Higher response rates
Outreach lands where talent actually replies. Multi-network choice plus better-fit profiles makes the same effort go further.
About the team
RTL Group's Talent Acquisition team.
- Industry
- Media · Broadcast
- Region
- DACH
- Team
- Talent Acquisition
- Focus
- Cross-platform sourcing
RTL Group is one of the largest broadcasters and content houses in Europe, with a portfolio that spans television, streaming, content production and digital publishing across DACH and beyond. Recruiting for that portfolio means hiring across engineering, product, content, sales and operations, in parallel, every week. The Talent Acquisition team works as a shared function, so the same sourcing approach has to hold up across very different roles.
The problem
What sourcing looked like before.
Sourcing spread across LinkedIn, XING, email and Excel.
No shared overview across the team.
Duplicate outreach, lost knowledge, manual cross-checking.
Sourcing effort lived in browser tabs and individual memory.
The decision
Why the team picked Talentwunder.
The RTL team did not need another point tool. They needed the stack to work as a system. Talentwunder fit that brief on four axes that are hard to compromise on in DACH: it is multi-source by default, it consolidates parallel profiles into one Super Profile, it is built for a team and not a single sourcer, and it is DSGVO-compliant rather than tolerated.
- 01
System-level, not feature-level
A platform that ties research, outreach and pipeline together, instead of yet another tab.
- 02
Multi-source by default
30 networks in one search, with DACH-native sources covered, not just LinkedIn.
- 03
Super Profile as the unit of truth
One consolidated profile per person, even when the data lives in several places.
- 04
DSGVO-compliant, not tolerated
Built for European data rules first, so legal review was a one-meeting conversation, not a project.
Today in use
How the team actually uses it.
Four moves cover most of the daily flow. Each is visible in the product, not a slide-deck claim.
Move 01
Research across 30 networks at once.
A single search returns candidates from LinkedIn, XING and 29 more sources. No tab juggling, no parallel queries.
Move 02
Build talent pools that outlast the project.
Strong profiles get filed in talent pools with notes and tags. When a role opens again, the work from last quarter still pays off.
Move 03
Structured follow-ups in shared projects.
Every active role lives in a project board. Status, owners and next steps are visible to the whole team, not buried in inboxes.
Move 04
Cross-team transparency on a single board.
Recruiters, sourcers and hiring managers read the same view. Reporting becomes a side-effect of the work, not a separate task.
The outcomes
What changed in the daily flow.
Qualitative and directional. Specific percentages follow with the next update.
More efficient research
One query replaces several. Time spent searching drops, time spent talking to people goes up.
More sustainable talent pools
Notes, tags and status stay with the team, not with the individual sourcer's browser tabs.
Faster access to qualified candidates
Super Profiles consolidate signals from several networks, so the team reads a person in seconds, not minutes.
Shorter time-to-hire
Shared pipelines, shared next steps. Decisions happen on the same set of facts, sooner.
In their words
Rather than being just another tool, Talentwunder complements our existing stack in a meaningful way, creating efficiency and transparency in our processes.
Jessica Wahl, Team Lead Talent Acquisition · RTL Deutschland · Customer since 2024
What decision-makers saw
The case for the rest of the leadership team.
The same story, read from a budget meeting instead of a sourcer's desk.
Stack consolidation, not stack replacement
LinkedIn Recruiter and XING TalentManager stay. Talentwunder ties them together with 29 more sources and one shared pipeline.
Reusable team assets, not individual browser tabs
Pools, projects, notes and tags belong to the team. People can move on without taking the pipeline with them.
Measurable pipeline, not activity reporting
The board tells you what is moving and what is stuck. Reporting is a read, not a separate spreadsheet.
DSGVO-compliant, not DSGVO-tolerated
Built for European data rules first. Legal review goes from a project to a conversation.