Global recruitment 2025: Work without borders
The world of work has changed dramatically in recent years. What began as a temporary trend has now become a standard approach, with remote work and international hiring becoming key strategies for companies looking to attract top talent in Germany and the DACH region.
With the increasing demand companies are seeking efficient ways to fill positions across borders. Remote work, flexible arrangements are now part of everyday operations.
Data Proving That Global Work Is Becoming the Default
Recent research shows a clear shift where flexible and international work models are moving from being a “perk” to a core HR strategy.
1. International Hiring Is Growing Faster Than Ever
According to the Remote Global Workforce Report 2025, more than 50% of HR leaders plan to increase international hiring in the next three years.
The reason? A shortage of local talent and access to the global talent pool.
2. 40% of All New Jobs Globally Offer Flexibility
Spatial 2025 analysis shows that nearly every second new job offers remote or hybrid work.
The pandemic is no longer a factor, and the market demand is now the driving force.
3. Remote Job Postings Receive up to 2.6x More Applications
SecondTalent 2025 reports that positions offering any kind of flexibility are among the most attractive on the market. Candidates choose employers based on freedom factors more than salary.
4. Flexible Work Directly Increases Productivity and Satisfaction
HRStacks 2025 notes that the majority of employees working remotely report:
- better work-life balance
- less stress
- higher productivity
- lower costs (travel, food, time)
5. Companies Experience Concrete Financial Benefits
Remote notes that organizations transitioning to internationally distributed teams reduce office and operational costs while filling positions faster.
Global employment is no longer a luxury. It is the most efficient way for companies to remain competitive.
Recruitment Insights: What We See in the German Labor Market 2025
As a team monitoring hiring processes across several major companies in Germany, we can clearly observe how these global trends are reflected in practice. Here are some interesting insights:
Germany Still Faces a Massive Workforce Shortage – Data from the Bundesagentur für Arbeit indicate that by 2030, there will be a shortfall of several million specialists. This means that openness to international teams is greater than ever before.
German Companies Are Less Focused on Work Location- Remote work used to be an exception. Today, most companies seeking specialized talent actively include international candidates in their recruitment processes.
Benefits for Candidates and Companies
For candidates:
- Opportunities to advance their professional career
- Access to positions across the DACH market
- Support throughout the recruitment process
For companies:
- Efficient hiring of qualified specialists
- High-quality recruitment and headhunting for German companies
- Access to top talent via nearshoring and outsourcing
Global recruitment is no longer optional, it is essential for success. Companies that adopt modern recruitment strategies gain access to top talent, and candidates can pursue international career opportunities in German-speaking markets.
Interested in exploring professional opportunities or learning more about recruitment for the German market? Contact us today, and our team will guide you through the process!
Talentor Global Summit 2025 in Istanbul
When our teams from CodeConnect and Itaka Solutions stepped into the Talentor Global Summit 2025 in Istanbul, the energy in the room was immediately palpable. More than 40 countries were represented, creating a unique environment for sharing knowledge, exchanging insights, and exploring the future of recruitment. Istanbul, where East meets West, was the perfect backdrop for this global exchange.
Market Trends and Insights
Recruiting in 2025 is both exciting and challenging. Some industries are cooling down, while others — such as life sciences, energy, industry, and technology — are accelerating faster than ever. These are precisely the sectors where Talentor partners are active, connecting hidden champions with the talent they need to grow.
Our teams noticed a strong focus on the IT and digital sector, with new partners joining the network to bring additional tech recruiting expertise. This expansion makes Talentor’s network stronger and even more relevant to global clients.
Why Collaboration Matters
The summit emphasized that our strength lies not only in expertise but also in collaboration. Face-to-face meetings twice a year build trust, spark new ideas, and strengthen relationships we can bring back to our clients.
As Radu Bonchis, CEO of AMS Accelerate IT (Talentor IT Partner, Romania), put it:
“The exchange on IT markets is a true gamechanger for how I can work with my international clients and now connect them with trusted partners in their home countries. I’ve found my recruiting tribe!”
Other partners shared similar sentiments:
“Collaboration is not just a word here — it’s a way of working. The summit recharges our energy and sharpens our strategies.” — Benoit Charasy & Christophe Morel d’Arleux, France
“Every time we meet, I take home concrete ideas that help us deliver more value to clients.” — Barbara Hansen, Talentor Czech Republic
The summit also highlighted incredible achievements in collaboration. Popcorn Recruiters (Talentor Western Balkans) won the Collaboration Award 2025, while our Czech partners proudly took second place — showing that collaboration is truly at the heart of Talentor’s success.
