Talent Acquisition Managers in Germany
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Meet FRATCH Talent Acquisition Managers
Navin Hathiramani
Last position:
Interim Recruiting Manager at Opmobility
- Business area: Automotive / exteriors
- Lead recruiter for all plant areas (technicians, operators, engineers - blue and white collar)
- Supporting central talent acquisition for manager and back-office positions
- IT/HR systems: SuccessFactors, SAP HCM
- Creating reports on recruiting activities and maintaining and customizing the applicant management system (ATS/HRIS)
- Conducting telephone and virtual interviews to make an initial assessment of candidates
- Creating and publishing job ads on internal and external platforms to attract candidates
- Managing candidates from application to contract drafting
- Actively sourcing and recruiting candidates through various business platforms (e.g., LinkedIn, XING, Stack Overflow)
- Supporting department heads in selecting suitable candidates and optimizing interview processes
- Employer branding and personnel marketing
- Advising HR management on all matters related to the recruiting process and strategic talent acquisition
- Reviewing and evaluating applications as well as organizing and moderating interviews with departments
Patrick Uwiß
Last position:
Senior Recruiting Manager (Interim) at Viega GmbH & Co KG
- Operational and strategic recruiting & talent acquisition in Finance, Global Sales & IT
- High-volume recruiting for professional and management positions domestically and internationally
- Support for country offices in Latvia, Lithuania, UK, Italy, Czech Republic & Germany
- Process-based end-to-end recruiting with new approaches in Employer Branding and Candidate Attraction
- Close collaboration with the Employer Branding team and HR & hiring managers
- Conducting interviews & evaluations together with the department
- Salary and contract negotiations
- Tools: SAP-SuccessFactors, Shopfloor, MS 365, VonQ
Irina Schreck
Last position:
HR Business Partner Corporate at Yum! Brands (KFC)
Joined after an HR transformation (43% of staff were laid off) — built the new function from the ground up.
- Filled and fully onboarded 8 managers (from €85,000 p.a.) within 4 months
- Built recruiting pipelines, onboarding structures, and HR processes after the transformation
- End-to-end responsibility: job profiles · selection · contract negotiation · onboarding
- Managed all entry and exit processes as well as performance management
Pira Jeya
Last position:
Interim HR & Talent Acquisition Consultant at Independent Consultant
- Clients: Dover, Korn Ferry, Leoni, Lonza, Mars, Molnlycke, Novartis, RELX Group, Schaeffler, Softing AG, Takeda, Wipro
- Industries: Automotive, consulting, construction, engineering, IT, manufacturing, pharmaceuticals (including tariff-bound structures & regulated environments)
- Approx. 2 500–50 000 employees
- Advised HR Business Partners and leadership on operational HR topics, workforce planning and compliance matters
- Supported implementation and optimization of HR processes within industrial and tariff-bound environments
- Collaborated closely with works councils in Germany on hiring and structural topics
- Contributed to policy interpretation and application in line with labor law and internal governance
- Supported employee relations cases in cooperation with HR and legal teams
- Led and supported corporate change management initiatives within industrial and matrix organizations
- Supported corporate organizational restructuring and workforce adjustment measures in close collaboration with senior leadership and works councils
- Ensured process compliance within SAP HCM/SuccessFactors systems
- Delivered HR reporting and analytics to senior stakeholders
- Led high-volume recruitment initiatives across multiple regions
- Delivered end-to-end recruitment, ensuring efficiency, cost control and candidate experience
- Designed and implemented sourcing strategies to attract top talent globally
- Built and maintained high-caliber talent networks and proactively engaged passive candidates
- Evaluated and implemented data analytics tools for enhanced recruitment insights
- Contributed to internal talent development and shared recruitment best practices
Marc Fritze
Last position:
Interim Talent Acquisition Manager at doctari
- Building a cross-functional product team to develop a super app
- Advising and mentoring to support the team and provide input (technical & soft skills)
Sandro Schapals
Last position:
Senior Consultant at Top of Minds Executive Search
- Led executive search projects for senior international hires in Engineering, Product, and Business.
- Supported the firm's pan-European expansion at their Amsterdam HQ as well as their newly established Madrid and Frankfurt offices.
- Conducted market research and delivered location-specific employer branding strategies.
- Advised on organizational design, culture, and transformation initiatives.
Karl-Wilhelm Lagemann
Last position:
PharmaHera Service GmbH
Mail-order pharmacy
- Steering and execution of all recruiting activities during strong growth
- Sparring and advising the management and HR leadership
Aleksandar Sibilia
Last position:
Director Business Partner, People Operations & Talent Acquisition, Deputy CPO at Native Instruments GmbH
- Leading and managing of three team leads and their respective teams
- Overseeing Global People Operations for 600 EEs in 9 locations on 4 continents
- Deliver consulting and coaching to all leaders and employees with my HR Business Partner team
- Responsible for all hiring activities including employer branding to the business in all locations
- HR Tech and innovation
- Project creation and delivery across the entire organization
- Policy making and labor law
- Sparring partner to C-Level and senior leaders
- Liaison person and employer representation to the Works Council
- Member of the Global HR Leadership team
Britta Katherina Kiefer
Last position:
Building Sales "Growth Thinker" at BKK - Accelup
- Building sales in social media and with the help of AI
- Positioning the brand “Growth Thinker for HR”
- Training measures in sales and social selling
Marina Kuharic
Last position:
Interim IT Recruiting Project Manager at NotchDelta GmbH & Co. KG
Collaborated on contracting and permanent projects in the Tech/IT sector.
