Nicole Bengelsdorf

In the last months I repeatedly had discussion with inhouse recruiting teams as well as external recruiting providers about how best to organise their recruiting activities. As activities grow and scale the setup of a recruiting team is essential. As recruiting is clearly not not only about occupying positions; it’s also about how to best structure the set up for effectiveness, efficiency, specialization, and client connections.    Let’s dive into two models.    1. Project-Based Recruiting Team  In this model, a recruiter takes charge of the entire process from the outset to the conclusion.    What’s the impact?  Complete Understanding:  Total oversight of the process leads to enhanced recruitment selections.    Client ties: A robust rapport generates trust and greater alignment.  Obstacles? Recruiters may feel stretched thin coping with everything.    2. Value Chain-Based Recruiting Team  Here, the procedure is partitioned: sourcing, interviewing, contract management—each assigned to a specific person.    Specialization: everyone focuses on value steps where they excel.  Speed: Simultaneous activities = reduced time-to-hire.    Obstacles? There may be communication gaps that occur between the stages.    So, which course to follow?🤔  For projects that are smaller and highly specialized with an emphasis on connections, Project-Based is impeccable.  When it comes to scaling, high-volume efficiency, and speedier results, Value Chain-Based is the way to go.  You might also choose to go hybrid. Balancing deep client connections with specialized teams gives you the best of both worlds.   Whether it’s personalization or scalability, choose the structure that aligns with your organization’s needs.    What’s your method? 👀  Feel free to express your thoughts in the comments section below!  Follow me for more insights on optimizing your recruiting! Curious to dive deeper into which recruiting structure suits your team best? 🤔 Check out the full breakdown on my blog for more insights https://lnkd.in/dSBBpMfc

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Lieber besser vorher die #User #Community fragen, bevor man #große #Deals abschließt, um mit ihren Daten #AI zu trainieren: "#Stack #Overflow users sabotage their posts after #OpenAI deal Anti-AI users who change or delete answers in protest are being punished." "I hate this. I'm just going to delete/deface my answers one by one," wrote one user on sister site Stack Exchange. "I don't care if this is against your silly policies, because as this announcement shows, your policies can change at a whim without prior consultation of your stakeholders. You don't care about your users, I don't care about you." https://lnkd.in/emqQSkk9

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BERlean IN Circle 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗣𝗮𝗻𝗲𝗹 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻: 𝗘𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗢𝘂𝗿 𝗟𝗶𝗺𝗶𝘁𝘀 𝗮𝗻𝗱 𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗪𝗼𝗿𝗸 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 The Lean In evening on burnout at Scout24 SE wasn’t just informative—it was a reality check. It wasn’t the usual conversation about stress; it dove deep into what burnout looks like when it’s lived, and how we, as a society, need to do better. Fabienne opened with a clear breakdown of burnout’s stages, but what hit hardest were Kazia's and 🥙Abdo’s personal stories. They didn’t just describe burnout—they showed us what it feels like. Kazia’s analogy stuck with me: “If your leg is broken, you rest and let it heal. But with mental health, we push through until we completely break.” It made me realize how different we treat mental pain from physical pain—often ignoring it until we’re too far gone. Abdo’s story mirrored this struggle. He was deeply frightened to be seen by his work as "a broken man" who is no longer capable of handling his previous responsibilities. "You are not a broken human if you suffer from mental health issues." But what was most relieving, especially as a people leader, was Fabienne’s candid explanation of who is truly responsible for addressing burnout in organizations. It’s not just on managers or team leaders, but the responsibility of those 𝗮𝘁 𝘁𝗵𝗲 𝘃𝗲𝗿𝘆 𝘁𝗼𝗽. “The responsibility lies with the owners and shareholders because they are the ones making the key decisions. It’s their job to ensure that healthy systems are in place from day one—because healthy is sustainable, and ultimately more profitable. If the CEO doesn’t buy into it, or the shareholders don’t care, nothing will get realized that actually matters.” People leaders can do everything in their power to support their teams, but if the company’s structures and values don’t align with promoting employee well-being, change will never take root. Fabienne also pointed out that companies often treat people like machines, planning workloads as if humans can perform at 100% every day. “We are cyclical creatures,” she said. Some days we perform at our peak, and other days we need rest—it’s simply part of being human. Yet, organizations often don’t account for this natural rhythm. Budgets and capacity plans are created with the assumption that people won’t get sick or need breaks. It’s this kind of thinking that drives burnout. Julia’s moderation let the conversation breathe, creating space for the raw emotions in the room. We didn’t just talk about burnout as a concept—we felt it, and that built a deep sense of empathy. Oliver S.’s BE LIGHT Now GmbH mediation app demo was brilliant, but what touched me most was seeing him later at the train station, quietly handing out leftover food to the homeless. No big announcements—just kindness in action. It was a reminder that compassion should always have a place in our busy lives. #MentalHealth

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Insta payments and economy of scale in practice. Additional cost of implementation plus having a second payment channel. Business will benefit from the instant cash flow while customer will pay the fees. At UBS payment will cost you a whooping CHF 5 💸 . At Raiffeisen Switzerland less than half of that, with the first 12 payments for free after that CHF 2 per payment.

