Questions
23 questions, grouped by topic Honest answers.
Everything companies want to know before the first call – including the points where we advise against it. If your question is missing, put it on the waiting list and we will answer it personally.
Market and feasibility
- The labour market is empty. How can you help?
- Right and wrong. Right: too few people are coming through – by 2034, 296,000 employees retire and 118,000 follow (IW Köln / Impuls-Stiftung). Wrong is the conclusion. The service technicians you need are working today, in companies within a 60-kilometre radius. According to the EY job study 2025, a third of employees are open to an offer without actively searching. They simply do not know you exist or what you offer. That is where the system starts.
- How do I know whether this pays off for us?
- It is arithmetic, not a gut call: what does the open role cost you per month – in overtime, postponed maintenance dates, jobs you turn down? A skilled position in German machinery stays open 106 days at the median (own analysis, 23,707 Federal Agency postings, 2026); after roughly 120 days the cost of vacancy exceeds a full annual gross salary. Run your own numbers, and we will go through them with you.
- We have no HR department. Who runs this for us?
- Nobody. That is the point. We do not hand you a kit to operate – we run it: advert, careers page, application route and campaign, fully set up under your name. Your effort up to the first application is one approval. After that you only decide who you want to meet. The next role takes minutes: type the title, tick the box, live. No training, no project, no monthly fee.
- Roughly what does it cost?
- Once, not monthly. The order of magnitude sits below a single agency fee for the same role – for a field service technician on €52,700 a year, a recruiter takes about €10,500. We name the exact figure on the first call, because it depends on role, area and number of positions. What never comes: retainer, monthly fee, percentage of salary.
- We only need this seasonally. Does that work?
- Yes. Adverts and campaign can be paused and restarted – the build stays in place and is not charged again. Agricultural machinery, refrigeration and heating typically start before the season and pause afterwards.
- What if Meta or Google change their rules?
- The accounts are in your name, audiences and templates are yours – a rule change takes none of that away. If you want us to keep up with those changes for you, add the monthly support. It is never a condition of the guarantees.
- Works council and data protection – what do we need to prepare?
- Applicant data sits in the EU, we act as processor under Art. 28 GDPR and the agreement is signed before launch. For the works council, § 87 (1) no. 6 BetrVG applies where a technical system could record performance data – ours does not, and we supply the documentation. In companies with a works council we recommend involving them once before launch: that is one meeting, not a project.
- From how many roles does this pay off?
- From two technical roles a year. A recruiter takes 15 to 25 percent of annual salary – across two hires that is the order of magnitude at which building your own carries itself against the recurring invoice. From there you pay once instead of every time. If you fill a single role every few years, a recruiter is the cheaper calculation – and we will say so, rather than building you something you cannot keep busy.
What we commit to
- What exactly do you guarantee?
- Two things, both in writing in the contract. First, the applicant guarantee: the first application within 72 hours of launch – not a first review, not a first report, but an application from a person who is a candidate for your role. Second, the hiring guarantee: if the committed role stays open, we keep working at no further fee until it is filled. Filled does not mean “interview held” – it means an employment contract signed by both sides.
- Do you guarantee that we hire someone?
- Yes – in writing, with a clear definition: the role is filled when you and a candidate we introduced have signed an employment contract on both sides. If it stays open, we keep working at no further fee. For the guarantee to apply we need your cooperation, and that sits in the contract rather than the small print: a response to every introduced candidate within 48 hours, agreed interviews within ten working days, unchanged parameters. Whoever abandons the process or rebuilds the role profile after signing loses the claim – we say that upfront, not afterwards. Across our cases so far, an average of 24 days passed between launch and hire.
- How many applications will we get?
- We give no commitment on that, deliberately. What is guaranteed is the placement, not the volume. A provider who promises application numbers optimises for volume – you need exactly one right person, and every unsuitable application costs your service manager time he does not have.
- How fast is the role filled?
- The first application arrives within 72 hours. Across our cases so far, an average of 24 days passed until the hire. How fast it goes for you depends on two things you control: how quickly you invite, and how clearly the role is described. For comparison, the industry average for a technical skilled position is 106 days (own analysis, 23,707 Federal Agency postings, 2026).
The system and running it
- We have already tried two recruiters. What is different here?
- The last step. A recruiter delivers a head against a fee; at the next role the same calculation starts over, and the company stands exactly where it stood before. We build the system inside your company and hand it over with accounts, templates and training. The difference is not the campaign – the difference is who owns the accounts afterwards.
- Who runs the system from day one?
- Until the role is filled: we do. After that it keeps running without anyone on your side operating it. You launch the next role at the push of a button: swap the profile, publish, done. No briefing, no new engagement, no invoice from outside. In practice HR does it, in smaller companies the managing director’s assistant or the service manager. A everything documented in writing comes with it – not because you have to read it, but so the answer is available when the person who keeps it in their head moves on.
- If the system belongs to us, what do you live on?
- On building new companies every year – not on old ones never becoming self-sufficient. That is the most honest point about this offer and at the same time the reason a recruiter, a staffing firm and a retainer agency cannot make it: it attacks their own business model. Anyone who wants support from day one gets it – voluntary, cancellable, never a precondition.
- Are we tied to you afterwards?
- No. Careers page, ad accounts, audiences and all applicant data are yours. When our filling phase ends, the system stays up – no platform you rent, no access we could switch off. We stay if it is worth it, not because you have to.
Territory and waiting list
- Why only one company per specialisation and area?
- Because service technicians and industrial mechanics are won regionally. Two systems advertising for the same people in the same catchment area devalue each other – the ads compete, and costs rise for two customers at once. That is why we build only one company per specialisation and area.
- Why does your site show a waiting list?
- Because slots per specialisation and area are limited and currently taken. You leave a postcode and a website, we place your area and come back as soon as we can. If your area is taken or the role cannot be filled, we decline – honestly, before you lose time.
- What does it cost?
- A fraction of what the open role costs you over the same period. A technical skilled position stays open 106 days at the median (own analysis, 23,707 Federal Agency postings, 2026); after roughly 120 days the vacancy exceeds a full annual gross salary. What the build costs exactly depends on the number of roles, sites and areas – that belongs against your numbers, not on a website, and we will also tell you when it does not pay off. What is fixed here: a one-time build. No retainer, no fee per head, no licence.
Support from day one
- Do we need the support package?
- In most cases no, and that is the point of the whole offer. The system is built so that your HR team or your service manager runs it after training. If you never need us again, we did our job right.
- Is this an agency retainer?
- No. With a retainer the supply stops when the money stops – because accounts, audiences and data belong to the provider. Here everything belongs to you. Cancel the support and the system keeps running; it simply stops being sharpened by us.
- Can I stop at any time?
- Yes, monthly. And stopping costs you no access: you keep the careers page, ad accounts, applicant data and handover, because they are already yours.
- Why not just build once and be done?
- For most of the system that is exactly the case – role profile, careers page, application path, screening and response rhythm do not change. Two parts age: the channels technicians can be reached through, and employer visibility in AI answers. Anyone who keeps those current needs no support package.
Questions about a specific occupation or segment are answered on their own pages: eight technical roles and ten segments, each with the questions that actually come up there.
Waiting list
One company per specialisation and area. Every slot is currently taken.
Put your name down. As soon as a slot opens in your area we will come back to you – with an assessment, not a pitch.
What happens next
- You leave a postcode and a website. That is all we need to place your catchment area.
- We come back as soon as we can – and we decline if your area is taken or the role cannot be filled. Honestly, before you lose time.
- If it fits, we run your area together: how many suitable technicians work within range, and what the build would cost you – including when we advise against it.
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