Inspiring Insights from Industry Leaders
We were inspired by sessions from experts like Wolfgang Depauli, sales excellence coach, and Balazs Paroczay, global AI in recruiting expert. Their talks sparked lively discussions and gave us new ideas for applying AI, improving sales strategies, and innovating client engagement in our own markets.
Looking Ahead
Leaving Istanbul, one thing was clear: the future in recruiting is now. With industries evolving, technology reshaping the field, and Talentor’s network growing stronger, we are ready to help our clients find the leaders of tomorrow.
For CodeConnect and Itaka, the summit was not only an opportunity to learn but also to deepen connections within the global Talentor community — because when local champions meet global collaboration, extraordinary results follow.
Leaders4Tomorrow Program with Talentor
Basel proved to be the ideal choice for launching this year’s Leaders4Tomorrow (L4T) program. This international gem — home to global leaders in the pharmaceutical industry, an open-minded community, and world-class cuisine — perfectly reflects what our program stands for: a global mindset, innovation, and collaboration. While prices are rising across Europe, Switzerland quietly stands out as one of the best places to gather brilliant minds and exchange knowledge.
This year, the L4T program connects recruiters and leaders from Talentor partner firms:
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Independent Recruiters (Talentor, Netherlands)
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Itaka Solutions (Talentor, Germany – IT recruitment)
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visionm (Talentor, Frankfurt – executive search)
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Collingwood Executive Search (Talentor, UK – executive search)
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Coopers Group (Talentor, Switzerland – executive search and contracting)
CodeConnect is proud to be part of this global journey thanks to our talented Recruiting Consultant, Armin Naser, who actively participates in knowledge sharing and leading strategic initiatives.
The program lasts one year and focuses on developing the skills that define success in the recruitment world: self-leadership, storytelling, sales, strategic thinking, and leading others. L4T is more than just training — it’s a shared commitment to growth, designed by recruiters for recruiters. Over the year, participants:
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learn from global keynote speakers,
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collaborate across borders,
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tackle real business challenges within their companies, such as increasing sales in specific segments, building new brands, applying AI for candidate engagement, and driving marketing innovation.
Key focus areas of the program:
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Leading Yourself – self-awareness and understanding your strengths, values, and triggers lay the foundation for authentic leadership and long-term performance.
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Setting Direction & Goals – defining priorities, setting measurable goals, and aligning teams towards a shared vision.
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Storytelling, Influencing & Sales – emotional intelligence and persuasive communication as the foundation for building meaningful connections with clients and candidates.
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Leading Others – motivating, coaching, and developing teams turns good consultants into leaders with lasting impact.
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Challenge Exchange & Strategic Guidance – participants work on strategic projects with direct business impact, supported by global mentors and peers.
This hybrid experience combines virtual masterclasses with two key in-person phases: the kickoff in Basel and the upcoming Leadership Camp in Vienna (March 2026). Each step is designed to create tangible business impact and long-lasting change in how teams grow, communicate, and lead.
CodeConnect is proud to be part of this global journey, with Armin Naser contributing his expertise to strengthen leadership capabilities in recruitment.
Two stories about human work behind recruitment
Recruitment is often seen as a process: CVs, interviews, offers. But behind every placement, there is a human story and people with responsibilities, ambitions, and challenges that no checklist can capture. At CodeConnect, recruitment is about understanding these stories, preparing candidates, and shaping opportunities that truly fit both the person and the company.
From Uncertainty to Leadership
He had been a QA manager in a company where the business was slowly declining. Projects were delayed, budgets were shrinking, and leadership was struggling to keep the team motivated. He knew the company might not survive the next few years. At the same time, his personal life demanded stability, divorce settlements, alimony, and bills that didn’t wait for the economy to recover.
When our recruiter Enna approached him, the first step wasn’t sending a job description. It was listening and understanding his professional ambitions, personal responsibilities, and fears. The opportunity available wasn’t managerial; it could have felt like a step down. But together, they explored how his experience could translate into the role, and prepared him for the interview:
- Mapping his managerial experience to the responsibilities of a team lead
- Highlighting examples from past projects that demonstrated leadership, mentoring, and problem-solving
- Practicing how to confidently present his achievements while reframing stepping down as a strategic move
- Discussing potential questions from the employer and preparing thoughtful responses
During the interview, he initially expected a standard assessment of his technical skills. But as he shared detailed examples of managing complex QA projects, mentoring junior colleagues, and improving team performance under pressure, the hiring team’s perspective shifted. They started seeing not just a candidate for a standard role, but someone who could lead and strengthen the team.
