Wernigerode, Saxony-Anhalt, Germany
In hiring, the wrong decision is not a recruitment problem, it’s a business risk. I deliver high-caliber talent for organizations where hiring outcomes directly impact performance, continuity, and growth. I´m responsible for the commercial and operational performance of the Manpower business in Wernigerode and across the wider Harz region, including full P&L accountability. My role focuses on helping companies solve real hiring and workforce challenges with the right model for the right business situation: - Permanent Placement for long-term, business-critical hires - Temp-to-Perm to reduce hiring risk and improve long-term fit - Temporary Staffing (AÜ) to support operational continuity and short-term demand Key responsibilities: Full ownership of regional business development and client relationships Advising SMEs and larger organisations on workforce strategy, hiring models, and recruitment priorities. Managing end-to-end recruitment across blue-collar and white-collar roles. Ensuring reliable delivery, service quality, and operational execution across the region. Acting as a primary commercial contact for clients in Wernigerode, Halberstadt, Quedlinburg, and the wider Harz market. Value Bridging Manpower’s global infrastructure with the realities of the local market, helping businesses scale their workforce while managing cost, risk, and performance.
Responsible for the commercial and operational performance of the Manpower business in Wernigerode and across the wider Harz region, including full P&L accountability. My role focuses on helping companies solve real hiring and workforce challenges with the right model for the right business situation: - Permanent Placement for long-term, business-critical hires - Temp-to-Perm to reduce hiring risk and improve long-term fit - Temporary Staffing (AÜ) to support operational continuity and short-term demand Key responsibilities - Full ownership of regional business development and client relationships Advising SMEs and larger organisations on workforce strategy, hiring models, and recruitment priorities. - Managing end-to-end recruitment across blue-collar and white-collar roles. Ensuring reliable delivery, service quality, and operational execution across the region. - Acting as a primary commercial contact for clients in Wernigerode, Halberstadt, Quedlinburg, and the wider Harz market. Value Bridging Manpower’s global infrastructure with the realities of the local market, helping businesses scale their workforce while managing cost, risk, and performance.
Structured, full-time professional transition following the completion of my EIMEA Talent Acquisition leadership mandate at H.B. Fuller. Focus areas during this period include: – Strategic positioning and preparation for senior Talent Acquisition leadership, executive search, and recruitment consulting roles – Market engagement, networking, and confidential discussions with organizations across corporate, SME, and consultancy environments – Ongoing development in Strategic Talent Acquisition, AI in HR, and HR Management to strengthen leadership breadth and future readiness – Selective advisory conversations and knowledge exchange within my professional network on executive and business-critical hiring topics This transition period follows the successful delivery of regional TA leadership responsibilities across EIMEA.
Regional Talent Acquisition Leader with end-to-end responsibility for recruitment delivery across the EIMEA region for a global specialty chemicals organization. – Led Talent Acquisition across Europe, India, the Middle East, and Africa, owning delivery for executive, senior, and business-critical roles in a complex, matrix environment – Member of the global Talent Acquisition leadership team, contributing to TA strategy, governance, and prioritization across regions – Hands-on ownership of high-impact and hard-to-fill searches, personally leading executive and critical hires where quality and speed were non-negotiable – Partnered closely with HR Business Partners, business leaders, and hiring managers to translate business needs into effective hiring strategies and execution – Drove improvements in recruitment processes, stakeholder alignment, and candidate experience, balancing global standards with regional realities – Supported workforce growth, transformation initiatives, and organizational change through disciplined, outcome-focused recruitment delivery
Senior Recruiter role with rapidly expanded scope, forming the foundation for the EIMEA Talent Acquisition leadership structure. – Recruited into a senior individual contributor role with responsibility for complex and business-critical hires across the EIMEA region – Quickly assumed de facto leadership responsibility for EIMEA Talent Acquisition activities following organizational change – Took ownership of structuring and stabilizing recruiting operations across multiple countries, prior to formal leadership appointment – Played a key role in building the EIMEA TA team and operating model from the ground up, establishing processes, priorities, and stakeholder alignment – Partnered closely with HR Business Partners and business leaders to restore delivery momentum and hiring confidence across the region
Senior EMEA recruiter supporting global Talent Acquisition operations within a multinational industrial organization operating across 38 countries. – Partnered closely with the Global Head of Talent Acquisition, supporting both operational delivery and strategic TA initiatives across the EMEA region – Owned the full recruitment lifecycle for international and corporate roles, from role definition and sourcing through to interview coordination, assessment, and offer management – Acted as a trusted market advisor to hiring managers and HR stakeholders, providing guidance on talent availability, sourcing strategies, and hiring decisions – Proactively sourced active and passive candidates through direct search, professional networks, social channels, and job boards – Played a key role in coaching and coordinating in-house recruiters within the global TA team, supporting alignment and delivery across regions – Led and supported TA-related projects, including social media sourcing initiatives, employer branding activities, and continuous improvement efforts – Ensured a consistently high-quality candidate experience across international hiring processes
End-to-end Recruiting Manager in a start-up environment, with full ownership of talent acquisition strategy, delivery, and stakeholder engagement. – Owned recruitment for local, national, and international hires across technical and corporate roles – Delivered full-cycle recruitment including direct sourcing, interviewing, assessment, offer management, onboarding, and offboarding – Acted as a trusted advisor to hiring managers and leadership, consulting on recruitment strategy, role design, and market positioning – Built and maintained a strong customer, candidate, and talent network, creating sustainable pipelines in a resource-constrained environment – Implemented and operated the Bullhorn ATS/CRM, establishing recruitment tracking, reporting, and process governance from scratch – Designed and delivered a multi-stage onboarding and training framework, supporting rapid integration and productivity – Coordinated and negotiated with external service providers and partners, including contractual discussions – Reported directly to the CEO, providing transparency on hiring progress, risks, and priorities