Your Role

Tax consulting for medium-sized businesses is about relationship building – and it only pays off if someone has the technical depth to handle even complex cases. Several thousand medium-sized companies trust us; we are now developing the model into a nationwide consulting platform. Tax consulting is not just one of many business areas, but the core.

At Vogel, the path to the top leads via two equally valid routes: Mastery for technical depth and Pioneer for disciplinary leadership. You are taking the Mastery path – and are already a bit along it. You are a tax advisor with several years of experience after passing your exam and have developed a distinct area of specialization: conversions, international structures, succession, partnerships, or another clearly defined area. You are moving because you want to expand your specialized area into a visible technical authority – not to give it away in a pyramid scheme, nor to let it flatten into routine operations.

You will handle the most complex mandates in the department and be the technical point of contact for your line – the escalation endpoint, sparring partner, methodology provider – without disciplinary management responsibility. You will develop the technical standards of your department and enable other professionals to work at your level. You will report to the Head of Tax and work closely with management on the most technically demanding client issues.

Your Responsibility

Technical Depth & Specialization

• Take on the most complex mandates and special topics of the department – tax audits, conversions, proactive consulting, international structures.

• Expand your specialized area into visible departmental depth – the subject matter for which clients and multipliers know Vogel by name.

• Independently track case law and legislative changes for your area and make the consequences tangible for our clients.

Point of Contact & Methodology

• Be the technical escalation endpoint for the Tax line in complex cases and contentious valuations.

• Develop methods, templates, and technical standards that other professionals use – you will make the line as a whole better, not just your own mandate.

• Empower associates and expert colleagues – technical sparring, review, onboarding of your topics.

Clients & Visibility

• Be the direct contact person for the most technically demanding clients – on an equal footing, with genuine depth.

• Promote your specialized area externally – lectures, publications, client formats – and help build the technical reputation of the department.

• Initiate cross-selling across Vogel departments where your area can connect (structuring, M&A preparation, FP&A).

Your Perspectives

What you have delivered after 6 months:

• You handle the most complex mandates of the department independently from a technical perspective and are the technical point of contact for your line.

• You have fully managed initial special technical topics and shared initial methods or templates.

• Your specialized area is internally visibly anchored.

What you have delivered after 12 months:

• Your specialized area attracts mandates that seek precisely this depth – with initial external visibility (lecture, publication).

• You have empowered other professionals – conducted training sessions, set technical standards.

• You are established as the technical authority in your field within the department.

What you have delivered after 24 months:

• The methods and standards of your department bear your signature.

• You are the technical departmental authority in your field – both internally and with external multipliers.

• You are a candidate for Lead Expert Tax – through depth of specialization and impact, not through years of experience.

Where the position is developing:

The next step is Lead Expert Tax – company-wide technical authority in your field, equivalent to the Director level on the management side, but without disciplinary leadership. This requires an independently built, externally visible specialization, not an automatic progression based on years of experience.

What you bring with you

Experience & Track Record

• You have passed the tax advisor exam and subsequently held client responsibility with technical depth for several years.

• You have built a clearly identifiable specialized area – and ideally have already promoted it externally (lecture, publication, specialist title).

• You have realized that your passion lies in technical depth and authority, not disciplinary leadership.

• Profiles that do not fit this pattern but have substantial depth and a clear specialization profile are expressly invited – we evaluate based on contribution, not label. Specifically: PhD tax advisors with a desire for practical application; M&A/TAS tax experts with their own technical line; professionals from boutiques with an understanding of medium-sized businesses. The stated range is calibrated to the primary profile – the logic behind it is outlined in our compensation principles.

Skills & Work Style

• You have genuine depth in at least one demanding specialized area – and at the same time remain hands-on across the breadth of client work.

• You communicate with technical precision and clarity – in client conversations as well as in technical contributions.

• You use AI as a natural tool – research, drafting, analysis – and leverage the depth of your work with it. Repetitive work is a prompt for automation for you, not a fate.

Mindset & Personality

• You understand Mastery as an equally valid career path, not as a fallback for those who don't want to be managers – your technical profile is your differentiator.

• You share knowledge instead of hoarding it – your authority arises from others becoming better with your methods.

• You strive to set the highest standard in everything you deliver – not because someone is checking, but because mediocrity personally bothers you.

• Vogel is hierarchical in decision-making, flat in communication, autonomous in execution. Performance is celebrated, not hidden.

What you won't find with us

• No specialist track that is secretly second-rate. Senior Expert is equivalent to Senior Manager – same compensation, same influence on strategic client issues, same visibility. A technical career is not a consolation prize here.

• No routine mandates without specialization demands. We build thematic depth. Those who only want to administer are not in the right place here.

• No disciplinary leadership as a reward for advancement. You advance through technical depth and impact, not through personnel responsibility that you don't want.

• No partner corporation with competing self-interests. We are one company with a one-firm logic – one brand, one culture, one hiring bar.

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 medium-sized businesses. We are growing at several locations: in Aalen/Ostwürttemberg as our established headquarters and in Munich as a new hub. At both, we are looking for people across all functions – from tax consulting to general consulting to the strategic teams building the platform.

2. How are the salary bands to be understood?

Intentionally broad – and clearly defined 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. 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 motivation because the tasks are worthwhile. 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; 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 (internships, working student positions, early career), 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, prompt decision, 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 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 – 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. Early career entry is not a separate path, but the early part of the same track – 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 can join, everyone can eat anytime. 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: thoughtful 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 should be substantial.

Compensation: €162K – €202.5K • Fixed: €120k – €150k · Bonus: €42k – €52.5k · EV: €144k – €180k

• • OTE €162K – €202.5K • Fixed: €120k – €150k · Bonus: €42k – €52.5k · EV: €144k – €180k

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