The peak moment came when the employer proposed adjustments to the role. What was initially a junior-level position became a team lead role, with responsibilities aligned to his expertise. Negotiations followed, balancing the candidate’s expectations with the company’s budget. The result was transformative: a leadership position, a tailored role, and a salary increase of nearly $30,000. What had felt like a step down turned into a step forward—both professionally and personally.
The Growth That Had Been Waiting
Another professional had spent several years in a single company, starting as a junior and steadily improving his skills. Over time, he contributed to complex projects, solved persistent problems, and mentored colleagues informally. Yet his title and salary remained unchanged. Every achievement felt invisible, and frustration grew alongside his capabilities.
When a new opportunity appeared, he was cautious but hopeful. Our recruiters worked with him to prepare meticulously:
- Identifying specific achievements that demonstrated initiative, skill, and impact
- Crafting concise examples that highlighted measurable results
- Practicing how to articulate experience and growth during the interview
- Preparing negotiation strategies to ensure fair recognition without overreaching
During the interview, the candidate walked the hiring team through his contributions, problem-solving examples, and the ways he had informally led and supported his peers. The employer’s perception shifted and they realized that although his previous title had been junior, his skills and capabilities were far beyond that.
The peak moment arrived when the employer adjusted the initial offer. Instead of the junior-level salary, the candidate received an improved package reflecting his experience and potentialan increase of $10,000 above the original figure. For the first time in years, he felt recognized, valued, and empowered to grow.
These stories illustrate that recruitment is far more than matching skills to roles. It’s about listening, understanding, and guiding candidates through preparation, interviews, and negotiations. It’s about creating opportunities that respect professional potential and personal circumstances alike.
At CodeConnect, this is the work we are most proud of. Because when recruitment is truly human, it doesn’t just fill roles. It elevates talent, transforms careers, and proves that behind every hire, there is a story worth telling. Recruitment might not be about saving lives. But sometimes it is about saving people from falling behind in their lives.
The First Interview Tips for Candidates and Employers
The first interview is often the moment of truth in the hiring process. It’s where résumés stop being just words on a page and real people meet face-to-face. For both candidates and employers, this step sets the tone for everything that follows—whether it’s the start of a great partnership or a missed opportunity.
In the IT industry especially, where competition for skilled professionals like software developers, system engineers, and technical leaders is intense, that first conversation carries extra weight. A well-prepared interview can mean securing top IT talent quickly. A poorly handled one can mean losing them to a competitor.
So how can both sides make this first meeting count? Let’s explore practical tips, with examples from real hiring situations.
Tips for Candidates: Making a Strong First Impression
1. Do Your Research Beyond the Job Ad
Walking into an interview without knowing what the company actually does is a common mistake. We’ve seen candidates who couldn’t name the company’s core product, and it immediately raised doubts about their motivation. Instead, take time to understand the company’s mission, products, or tech stack. For example, if you’re interviewing at a fintech company, reference how you’ve worked with payment APIs or secure systems in the past. Recruiters—and hiring managers—notice this effort.
2. Connect Your Skills to Their Needs
Instead of repeating what’s already in your CV, focus on showing how your skills solve their problems. If the role involves cloud migration, share a story of how you optimized infrastructure costs in AWS or Azure. If it’s software developer recruitment, highlight projects where you improved performance, scalability, or user experience. Concrete examples show impact far better than buzzwords.
3. Be Ready for Technical Challenges
Most IT hiring processes include technical assessments—coding tasks, logic challenges, or case studies. We’ve seen strong candidates stumble simply because they didn’t practice beforehand. Use platforms like LeetCode or HackerRank to refresh your problem-solving. And remember: interviewers often value your thought process as much as the final solution, so talk through your approach.
4. Communicate with Clarity
Clear communication is a dealbreaker. One candidate we placed impressed not by having all the “right” answers but by calmly explaining how they would approach problems step by step. For bilingual or multilingual roles—such as German-speaking IT positions—showcasing your ability to switch seamlessly between languages can be an extra asset.
5. Ask Questions That Show Insight
Don’t end with “No questions from me.” Employers interpret that as lack of interest. Instead, ask about career paths, team collaboration, or upcoming projects. For instance: “How does your engineering team work with product managers during sprints?” Questions like this show you’re thinking beyond just the role.
