5 Minutes With Jochen Markgraf – Navigating the German Market: What UK Companies Need to Know Before Recruiting There

Jochen Markgraf is the Managing Director of visionm GmbH, one of our Talentor International German partners based in Frankfurt. With a background at IBM and over 15 years in executive search, Jochen has deep expertise in helping both the famous German “Mittelstand” and international corporations to secure top leadership talent. Collingwood’s Managing Director, Doug Mackay, sat down with Jochen to discuss the structural talent shortages in Europe’s largest economy and the cultural nuances UK companies must master.

Doug: Jochen, it is fantastic to speak with you. Germany is Europe’s economic powerhouse, but we constantly hear about the talent shortage there. For UK companies looking to expand into Germany, what is the reality on the ground?

Jochen: Thank you, Doug. The reality is that the talent shortage is structural and severe, particularly in engineering, IT, and manufacturing. While the recent economic slowdown has slightly dampened demand, over 28% of German companies still report that they cannot find enough qualified workers. In the IT sector alone, we saw over 137,000 open roles recently.

For a UK company entering the market, this means you are competing not just with other multinationals, but with the “Mittelstand”, the highly successful, often family-owned medium-sized enterprises that form the backbone of our economy. These companies offer more stability and loyalty, which German candidates value highly. You have to offer a very compelling narrative to pull top talent away from that environment.

Doug: You mentioned stability. How does the German candidate’s mindset differ from what a UK employer might expect?

Jochen: German professionals tend to be more risk-averse and highly focused on mid- to long-term career development. When we approach candidates, we have to be very precise. If the approach contains too much generic information, it will quickly bore them. They want to know exactly how this role represents a logical, secure step forward in their career.

Furthermore, location and commute times are critical factors. Germany is highly decentralised compared to the UK; we do not just have one “London.” We have major hubs in Frankfurt, Munich, Berlin, Hamburg, Cologne / Duesseldorf, Hannover and Stuttgart etc., plus countless hidden champions in rural areas. Candidates are often reluctant to relocate across the country unless the opportunity is exceptional.

Doug: What is the most common cultural misunderstanding UK companies face when interviewing German executives?

Jochen: It is often the expectation of how a leader should present themselves. In the UK, there is often a premium placed on charisma, storytelling, and a very dynamic presentation style. In Germany, we value deep subject matter expertise, precision, and a more understated, fact-based approach.

If a German candidate seems reserved or overly focused on technical details during an interview, a UK hiring manager might misinterpret that as a lack of passion or leadership capability. In reality, that candidate is demonstrating exactly the kind of thorough, reliable competence that German teams respect and follow.

Doug: Through your sister company sparkm you provide also services in interim management and project management. How does that fit into the expansion strategy for foreign companies?

Jochen: It is becoming an increasingly vital tool. Because the permanent recruitment process in Germany can be lengthy, due to long notice periods and the need for thorough vetting, while interim management helps cushion a short-term need or capacity bottleneck, project management aims to bring in a specific skill set required for the execution of a strategic project.

For a UK company setting up a new entity, bringing in an experienced German interim executive allows you to hit the ground running, establish local operations, and navigate the initial bureaucratic hurdles while we conduct a comprehensive executive search for the permanent Country Manager. It mitigates risk and accelerates market entry.

Doug: For that critical first permanent hire, what is your top piece of advice?

Jochen: Do your research before you even define the role. You need to understand exactly what the market rate is (salary / remuneration), where the talent pools are located, and what kind of package will actually attract them. Partnering with a local expert who understands the nuances of the German market and who can act as a credible ambassador for your brand is essential. We do not just find candidates; we help shape your value proposition so that it resonates with the German mindset.

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