Client stories
These accounts name the consultation used and the constraint that mattered — shift patterns, restructuring timelines, or hiring language that was too vague for CNC roles.
Industrial Career Consultation
I came in thinking I needed a completely new industry. After the consultation we kept me in metalworking but shifted the target from night-shift Montage to day-shift Qualitätssicherung — something I had already done informally for three years. The written plan arrived on day five as promised; I had hoped for day three, though the content was thorough.
Employer Workforce Advisory
Our HR team kept rewriting Stellenausschreibungen that attracted warehouse applicants for CNC roles. The employer brief forced us to name the machine park and the real Schichtmodell. Applications improved within one posting cycle.
Application Dossier Review
The dossier review caught that my Anschreiben buried the Schweißerschein. Once it sat near the top, two plants that had ignored me asked for interviews.
Plant Transition Coaching
During our Standort move announcement I used the transition package to list what I actually ran on the line. It stopped me from applying to every open job and wasting leave days on poor-fit interviews.
Extended story
M. Keller had eight years on a press line and was exhausted by rotating nights. Recruiters kept pushing warehouse roles because the Lebenslauf led with “Produktion.” In the Industrial Career Consultation we inventoried the informal Qualitätssicherung checks Keller already ran when the Schichtleiter was absent, then rebuilt the dossier around those duties and the existing Messmittel familiarity.
Two plants within a forty-minute commute responded. Keller accepted a QS technician role at a slightly lower Stufe than hoped, with a written path to the next Stufe after six months. The mild disappointment on timing for the written plan did not change the usefulness of the map.
Employer story
An automotive supplier near Bremen kept receiving Lagerhelfer applications for a Zerspanung vacancy. The Employer Workforce Advisory brief walked production and HR through the actual machine park, the required CNC experience depth, and the Schichtmodell. The next posting named the controls family and dropped vague “team player” filler. Interview quality improved in one cycle; placement itself remained the employer’s responsibility.