hundred.

Vogel is one of the most successful medium-sized consulting firms in Germany — several thousand medium-sized companies entrust us with their tax, commercial, and strategic matters. On this basis, 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. And all of this remains in motion: new locations, new consulting areas, new workflows. This role exists because someone must be there to implement it, bridging the gap between what we plan and what actually reaches the locations.

You have completed your studies and do not want to be in a corporate pyramid where it takes you three years to get to a decision. You want to see your work have an impact — on people, on processes, on numbers that change. At Vogel, you will find structures that support you, and at the same time, a company where the operational foundation is just being built. No corporate straitjacket. No empty promises of development.

From the outset, you will be responsible for your own segment of our operational work — Implementation at locations and People Operations — and will report to the Manager Implementation & Operational Excellence. The natural progression leads to the Manager level with your own area of responsibility after 24 to 36 months.

Your Responsibility

Implementation and Operational Excellence

• Take responsibility for the introduction of new workflows at our locations and support them until the local teams can manage them without your help.

• Analyze existing processes, design the better version, and implement it against ongoing operations. Your benchmark: Every process must function with double the mandate volume without requiring twice as many people.

• Be responsible for process documentation for your area, so that every new colleague can onboard themselves without needing constant guidance.

Process Automation and Technology

• Automate recurring tasks in our workflows with low-code tools and simple scripts, and make informed decisions about where the effort is worthwhile and where it is not. Repetitive tasks are a reason for automation here, not fate.

• Build AI-powered assistance tools for your area where they save time — from document preparation to operational data analysis — and be responsible for process and quality standards by which you measure whether things are improving. What is not measured, decays.

• Maintain a clean interface with our currently outsourced Tech Operations — formulate requirements precisely, accept results professionally, demand rework — and bring technology topics closer to operations over time.

People Operations

• Be responsible for parts of the operational engine room of our employee experience: onboarding logistics, Personio maintenance, Ashby configuration, contract processing, location setup, travel coordination.

• Expand recruiting operations so that applicants move through the process faster and more smoothly with us than with any competitor they are looking at in parallel.

• Work on the system, not on individual cases. Managers conduct personal interviews themselves here — your task is the underlying structure that enables them to do so.

Your Perspectives

Where the position is heading:

The next step is Manager Implementation & Operational Excellence or Manager People Operations & Automation. This requires an independently managed area, not just additional years of professional experience. Whether you then pursue a technical expert career path or a leadership career path is up to you at the first promotion — both paths are open and both lead to the Director level.

What You Bring

Experience & Track Record

• You have completed a degree in Business Administration, Business Informatics, Industrial Engineering, or a comparable field — University, University of Applied Sciences, or DHBW.

• During your studies or alongside them, you have demonstrated that you deliver above average: as a working student, in a university initiative, in your own project, or in a startup.

• You have had initial exposure to operational work — an internship in Operations, Consulting, a Scale-up, or a medium-sized company.

• Profiles that do not fit the above description but possess operational substance and organizational skills are expressly invited — we evaluate based on contribution, not label. Specifically: Graduates in Psychology or Sociology with organizational experience; individuals with commercial training and subsequent studies who know operations from the ground up; founders whose projects did not succeed but who learned how to organize an operation. The stated range refers to the primary profile. Those with different backgrounds will start at a different market rate and converge to the role level after twelve months of proven performance — the logic behind this is outlined in our compensation principles.

Skills & Work Style

• You analyze structurally and write precisely. Your process descriptions are such that someone else can work according to them.

• You master Excel at a level beyond pivot tables and quickly learn new software without needing it explained to you.

• You use AI as a standard tool — process analysis, drafting, evaluation, multiplying your own output frequency.

• You communicate reliably with people who are initially resistant to your changes. A process does not become better just because it is correct on paper.

Mindset & Personality

• You leave processes better than you found them — not just for yourself, but for everyone.

• You have the humility to learn from practitioners before making changes. Those who arrive with the attitude "I'm bringing the new" rightfully fail at our locations.

• 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 classic HR job without operational responsibility. Strategy for compensation, performance architecture, and culture happens at the executive management level here. Those seeking People Operations as a conceptual discipline are in the wrong place.

• No process consulting that makes recommendations and leaves. You are responsible for implementation, not just diagnosis — until the workflow runs without you.

• No back-office administrative work without a role in shaping things. You work visibly with location managers and executive management, not in an administrative corner.

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

• No exit into a 45-hour work week. The intensity is high. Directed differently than in consulting, with significantly more ownership — but not less.

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 the leading consulting platform for the Mittelstand from this foundation. We are growing at multiple locations: in Aalen/Ostwürttemberg as our established headquarters and in Munich as a new hub. At both, we are looking for people across functions — from tax consulting to advisory to the strategic teams building the platform.

2. How should the salary bands be understood?

Intentionally broad — and indicated 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 you work at Vogel?

We measure by what you achieve, not by hours. However, it's also honest: if you're looking for 9-to-5, we're not your first choice. We seek people who work intensively of their own accord because the tasks are worthwhile. How you allocate 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. What is the application process like?

Lean, fast, transparent — and staggered by profile. For entry-level roles (internship, working student, entry-level), two interviews and a short work sample are usually sufficient; experienced roles are slightly 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. It always applies: scheduled appointments, quick decisions, substantial feedback — regardless of the outcome.

5. How does variable compensation work?

Linked 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 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 the direction after onboarding, usually in years 1-3. Entry-level positions are not a separate track 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, 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 substantial.

Compensation: €64.8K – €79.2K • Fix: €54k – €66k · Bonus: €10.8k – €13.2k · EV: €61.56k – €75.24k

• • OTE €64.8K – €79.2K • Fix: €54k – €66k · Bonus: €10.8k – €13.2k · EV: €61.56k – €75.24k

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