Lead Talent Growth (m/w/d)

Role overview

Vogel Beratung is looking for a Lead Talent Growth to build and run the company’s talent acquisition engine with a growth mindset. The role sits at the intersection of sourcing, relationship-driven recruiting, referral systems, university outreach, and talent analytics. The mission is to create a scalable, data-backed pipeline of qualified people so hiring teams can fill roles faster without relying on cold starts.

Important requirement

This position requires a valid work permit for Germany.

The working language for this role is German at native-speaker level.

What you will drive

You will own the operational side of proactive sourcing across LinkedIn and other relevant channels, using focused targeting, direct outreach, and AI-supported personalization to engage candidates who would not apply on their own. You will be the first advisory contact during outreach, answering questions before an application is submitted and giving candidates a clear, honest picture of the opportunity. Once someone applies, the formal hiring process is handed over to the Hiring Manager, People Operations, and the C-level team.

You will also systematize the company’s network-based talent engine by managing relationship infrastructure such as databases, wishlists, quarterly rollups, and trigger monitoring. In this setup, leadership owns the relationships, while you turn the process into a repeatable operating system. In addition, you will help build an internal referral mechanism that makes every employee a potential talent scout and keeps warm candidates in an active pool through thoughtful, low-pressure touchpoints.

Another part of the role is the talent side of university partnerships, recruiting fairs, and career events, in close coordination with Brand, Content & Demand, which provides the employer brand and public-facing presence. You will equip hiring teams with the tools and structure they need to run hiring for their own areas, including sourcing playbooks, target lists, candidate research, and market briefings. You will also create funnel visibility through to application, including channel performance, pipeline coverage by team, talent-market mapping, and compensation benchmarks in coordination with C-level and FP&A.

What success looks like

After six months, an always-on sourcing motion should be running, with first senior and junior pipelines filled and measurable volume of qualified first contacts per target role. The multiplier infrastructure should be live, with relationship owners regularly receiving prepared outreach support. The internal referral program should be established and producing the first hires from referrals.

After twelve months, the talent pipeline should be stable across channels, with clear funnel visibility through to application and no more cold starts for the teams. University and event cadence should be in place, and the talent pool should function as a recurring source of hires. Teams should actively use your playbooks and target lists, with sourcing embedded in a decentralized but coordinated way.

After twenty-four months, talent growth should visibly support business expansion, including faster hiring for the Munich buildout and acquisitions without the function scaling linearly. You should be taking on first sparring responsibilities for more junior talent-growth profiles and be a candidate for building your own talent-growth team.

About the company

Vogel Beratung is one of Germany’s fastest-growing tax and consulting groups, with roots going back to 1959 in Aalen and Bopfingen. The company is evolving from a traditional tax firm into a modern multi-disciplinary advisory platform that combines tax advisory, business consulting, digitalization, and increasingly legal services under one roof.

Its growth strategy is based on consolidating a fragmented market through targeted buy-and-build acquisitions, integrating established firms into the group, and unlocking synergies in technology, process design, and expertise. A standardized DATEV infrastructure supports operationally real integration, not just structural change on paper. In parallel, the company is expanding organically into new geographies and service lines, including a new site in Munich, legal advisory for corporate law and M&A, CFO advisory and ongoing accounting services, as well as digitalization and process consulting.

To make this possible, Vogel has built a scalable organization with clear ownership across Automation & AI, operational excellence and integration, and Tech and People Operations. AI and automation are used as practical levers to reduce repetitive work and give advisors more time for strategic client support. For the team, this creates the chance to shape the transformation of an entire industry in a fast-growing environment with entrepreneurial freedom and clear development paths.

Candidate profile

The ideal background is around three to five years of experience in growth, demand generation, performance marketing, or content marketing, with at least one case of applying funnel thinking to talent rather than products, such as active sourcing, recruitment marketing, or building a talent community. You should have proven experience in building pipelines, whether candidates or leads, and be able to explain the underlying levers with numbers.

You are expected to work in a data-driven way, with comfort using CRM and ATS systems, sourcing tools, marketing automation, and AI-supported outreach. The company also welcomes candidates from adjacent backgrounds who can bring strong sourcing and funnel-building capability, such as growth marketers with recruiting interest, content marketers who have built their own talent community, or business development and outbound profiles who want to apply their funnel skills to talent.

In terms of working style, you should be comfortable going beyond standard outreach templates, building precise search logic and thoughtful sequences, and using AI as a normal part of research, personalization, analytics, and drafting. Clean work with data, solid funnel logic, channel attribution, and pool hygiene are all important. Strong communication is essential, as you will interact with candidates, leaders, and the teams you support. The mindset expected here is relationship-led and system-oriented: you should think in terms of reach and relationships, build processes that continue without you, and take a service-first approach to the teams that depend on your pipeline.

Additional information

Applicants must have the right to work in Germany. The position requires native-level German. The role is full-time and on-site in Aalen, Baden-Württemberg, Germany. The posting does not state a salary, bonus, stipend, notice period, or number of openings. No internship duration or start date is specified.

The company notes that candidates who do not fit the primary profile may still be considered if they can demonstrate strong sourcing and funnel skills. For such cases, compensation may begin at a different market level and move to the role’s level after twelve months of proven performance, according to the company’s compensation principles.

The source mentions that further details about benefits, the team, and the application process will be provided separately.