Your Role

Reach today isn't created through individual good posts, but through systems that play out good posts every day. Those who compete in the feed against frequency, consistency, and distribution mechanics, relying on occasional creativity, lose — regardless of how good the individual post was.

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. Established clients, long experience, strong growth base — and the ambition to redefine medium-sized business consulting in Germany. In this movement, visibility is not a side issue: clients, talent, and multipliers increasingly decide what they see from us online. What's missing is the person who builds a system out of it — and doesn't just fill a calendar.

You come from Growth, Social, or Content — from a B2B scale-up, a media or creator brand, a performance-driven consumer brand, or your own channel. You're making a move because your current setup either keeps you stuck in channel-specific optimization without your own signature or in content production without system leverage. At Vogel, you'll find the opposite: structures that support — established clients, long experience, strong growth base — and a brand presence in active development where you can set both the architecture and your signature. No corporate approval bottlenecks. No building without substance worth writing about.

You will be responsible for the orchestration of all Vogel social channels and the content pipeline behind them — from topic identification through AI-powered production to distribution and interaction. You will work in Munich in the Brand, Content & Demand Team and report to the Brand, Content & Demand Lead. A team of designers and marketing professionals will work with you on visual consistency and quality; you will provide professional leadership for the junior and internship roles in the department. The natural progression leads to a senior role within 24 to 36 months, with responsibility for the entire organic reach and content architecture.

Your Responsibility

Channel Orchestration and Growth Architecture

• Take responsibility for all Vogel channels as a system — LinkedIn, Instagram, TikTok, YouTube, and Newsletter, each with its own role in the overall picture. Each channel has a goal and its own form, not the same file in five formats.

• Build the reach mechanics across multiple senders — company channels, visible individuals within the company, clients, and multipliers. Vogel grows through people who become visible, not through a single sender.

• Your benchmark: The publication frequency must be able to multiply without a drop in quality per post and without a proportional increase in the number of people working on it.

Content Pipeline and Automation

• Build the pipeline from topic identification to publication as a synchronized process — topic backlog from consulting daily business, specialist topics, and client questions, AI-supported draft production, editorial refinement, distribution, follow-up utilization.

• Write yourself, across all channels — posts, scripts, channel texts, comments. Even for a complex topic, you will find the form in which it will be read. The craft here is language, tone, and a feel for impact.

• Automate where automation creates scalability — research, draft production, repurposing of existing content, distribution across multiple channels, recurring interaction. You identify the points where a system brings more impact than an additional person, and you build it.

Performance Management and Collaboration

• Manage through numbers — reach, engagement quality, profile views, applications, and client inquiries with recognizable content origin. Formats without impact are removed from the calendar, even the nice ones.

• Source topics yourself from departments instead of waiting for deliveries — consultants provide substance, designers and marketing professionals in the department provide visual consistency, you are responsible for turning them into published posts.

• Provide professional leadership to the junior and internship roles in the department — review, format sparring, quality standards. Vogel is hierarchical in decision-making, flat in communication, autonomous in execution: performance is celebrated, not hidden, and your sparring is direct, without detours through multiple approval layers.

Your Perspectives

What you will have delivered after 6 months:

• You have integrated all Vogel channels into a common system — clear role per channel, common topic backlog, binding timing.

• You have productively set up the content pipeline and significantly increased the publication frequency without reducing the quality per post.

• You have achieved a measurable increase in reach and engagement quality and write many posts yourself.

What you will have delivered after 12 months:

• You have automated components in production that multiply output — and can show which ones were successful and which ones you dismantled.

• You have established reach mechanics across multiple senders and brought several visible individuals within the company into their own, sustainable rhythm.

• You can demonstrate applications and client inquiries with recognizable content origin and have demonstrably stopped formats that were not sustainable.

What you will have delivered after 24 months:

• You are responsible for Vogel's organic reach and content architecture and set the quality standard in the department.

• Vogel's channels have a recognizable signature in the market — posts are cited and recommended, not just seen.

• You are the go-to person for social and content across all locations and a candidate for the next senior level.