6. Show Adaptability and Soft Skills
Tech skills get you in the door, but adaptability keeps you in the role. Share examples of learning a new framework quickly or stepping up when a project hit a roadblock. Employers often tell us they value these soft skills as much as technical knowledge, because they reflect how you’ll handle real-world challenges.
Tips for Employers: Conducting a First Interview That Works
1. Create Structure, Not Chaos
Nothing frustrates candidates more than an interview that feels improvised. Having a clear process—with a balance of technical and cultural questions—creates consistency and fairness. Many employers partner with recruitment outsourcing or RPO recruitment providers to help standardize this, avoiding common recruitment mistakes.
2. Look Beyond the Tech Test
Yes, technical skills matter. But a candidate who is brilliant at coding yet dismissive of teamwork can derail an entire project. During interviews, ask situational questions like: “Tell me about a time when you disagreed with a team decision. How did you handle it?” Answers to these reveal collaboration and communication style.
3. Showcase Your Employer Brand
The first interview isn’t just about candidates proving themselves—it’s also about you winning them over. Candidates consistently tell us that they choose companies that clearly present growth opportunities, exciting projects, and flexible working conditions. Whether it’s remote work with international clients or nearshoring for German companies, make your strengths visible.
4. Keep the Process Moving
Top IT professionals don’t stay on the market long. A slow hiring process can cost you great candidates. A simple gesture, like sending feedback within a week, signals respect for their time and strengthens your reputation. Recruitment mistakes often happen not because of poor selection but because of poor timing.
5. Use Market Knowledge to Stay Competitive
Compensation and benefits are sensitive areas. Salary benchmarking and market research & talent mapping can help you avoid losing candidates due to unrealistic offers. For example, IT recruitment in the Balkans may offer salary advantages compared to Western Europe, but candidates still expect packages aligned with market trends.
6. Think Long-Term Potential
Don’t just hire for today’s role. Some of the best hires we’ve seen were candidates who later grew into leadership positions. Services like executive search and leadership hiring can help identify individuals with potential beyond their immediate skills.
Bridging the Gap: The Interview as Partnership
The first interview is more than a Q&A session—it’s a mutual evaluation. Candidates are asking themselves: “Can I see myself here?” Employers are asking: “Will this person thrive with us?” Both answers matter equally.
At CodeConnect, we’ve seen how much difference a structured, thoughtful approach makes. With services like IT staffing, headhunting, pre-screening candidates, and technical assessments, we help both sides get the most out of this first meeting.
Handled well, the first interview isn’t just the start of a hiring process. It’s the start of a partnership that can last for years.
Why Investing in Employees Is the Key to Long-Term Success
Employee development is no longer a nice-to-have but a must for companies aiming to stay competitive. Discover global best practices, how career growth strengthens employer branding, and why companies like Kaplan are leading the way.
Investing in People – The New Currency of Success
The global job market has changed dramatically over the last decade. A competitive salary alone is no longer enough to attract or retain top talent. Employees today – especially younger generations – are looking for clear career paths, mentorship opportunities, and long-term professional growth.
According to the LinkedIn Workplace Learning Report 2024 (source), 94% of employees say they would stay longer at a company that invests in their career development. This shift proves that professional and career development is now a strategic business priority, not just an HR initiative.
Companies that understand this trend are not only improving talent retention but also strengthening their employer branding, making it easier to attract highly skilled professionals – whether in IT recruitment, executive search, or leadership hiring.
Employer Branding and Career Growth – Two Sides of the Same Coin
Strong employer branding is built on how companies treat their people. Offering training programs, mentorship, and transparent career paths is no longer optional – it’s an expectation.
Why Career Development Matters for Businesses:
- Better Talent Retention: Employees are more likely to stay in companies that invest in their growth, reducing recruitment costs.
- Faster Internal Mobility: Companies can develop future leaders internally rather than relying solely on external recruitment or executive search.
- Positive Employer Branding: Businesses known for investing in people are naturally more attractive to job seekers.
- Higher Productivity and Innovation: Skilled, motivated employees drive business growth and innovation.
In other words, career development has become a key differentiator in competitive talent markets, especially in industries like tech, where the IT talent shortage and competition for IT professionals remain ongoing challenges.
Global Best Practice: Kaplan and the ATD BEST Award
One standout example of successful employee development is Kaplan, a global education company that won the ATD BEST Award 2025 (source) for excellence in talent development.
What Makes Kaplan Stand Out?
- Comprehensive Mentorship Programs – Employees receive personalized mentorship to help them navigate key career stages.