Managed IT recruitment projects.
Assisted in finding suitable candidates for tech roles.
Coordinated with project teams to meet hiring needs.
Conducted candidate interviews and assessments.
Maintained project timelines and schedules.
Ensured smooth project execution.
Marion Gunia
Last position:
Trainer Communication & Leadership | Talent Acquisition Manager | HR Process Optimization at Self-employed
As a freelance trainer and Talent Acquisition expert, I support companies in attracting, onboarding, developing, and retaining employees professionally.
My focus is on 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 & 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽𝘀 in communication, leadership, onboarding, and knowledge transfer, as well as on 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝘃𝗲𝗺 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 including active sourcing and candidate experience.
I combine many years of experience in sales, recruiting, team leadership, and process optimization (HR and sales) with a clear, hands-on approach. Companies benefit from trainings that provide concrete tools and recruiting processes that are fast, transparent, and efficient. The goal is always to strengthen collaboration, preserve knowledge, and make informed decisions.
In addition to training and talent acquisition, I optimize HR processes along the employee lifecycle – from talent acquisition and onboarding through role clarification, induction, knowledge transfer, and handovers to offboarding and knowledge retention. I emphasize clear responsibilities, structured workflows, and communication at eye level.
My work is aimed at companies that want to professionalize their recruiting processes, empower leaders and employees, or sustainably improve knowledge transfer and collaboration.
Key focus areas:
- Training & Workshops (communication, leadership, onboarding, knowledge transfer, offboarding)
- Operational recruiting & active sourcing
- Candidate experience
- HR process optimization along the employee lifecycle
- Knowledge transfer, handovers & role clarification
- Workshop design & moderation
I look forward to connecting with companies that want to strengthen training, talent acquisition, or HR processes – as well as with educational providers looking for hands-on training formats.
Jessica Celi
Last position:
IT Recruiter at Switch
- Specialized in sourcing software developers, data engineers, and automotive tech professionals for startups and mid-sized IT companies.
- Successfully filled critical technical roles including C++ Developer, Software Tester, Data Engineer, and PLC Engineer.
- Achieved consistent delivery targets, reducing average time-to-source for senior tech roles by 20% through advanced search strategies and talent mapping.
Yvonne Scheja
Last position:
Private Auszeit
Sven Bunkus
Last position:
Founder and Managing Director at Book a Freelancer
- Built a successful sole proprietorship connecting German companies with specialized HR and recruiting freelancers and managed all business operations
- Established a network of over 1,000 freelancers and led a team of up to three independent contractors to ensure excellent results
- Developed and implemented tailored solutions to support companies in scaling their teams quickly and efficiently
Janca Stolbrink
Last position:
Interim Head of Recruiting at Intersoft AG
- Took over recruiting leadership during a critical phase to deliver value as quickly as possible
Discover over 15,000 top freelancers
Talent Acquisition Managers statistics
Aggregated from the professional profiles of matched freelancers.
Experience
17 years
Position duration
2.3 years
Positions per freelancer
11
Top business areas
Human Resources, Project Management, Sales
Top industries
Professional Services, Information Technology, Retail
Certification focus areas
Human Resources, Project Management, Information Technology
Bachelor's degree or higher
83%
Master's degree or higher
52%
Doctorate
4%
Certifications per freelancer
2
Most common languages
English, German, French
Speak two or more languages
100%
Based on our profile pool as of 23 Aug 2026.
Daily rate distribution
The chart shows how the daily rates of freelancers in this role are distributed, based on recent contracts on our platform. Each bar covers a rate range — its height shows how many freelancers charge within that range.
Average rates for Talent Acquisition Managers
Rates are based on recent contracts and do not include FRATCH margin.
The average daily rate is the mean of all daily rates from recent contracts of comparable freelancers on our platform.
The median daily rate is the middle value of all daily rates — half of comparable freelancers charge less, half charge more. Unlike the average, it is barely affected by outliers.
Calculated based on our freelancers’ daily rates as of 23 Aug 2026. Actual rates may vary depending on seniority level, experience, skill specialization, project complexity, and engagement length.
About the role
Hiring focus
A talent acquisition manager builds the hiring engine behind your team. They shape sourcing strategy, align hiring managers, define the interview flow, and keep the process moving for hard-to-fill roles. In freelance settings, they often step in as a TA manager, talent acquisition lead, or senior recruiter when demand spikes or internal teams need structure.