Where the role is developing:

The next step is a senior role for organic growth and content — a technical expert career path, not a management path. This requires an independently built reach architecture, not additional years of experience. Those who want to take on team responsibility from this role will find their path open with further expansion of the department.

What you bring

Experience & Track Record

• You have grown social and content channels under your own responsibility — at a B2B scale-up, a media or creator brand, a performance-driven consumer brand, or with your own substantial channel.

• You have built a system before, not just produced posts — editorial process, distribution logic, automation components — with a demonstrable effect on frequency, reach, or conversion.

• You write yourself and you write well. You have published texts and posts that show a feel for language, tone, and rhythm — it's about the ability to say something in a way that it gets read.

• Profiles that do not fit the above grid but have a demonstrable own reach or system track record are explicitly invited — we evaluate based on contribution, not label. Specifically: Creators with their own substantial business, finance, or B2B channel who want to transition from personal brand to corporate brand; journalists or editors with social-first experience and a desire for automation; growth or performance profiles who take the organic side seriously and write themselves; automation or developer profiles with their own publication track and writing strength. The advertised range is based on the primary profile. Those with a different background will start at a different market price 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 master the grammar of channels as a craft — hook, structure, rhythm, format length, sender choice. LinkedIn, Instagram, TikTok, YouTube, and newsletters each follow their own rules, and you use them all, rather than mastering one channel and dragging the others along.

• You work with AI as a natural tool — topic research, draft production, text variations, performance analysis — and you assemble automations yourself, rather than waiting for a tool. Repetitive tasks are a motivation for automation to you, not a destiny.

• You work confidently with tools and technology — editing and design programs, interfaces, planning and analysis tools — and are quick to make a new tool productive.

• You make format and distribution decisions based on numbers, not just taste — and you can distinguish between the two.

• You enjoy the craft side of the job: shooting a video with your phone, building a story, capturing a moment when it happens.

Mindset & Personality

• Speed is a quality feature for you. You quickly translate an idea into a format and a published post, quickly handle programs and technology, and have a sense for where tempo truly counts and where it's useless.

• You have taste and dare to defend it — and you recognize the difference between your taste and what works for the brand.

• You can handle your content being visible and criticized. Every post is fundamentally critically examined here — this is not a personal judgment, but the ambition to constantly improve. There is no perfect post, and you deal with that with confidence.

• You aspire to set the highest standard in everything you publish — not because someone is checking, but because mediocrity personally bothers you.

What you will NOT find with us

• No pure creative job without numbers. Reach and impact are target metrics you are responsible for — content without measurable contribution is removed from the calendar, even if it looks good.

• No high-gloss agency workflow with long approval loops. We iterate in short cycles, publish quickly, and refine the details ourselves.

• No marketing job where you brief agencies and review reports. We produce ourselves — text, format, editing, automation. You are a producer, not an account manager.

• No personnel responsibility. You provide professional leadership and set the quality standard. Those looking for a classic management mandate with their own team are not in the right role here.

• 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 consulting firms for medium-sized businesses — a family company since 1959, from Aalen — and is building it into 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 locations, we are looking for people across all functions — from tax consulting and advisory to the strategic teams building the platform.

2. How should the salary bands be understood?

Intentionally broad — and specified at each 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 primary focus. We are looking for people who work intensively of their own accord because the tasks are worth it. How you distribute your time is largely up to you. What we share: We work together in person — culture, sparring, and the best ideas arise 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 staggered by profile. For entry-level roles (internship, working student, career start), usually two interviews and a short work sample are sufficient; experienced roles are a bit more extensive. For selected senior roles, we are considering incorporating a joint workday in the future to get to know each other better. Always applicable: scheduled appointments, quick decisions, substantial 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 assessment by your supervisor: 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. Career entry is 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 joins, anyone 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 short context is sufficient: who you're thinking of, for which role, why. It doesn't have to be perfect, but substantial.

Compensation: €79.5K – €102K • Fixed: €62k – €80k · Bonus: €17.05k – €22k · EV: €72.54k – €93.6k

• • OTE €79.5K – €102K • Fix: €62k – €80k · Bonus: €17.05k – €22k · EV: €72.54k – €93.6k

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