Recruiting by industry | Tailored personnel recruitment
Recruiting does not work according to the scattergun approach. Every industry has its own dynamics, challenges, expectations, and success factors. Anyone who tries to fill all positions in the same way risks making wrong decisions, causing fluctuation and frustration – on both sides.
That's why I focus on specific industries. My goal is to understand your reality and find people who are professionally qualified and really fit in on a personal level.
Why industry-specific recruiting is crucial
In my work, I repeatedly find that hiring mistakes rarely fail due to a lack of qualifications. They arise because expectations are not clearly communicated, the realities of the job are glossed over, or the personality and environment are not a good fit.
Industries differ greatly in terms of how work is done, what motivates people, and what causes them to fail or grow. That's exactly where I come in.
My approach: Recruiting with industry expertise and coaching DNA
I combine recruiting with coaching expertise. This means listening carefully instead of rushing to make a placement, honestly clarifying expectations with companies and candidates, and making sustainable decisions instead of short-term solutions.
This leads to occupations that not only start—but stay.
I specifically serve these industries
Sales / Distribution
Sales are critical to success—and at the same time particularly susceptible to miscasting. A focus on numbers alone is not enough. Attitude, motivation, and interpersonal skills are crucial.
Among other things, I recruit:
- Account Managers and Account Executives
- Sales Manager
- Sales internal service
- Key Account Manager
- SDR / BDR
- Field service
Focus: Cultural fit, personal responsibility, sustainable sales instead of push sales.
healthcare
In the healthcare sector, people decide on quality, stability, and relief in everyday life. A shortage of skilled workers, high stress levels, and emotional demands make recruiting particularly sensitive in this sector.
I assist institutions in filling positions for:
- MFA / ZFA
- Nursing professionals
- Therapeutic professions
- Practice management and administration
- Accounting and organization
Focus: Team stability, leadership fit, long-term commitment.
IT & Tech
IT professionals have a choice. This makes it all the more important to come across as realistic, clear, and credible. Hiring the wrong person is expensive—both professionally and culturally.
Typical roles:
- Software developer
- IT consultants
- DevOps
- Product Owner
- IT project manager
Focus: Working methods, communication, team culture, clarity of expectations.
creative industry
Creative roles require freedom—and reliability at the same time. Talent alone is not enough. The decisive factors are working methods, communication, and the fit between creative personality and organizational environment.
Among other things, I recruit:
- graphic designer
- UX/UI Designer
- Copywriter and copywriter
- Content Creator
- Art Directors
- Creative all-rounders
- In-house creative teams
Focus: Work reality, structure, responsibility, team fit.
Marketing & Communications
Many applications, but few real matches. Marketing thrives on self-organization, communication, and collaboration—not buzzwords.
Typical roles:
Online Marketing Manager
Performance marketing
Content & Social Media
Marketing Manager
Focus: Work reality, structure, responsibility, team fit.
Commercial roles & administration
Commercial positions are critical to success, especially in small and medium-sized businesses. At the same time, they are often underestimated in recruiting.
Typical roles:
Case processing
Assistance
Order management
Office Management
Accounting
Focus: Reliability, structure, leadership, and work environment.
Executives & Key Positions
The higher the position, the greater the impact—both positive and negative. Managers shape culture, performance, and loyalty.
Typical roles:
Team leadership
Division management
Site management
Sales management
Focus: Understanding leadership, values, impact on teams.
For which companies my approach is particularly suitable
My recruiting approach is particularly well suited to companies that want to grow sustainably, value culture and collaboration, want to avoid hiring mistakes, and think long-term rather than reacting in the short term.
My recruiting process for sales positions
- Clarifying the reality of sales Together, we define how sales really works for you—not how it is described in the job profile.
- Sharpening the requirement profile Focus on personality, motivation, working methods, and values—not just KPIs.
- Direct approach & selection Targeted approach to suitable candidates with realistic clarification of expectations.
- Coaching-based interviews In-depth conversations instead of standard questions—with a view to long-term compatibility.
- Support until the decision is made Transparency for both sides, clear decision-making criteria, no sales pressure.
Which companies are particularly suited to my sales recruiting services?
My approach is particularly well suited to companies that want to grow sustainably, do not view sales as a means to an end, value culture, attitude, and cooperation, and want to relieve the burden on management.
If you just need someone quickly, I'm not the right person to contact. If you're looking for the right person, then I am.
Let's talk about your industry
Whether it's sales, healthcare, or another key role, I will discuss with you openly and realistically whether and how I can support you.
Together, we look at which profiles are really suitable, which expectations are realistic, and how recruiting can ease your workload.
Please contact me for a non-binding initial consultation.