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I am really looking forward to the next Women && Code meetup where I can talk a bit about software testing. 🩷 Thanks to Barbara Ondrisek for inviting me. I am super happy to join this meetup and hope to see many new and familiar faces. Let's write some great tests together! :) #womenandcode #softwaretesting #softwarequality #testingpyramid

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🌟Portfolio insights: HR Tech 🤖 One of our investment focus areas is #HRTech, where we can rely on the extraordinary expertise of our #superangel Stefan Menden, who founded several companies in that space (e.g. squeaker.net GmbH) and built a large portfolio ever since turning investor via MVC Menden Ventures and the HR Angels Club 👼🏼 Jointly, we have already invested in 7(!!!) truly amazing companies (Wandel.com, CareerOS, Jamie, Huzzle 💚…and 3 still undisclosed champions). So when it comes to identifying the next big trends and the most promising tech companies in this space, Stefan is THE go-to #expert! 😇 It is no surprise, that he is the 'VC Voice' for July at UNLEASH, profiling leading investors in the HR tech space 🎉 Stefan shares so many valuable insights on what future challenges startups need to solve for their HR customers, you certainly don’t want to miss out checking out the full article (link in comments 👇🏼) Stefan, we are #superthrilled to have you as part of our #superangels family and we can’t wait for our next joint deal! 🚀 #VCVoices #HRtechstartups #HRtechinvestments #portfolioconstruction #investwiththebest #businessangels #superangels 🌟 Rudy Rüdiger Fajen, Katja Ruhnke, Conny Hörl, Johannis Hatt, Jan Dzulko, Martin Ostermayer, Florian Huber, Dr.-Ing. Claudia Nagel, Björn Jopen, Manuel Bönisch, Marc Schuler, Sebastian Johnston, Christoph Zoeller, Volker Rofalski, Matthias Helfrich, Marc Müller, Prof. Dr. Roland Fassauer, Hanna Marie Asmussen, Raffaela Rein, Anna Alex 🌟 😇 Franzi Majer, Alexander Brand, Florian Gottschaller 😇

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Excited to hear our Kathrin Hess on the important topic Wird HR jetzt grün? #manpowergroupgermany #humanpower #rightmanagement #hr #hrgruen #hrtrends #hrsummit #greentransformation #greentrends

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One of my many passions is staying abreast on state-of-the-art thinking for organizational development. Often times, the best examples are not simply "on trend" but rather are embedded with what has proven to last / make an impact while adds a fresh element adapted to today's challenges. David Fiorucci's approach under the name of Octocracy is one such example. Where do you seek inspiration or sources for solid but fresh approaches to organizational development or leadership?

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The (business) world started moving a whole while ago towards more #data-informed assumptions and decisions. And it seems that HR/TA/People is catching up. But what does it mean to work data-driven in our function? Looking at sickness share and churn from now and then is a yesterday's story. What we need to move towards is finding causations, correlations and interdependencies between all the areas: from usual workforce management data, to engagement, performance, hiring process, onboarding, offboarding, org structure and benefits & comp data. And the amazing tool that the team at peopleIX is building, can help you to do exactly that ⛵ HR colleagues, check it out! #peopleanalytics

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In the area of ​​#GRC and especially #NIS2 or #DORA, I currently see hundreds of advertisements on LinkedIn Jobs every day. - Some of them have been open for months. They are always looking for full-time specialists with several decades of experience who are used to acting at the CxO level or, ideally, have already held the role of CTO, CCO, or CRO themselves. Well, the number of these people is limited - and the question is how to generate decades of experience within a few weeks, except from "fake it until you make it". But seriously: small and medium-sized institutes only need such experts for a few hours or days per month or year, which none of these experts have any illusions about. So why always look for a full-time five-star pastry chef when you only need a piece of cake❓ No wonder the trend towards fractional/shared so-called vCxOs is prevalent among SME companies in other industries and geographical areas outside the EU. There are some clear benefits of engaging vCxOs: - Speed to reliable knowledge Organizations can quickly access the expertise needed to streamline operations or manage pressing challenges - Cost savings Engaging vCxOs is in several ways more cost-effective than hiring full-time executives as you only pay for services and expertise you need when you need it and reduce trial and error - Flexibility vCxOs provide organizations with flexibility scaling teams up or down as needed and adapting faster to threats, changing business and regulatory requirements - Direct Access to your personal expert familiar with the company and teams vCxOs typically possess the skills to onboard themselves quickly as self-starters and coach organizations into specialized skill sets as reliable long-time companion - Proven and sound perspectives As vCxOs work with multiple clients, they bring diverse experiences on board thus driving innovation and creative problem-solving Maybe it is worth evaluating whether this option is better than ending up with no piece of any cake at all.😉 Have a nice weekend! [🦍] #DORA #NIS2 #GreyApe #Innovation #Management #HumanResources #Technology #BankingIndustry #Sustainability #CustomerRelations #Productivity #Law #LawandLegislation #Consultants #CloudComputing #Business #InformationSecurity #Riskmanagement #HR #Insurance #Cybersecurity #FinTech #Collaboration #Cloud #Banking #SupplyChain #Security #FinancialServices #Infrastructure #Consulting #Investment #Legal #Audit #Compliance #Procurement #cybercrime #Freelance #B2B #Freelancer #Openbanking #Outsourcing #CISO #Risk #Regulatory #Governance #Contracting #RegulatoryCompliance #Vulnerability #Negotiation

