Three to five sourcing tools per team
Every team has its own setup. Contracts, licenses, onboarding are decentralised. ROI: hard to say.
Where your week stalls today
DSGVO as an Excel sheet
Data protection lives in a spreadsheet nobody maintains. Auditable only with notice.
Reporting at the activity level
How many profiles per week? How many outreach attempts? But how many hires that wouldn't have happened without us?
Vendor lock-in with per-click pricing
Big platforms charge per action. Volume spikes get expensive. Consolidation is political, not technical.
What Talentwunder does differently
01
One platform, four to five tools
Multi-network search, Super Profiles, talent pools, pipeline, outreach, reporting. One contract, one onboarding.
02
DSGVO-compliant by default
Berlin-based company, external data protection officer, documented processing. DPA in the standard package.
03
Outcome reporting
Response rate, time-to-hire, pipeline conversion per team and per role. What you need in the board meeting.
04
License pricing
Predictable per seat per month. No per-click costs. No volume-spike surprises.
What you'll actually use day to day
Stack overview
One platform, one onboarding, one contract
What used to be spread across four or five tools (search, CRM functions, outreach, reporting) runs in Talentwunder as one system. Onboarding effort per new colleague: one afternoon.
Compliance
Data protection that's auditable
Talentwunder GmbH is based in Berlin, works with an external data protection officer, and ships a DPA in the standard package. Sourcing processes are built so DSGVO is not the exception.
Pipeline visibility
Sourcing status that doesn't live in status meetings
Pipeline counts per open role, team discussion, notes, and activity timeline. What's happening in the project is transparent. No weekly update meeting required.