Typical work
- Design sourcing plans for active searches and hard-to-fill roles
- Run intake calls with hiring managers and translate needs into clear profiles
- Improve job ads, outreach messages, and candidate communication
- Manage pipelines in ATS tools and keep stages clean
- Coordinate interviews, feedback loops, and offer steps
- Support employer branding and candidate experience across the process
When companies bring one in
Companies hire a freelance Talent Acquisition Manager when growth is fast, hiring priorities keep changing, or an internal recruiter needs support. It also makes sense during a reorg, a new market entry, or after a hiring freeze when the team must restart recruiting quickly. In Germany, this is common for international firms, scale-ups, and industrial companies that need English and German hiring support.
Skills and tools
A strong talent acquisition manager combines recruiting judgment with process discipline. They know how to source passive talent, qualify skills, and keep stakeholders aligned without slowing the search.
- ATS and CRM systems
- Boolean search and talent mapping
- Structured interviews and scorecards
- Employer branding and message positioning
- Stakeholder management with HR and line managers
- Hiring for specialist, commercial, and leadership roles
What strong talent partners do well
The best talent acquisition professionals do more than fill roles. They spot weak job briefs, remove friction from hiring steps, and help managers make better decisions. They write clearly, track details, and stay calm when priorities shift. A good TA manager also protects candidate experience while keeping the process efficient.
Fit for your team
Freelance support is useful when you need quick ownership, not a long onboarding cycle. It fits project-based recruiting, temporary cover, and employer branding work tied to live hiring needs. For remote work, clear hiring priorities and fast feedback matter. For on-site support, especially in Germany, strong German and English communication helps with local stakeholders and candidates.
Frequently asked questions
Quick answers to the questions that come up most around Talent Acquisition Managers.
A Talent Acquisition Manager designs and runs the hiring process from intake to offer. They work with hiring managers on role profiles, sourcing, interviews, and candidate communication. In many companies, they also improve the recruiting process itself so future searches are cleaner and faster.
A freelance talent acquisition manager makes sense when hiring needs change quickly or the internal team is overloaded. It is also a good fit for new offices, short-term backfill, or a hiring push for several critical roles. Companies often choose freelance support when they need immediate ownership without a long search for a permanent hire.
Not always, but the titles overlap. A TA manager usually owns more process, stakeholder coordination, and hiring strategy than a standard recruiter. A talent acquisition lead can be similar, while a recruiter may focus more on sourcing and pipeline management.
A strong Talent Acquisition Manager needs structured interviewing skills, sourcing ability, and clear communication with hiring managers. They should also understand ATS workflows, candidate management, and how to build trust with both internal teams and applicants. For freelance work, independence and fast context switching matter a lot.
Most talent acquisition managers work with ATS platforms, LinkedIn sourcing, structured scorecards, and candidate tracking templates. Good freelancers also use intake frameworks, talent mapping, and interview guides to keep searches consistent. The exact tools matter less than how well they adapt them to your process.
Look for clear examples of searches they have run, the types of stakeholders they have managed, and how they handle stalled pipelines. A strong Talent Acquisition Manager can explain how they define a role, source candidates, and improve the process when feedback is slow. You want someone who is organized, direct, and careful with candidate experience.
A Talent Acquisition Manager can often work remotely for sourcing, screening, and process coordination. On-site time helps when they need to align closely with hiring managers, support interviews, or work in a company culture that depends on direct interaction. In Germany, many teams choose a hybrid setup so the freelancer can stay close to local stakeholders.
For Germany-based hiring, a Talent Acquisition Manager should handle both local expectations and international communication well. That usually means comfort with German-language stakeholder discussions, clear candidate messaging, and an understanding of how different teams coordinate across locations. Strong freelancers adapt to your structure instead of forcing their own.
The average hourly rate for Talent Acquisition Managers in Germany is 96 €, which corresponds to a daily rate of about 765 € based on an 8-hour working day.
Of the freelancers working as Talent Acquisition Managers in Germany, 83% hold at least a Bachelor's degree, 52% hold at least a Master's degree, and 4% hold a doctorate.
On average, freelancers working as Talent Acquisition Managers in Germany have 17 years of professional experience, with a single engagement typically lasting around 2.3 years.
The most common languages among freelancers working as Talent Acquisition Managers in Germany are English (100%), German (96%), and French (28%).
The most common industries among freelancers working as Talent Acquisition Managers in Germany are Professional Services (96%), Information Technology (84%), and Retail (44%).
The most common business areas among freelancers working as Talent Acquisition Managers in Germany are Human Resources (100%), Project Management (56%), and Sales (52%).
FRATCH Talent Acquisition Managers main locations
Our freelancers and interim experts are at home across the DACH region — available on-site in the major business hubs or fully remote. Choose a location to discover matched specialists, local market insights and up-to-date availability.
Berlin Hamburg Munich Cologne Frankfurt Stuttgart Dusseldorf Leipzig Dortmund Essen Bremen Dresden Hanover Nuremberg Request a free demo
Get in touch with the FRATCH team and we will get back to you within 4 hours.
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We always have the time for a call or email!
Philipp Thomaschewski
FRATCH CEO