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🔥 Get exclusive access to the Product Discovery Cheat Sheet 🔥 with 26 Product Discovery Methods that will enable you to "build the RIGHT THING" and not just "build the THING RIGHT" for your users. At konversionsKRAFT AG, we collected the most relevant methods that we have used in order to help our clients build and grow their digital products - you can use this board to evaluate your status quo and select the matching methods based on where you stand. To get access, follow these simple steps: 1️⃣ Connect with me and Anastasia Shvedova 2️⃣ Like this post ❤️  3️⃣ Comment on this post ("Brilliant, I want access!") 🚨 Disclaimer: this is the first version of the Product Discovery Cheat Sheet and we are looking forward to your questions and feedback while you are using it. Please feel free to approach us any time with your thoughts! #productdiscovery #discoverycheatsheet #productexperimentation #cromethods #testing #experimentation #growthmarketingsummit #growthmindedsuperheros #productmanagement

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Want to know how #computerfutures can help you with your next big career step? Two of my colleagues sat down for an interview about our company and the process of working with us when looking for your next permanent role.

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Success in Recruiting: Knowing Which Screw to Turn   Many in sales might have heard about the "Knowing which screw to turn" story. (If not, check this blog: https://lnkd.in/dFJtJEwN).   Our partner Hendrik often shares this story with new recruiters. Why? Because most people underestimate what recruiters do, and new clients often question our fees. Here are some of my thoughts on the matter:   Our fees are not based on placing one candidate for one job opening. They reflect the time we invest – months, even years – building a solid network in niche markets like the SAP market. We cultivate long-term relationships with candidates, who are usually passively on the market, becoming their first point of contact when they are open to new opportunities. Our job is to build trusting relationships with clients who are waiting to hear from us with relevant candidates, not just to fill a quota, hit a billing target, or meet a KPI.   Interested in how we can help your company? Let’s talk!

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I will just share my own experience and research here. It only took me a few days to get my work permit approved. But that is because of two factors: firstly, I have a German university degree. Secondly, I live in Stadt Ludwigsburg where the visa processing speed is much faster. About the first factor, for those without a German university degree, it usually take a few months to get their degree recognized. But this is not a big issue since foreign applicant in German job market should have done this already before applying (presumably in their home country). Just apply for the recognition process and wait patiently. The second factor is where bureaucracy has really ruined the work permit process. Some cities in Germany are notorious in terms of responding to visa request. For example, in Landeshauptstadt Stuttgart, it ususally take six months to a year to get the work permit approved. I know people relocate to small cities specifically for the purpose of easier visa process. Probably Landeshauptstadt Stuttgart also has something to say in response?

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Sifted recently wrote: “The spread of AI and other tech tools is turning HR into an analytics game. Future people managers will need to decide how to interpret data and how those interpretations ultimately affect workers. Algorithms, in other words, will help — and perhaps also hurt. There will surely be occasions when HR managers are better off leaving the tech to one side altogether and tackling issues the old fashioned way.” I agree - AI is transforming HR departments by automating tasks like recruitment, payroll, and employee performance analysis. It enhances efficiency, reduces biases in hiring, and helps HR professionals focus on more strategic functions. However, while AI can streamline operations, it cannot replace the human touch required to nurture a positive company culture. Good managers, particularly in people and culture roles, are still essential for building trust, empathy, and personal connections with employees. Their leadership ensures that AI-driven processes are balanced with a deep understanding of individual needs, fostering a healthier, more engaged workforce. Whats your view on AI in HR? ➡️ We are currently pro-activeley looking for pre-seed Startups 🚀 & Business Angel 💸 whom are interested in Investments in the area of AI in HR Tech. ⬅️ ######################## With allygatr🐊, we invest in young HR tech start-ups and help them scale rapidly. We’ve successfully guided companies from 0 to 1 million ARR in no time, brought several ventures to further financing rounds (Seed/Series A), and achieved successful exits. With over 70 investors, access to 30,000 decision-makers, and a sharp focus, we are THE HR Tech Investor. If you’re an investor, startup, or HR expert, send a DM to get involved! #hrtech #allygatr #hrtechallyance | hrtechallyance ########################

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