- Virtual Learning and Global Access – Kaplan uses technology to deliver workshops and training to employees worldwide.
- Leadership Development Tracks – Special programs prepare high-potential employees for leadership and management roles.
The results are clear: higher employee satisfaction, lower turnover, and a strong reputation as an employer of choice. Kaplan’s success shows that strategic investment in talent development pays off, both in retention and in strengthening brand reputation.
Career Development Across Industries
While IT staffing and tech recruitment often dominate conversations about talent development, career growth is essential across all industries.
Technology & IT Sector
- Continuous technical training and certifications keep employees competitive in fast-changing markets.
- Salary benchmarking & compensation consulting are key to retaining top software developers and IT professionals.
Manufacturing & Industrial Sectors
- Focus on technical upskilling, reskilling, and leadership training to adapt to automation and new technologies.
Financial & Service Industries
- Soft skills training, leadership hiring programs, and digital education help employees adapt to an increasingly automated work environment.
Regardless of industry, companies that prioritize professional growth are better at retaining talent and maintaining a strong employer brand.
Career Growth at CodeConnect – Our Own Example of Long-Term Development
At CodeConnect, we truly practice what we preach when it comes to investing in people. Every new team member starts with a clear and transparent career path – from Associate Consultant to senior leadership roles.
We believe that German language skills are your entry ticket, but professional success comes through learning, mentorship, and dedication. That’s why we provide:
- Comprehensive onboarding and training programs to help you master recruitment and the German job market.
- Mentorship and continuous feedback so you always know how to progress to the next level.
- Defined milestones for promotion, ensuring that hard work and results are recognized.
- Additional benefits with each career step, from more vacation days to increased home office flexibility.
For us, a job is just the beginning – a career is the goal. If you want to see how we do it, visit our Careers page and start your journey.
The Soft Skills Employers Value Most in IT Professionals
In today’s competitive IT job market, being a great coder is no longer enough. Companies hiring are looking for something extra: professionals who can work well with people, solve problems, and adapt fast.
At CodeConnect, we’ve placed hundreds of IT professionals across Europe, and the pattern is clear:
The best-paying, most stable IT jobs go to people who have BOTH technical and soft skills.
If you’re looking to stand out—whether for remote jobs with German companies, outsourcing roles, or full-time IT positions—here’s what you need to work on.
The 5 Soft Skills That Make IT Professionals Irresistible to Recruiters
1. Strong Communication Skills: Be the “Tech Translator”
Good communication isn’t just about speaking German or English fluently—it’s about explaining technical things in a way anyone can understand.
Why it matters: Many IT jobs involve remote teams or German-speaking clients, so clear communication saves time, avoids mistakes, and makes you look professional.
Tip: Practice explaining your projects in simple words, like you’re talking to someone who’s not technical.
2. Problem-Solving & Critical Thinking: Be the Person Who Fixes Things
Recruiters love IT professionals who don’t just write code but find smart solutions.
Why it matters: Employers value people who can think ahead, troubleshoot issues, and suggest improvements, not just follow instructions.
Tip: In interviews, share an example of when you solved a tricky issue or improved a process.
3. Adaptability: Tech Changes Fast —You Should Too
New tools, new workflows, new priorities—IT never stands still.
Why it matters: Companies want people who can learn quickly and don’t panic when things change.
Tip: Always mention courses, certifications, or new technologies you’ve learned recently.
4. Teamwork & Collaboration: Build More Than Just Code
The best IT projects are built by teams, not lone geniuses.
Why it matters: Whether you work in nearshoring for German companies or in a local Balkan IT hub, teamwork means smoother projects and happier clients.
Tip: Highlight times when you worked with multicultural or remote teams.
5. Emotional Intelligence: The Human Factor That Gets You Promoted
Being good with people—understanding them, managing conflicts, staying calm under pressure—is a game changer.
Why it matters: Companies want IT pros who are easy to work with and can grow into leadership roles.
Tip: Show you can stay professional in tough situations—employers notice that.
Why Soft Skills - Better Jobs & Better Pay
Here’s the truth:
- People with strong soft skills get hired faster.
- They often get better offers because companies see them as future leaders.
- They keep jobs longer because they’re easier to work with.
At CodeConnect, when we match IT candidates with top companies, those who combine tech + soft skills always stand out.
How to Show Recruiters You Have These Skills
✔ Update your CV with examples of teamwork, problem-solving, and learning new tools
✔ Practice interview stories (STAR method works great!)
