To position yourself as an international provider of HR software in the German market, you should know the German market. If you cannot answer the following questions, you have little chance of success in the German market.

• What are the needs of German companies and which topics are currently and in the future of particular interest?
• Which understanding of different functions in HR dominates in German companies?
• How are HR organizations set up in German companies?
• How do HR managers in Germany see themselves and what are their long-term goals?
• What role do different stakeholders, such as the workers council, play?
• Why is the German market dominated by SAP and what opportunities do non-SAP vendors have?
• What role does data protection play in Germany?
• What are the specifics of strict German labor law?
• How are decisions about the use of HR software made in German companies?
• How do German recruiters think and how do you meet them considering their cultural background?

In different sales situations I have experienced foreign HR software vendors and too often thought the following: You could have won given the power of your solution but unfortunately you did not understand the customer. What a pity actually.

I have worked as an HR Executive in Germany for many years. For 16 years, I have been advising German companies on strategic HR issues. During this time, I have helped shape the thinking in HR. I have a strong network within the German HR community.

• I advise you on the positioning of your solutions
• I coach you in the preparation of a sales pitch. Probably I know the customer
• I teach you on how HR is thought of in Germany and what the most critical needs are
• We jointly publish articles in most important german media channels and magazines
• I give a keynote at your sales event. With me as a keynote speaker you will reach more potential customers.