How can German SMEs adapt their recruitment strategies for 2035 – and why does HR need more autonomy to do so, Alexander Baumann?
In this episode of the SAATKORN podcast, I speak to Alexander Baumann, founder and managing partner of Jobcluster Deutschland GmbH. Alexander has been involved in technology, sales and recruitment for decades – from his time at Bull and Dell, through various entrepreneurial ventures, to the founding of Jobcluster in 2009. Today, Jobcluster offers modular recruitment technology – ranging from multi-posting and applicant tracking through to employee referrals and performance analytics. Jobcluster Deutschland GmbH
One quote from Alexander has really stuck with me:
“HR must once again be empowered to get these things off the ground independently.”
Among other things, we discussed the following topics:
🧱 Recruitment finally needs a digital foundation
The Jobcluster Recruiting Trends 2026 reveal a striking gap between aspiration and reality: whilst everyone is talking about AI and digital transformation, many medium-sized companies still lack a fully digital recruitment infrastructure – even though demographic changes and the skills shortage have long since taken hold.
📊 Moving away from recruitment activities towards measurable impact
It’s not enough simply to post job adverts: you need to know which channels actually attract candidates and deliver results – and use data and performance analytics to continuously optimise your recruitment investment.
🚀 HR needs autonomy – and a seat at the decision-making table
For Alexander, HR must be a strategic spearhead within the organisation: with the expertise and freedom to actively drive forward recruitment technology, employer branding, data and the AI transformation, rather than being dependent on IT, Marketing or Finance at every turn.
🔗 Further links
Alexander Baumann on the LinkedIn
Jobcluster website