✔ Keep improving—even a short online course in communication or project management can make a difference
Whether you are seeking to expand your IT team or find HR recruitment support for German employers, CodeConnect is your trusted partner in building high-performing, resilient teams that thrive in today’s competitive market.
How to Use German Language Skills to Build a Career: Top 3 Job Opportunities
If you speak German fluently but don’t have a specific professional background, you’re still in a strong position to build a stable and rewarding career. German is one of the most in-demand languages in the regional job market, opening doors across industries even for those without technical expertise or university degrees.
At CodeConnect, we specialize in German-speaking recruitment and help candidates turn language proficiency into long-term employment — from call center roles to recruitment careers and remote customer support. Here's how you can get started.
1. Customer Service & Call Centers: Fast Entry, Flexible Work
The most direct way to capitalize on your German skills is through customer support jobs, especially in call centers or BPO companies that serve clients in Germany, Austria, or Switzerland.
Many of these jobs are remote, offer flexible schedules (full-time or part-time), and provide quick training — making them ideal for those looking to enter the workforce quickly. These positions are in high demand, and companies are eager to hire fluent German speakers from around the world due to cultural compatibility and lower operational costs.
2. Remote Admin & Virtual Assistant Roles: Language as the Core Skill
Another rising opportunity is working as a virtual assistant or remote admin support, where fluent German is the main requirement. These roles typically involve:
- Email communication
- Data entry
- Appointment scheduling
- Basic translation or documentation tasks
You can work directly with German-speaking clients or small businesses from your home, especially if you have decent computer and organizational skills.
👉 To find reliable German-speaking virtual assistant jobs, check out platforms like:
- Belay Solutions — known for quality remote admin and VA roles.
- Virtual Vocations — extensive listings for remote German-speaking jobs.
- Upwork — where you can create profiles highlighting your German skills and bid on relevant projects.
- Remotive — a curated job board focusing on remote roles, including German-speaking assistant jobs.
3. Recruitment & HR Support: Speak German, Hire Talent
You don’t need to be a recruiter by profession to start a career in HR — your German language skills are enough to get your foot in the door. Many recruitment companies (including us at CodeConnect) hire bilingual candidates to help with:
- Candidate communication in German
- Pre-screening job applicants
- Scheduling interviews and maintaining applicant databases
- Liaising with German clients
This is a great option if you’re interested in learning HR and building a long-term career in recruitment or people management. Training is often provided on the job.
👉 Read more about career in CodeConnect and how you can grow within the industry.
German-Speaking Recruiting Agent
Join Our Team as a Recruiter / Agent at CodeConnect!
We are expanding our team in Sarajevo and looking for passionate IT Recruiters who are eager to grow with us! If you love communication, networking, and working in a dynamic environment, this is the opportunity for you!
What You’ll Be Doing:
✅ Actively search for professionals on LinkedIn, Xing, and other platforms
✅ Engage with candidates and match them with the best companies
✅ Collaborate with our Account Managers to find ideal solutions
✅ Stay ahead of trends in the IT industry
✅ Build strong relationships with candidates and ensure an exceptional experience
What We Offer:
💰 Fixed salary + commission for each successful hire
🏡 Flexible working hours
🎓 Workshops, conferences, and continuous learning for professional development
🎉 Amazing team – an international crew with plenty of support and team events
🍕 Regular teambuildings and fun moments
What We’re Looking For:
🔹 You are fluent in German (writing and speaking)
🔹 You have experience in recruitment, sales, or customer support – or you’re ready to learn!
🔹 You enjoy communication, negotiations, and building relationships
🔹 You are organized, resourceful, and love a good challenge
Ready for your next challenge? Send us your application and become a part of the CodeConnect team!
Apply today and start shaping your future with CodeConnect!
Talentor Partner Meeting 2025
We spent a few fantastic days in Prague at the Talentor Partner Meeting, where partners from all around the world came together. We met many inspiring people, exchanged experiences, and talked about the everyday challenges in recruitment.
It was especially interesting to hear how colleagues from other countries work and how they navigate the changes in the market. These kinds of gatherings motivate us to grow, learn, and keep a broader perspective.
Besides the great conversations and workshops, we also had the chance to get to know people from the network better and enjoy the beautiful atmosphere of Prague. We came back full of impressions, new ideas, and fresh energy for everything that lies ahead.
Learn more about the Talentor Meeting, the workshops, and the experiences from the seminar on the Talentor community blog.
Thank you to Talentor for the excellent organization – it’s a pleasure to be part of such a community!