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Fourfold power in interim management for our Düsseldorf location!

Until now, our Düsseldorf office has specialized in executive search. Now we also offer outstanding interim management there, strengthening our commitment to excellence and maximum client satisfaction. Four new, highly qualified colleagues have joined our interim management team, bringing a breath of fresh air to our local services.

Great Place to Work 2023!

division one is among the best employers in Germany and won the "Great Place to Work 2023" award.

We are GERMANY'S BEST CONSULTANCY 2023!

division one has received the TOP Consultant Award 2023 for the eighth time in a row - for the first time as GERMANY'S BEST CONSULTANT in our size category.

ENEX - abroad with top leaders

We don't shy away from (country) borders to connect companies with the best executives. This[ nbsp]was already clear to Björn Knothe, CEO of division one, when it was founded. Our international partner organisation ENEX is successful in its 41st year. In the union of 50 partner offices in 40 countries, we fill key positions at top management level worldwide.

TOP Consultant 2021 - we say thank you!

division one is awarded the TOP Consultant 2021 for excellent consulting. For the sixth time in a row, the boutique HR consultancy from Stuttgart has convinced the competition with its first-class consulting quality and therefore once again receives the coveted industry seal, based on a scientifically founded customer survey.

Dilemma in generational change - traditional values vs. digital world?

How can traditional values be combined with the digital world without selling the "soul of the company"? Many owners of family-run businesses are currently facing this challenge. These decision-makers, most of whom belong to the post-war generation, are in the process of preparing for the generational change and are faced with an essential area of tension: How do I transport digitalisation with the associated values of modern leadership into my tradition-rich company? HR consultants like Nicolaus von Heyden-Linden act as important sparring partners in this process.

Leadership 2025 - what will change in the future due to digitalisation and co.

The world is going digital. This is rapidly changing society, the economy and not least the leadership culture. Leaders are challenged to reinvent themselves and to develop and deepen competencies that were previously considered positive accessories at best. We will give you an outlook on the challenges posed by the current developments and the leadership culture that is best suited to meet them.

ARTIFICIAL INTELLIGENCE OR PEOPLE BUSINESS?

division one, one of the leading personnel consultancies for executive search and interim management in Germany, watches the technological evolution carefully and intensively tests digital tools during recruitment. The experts are convinced that particularly filling positions on the top level will stay a people business. Christoph Stichel, managing director of division one, talks about the potential of these tools, and explains at what point in executive search their application makes sense.

Those who resign are traitors

Those who resign are traitors. This attitude still prevails in some companies and targets employees who quit their jobs. The reasons for splitting up, however, usually differ a lot …

Once an experienced employee resigns, an executive or a partner generally steps in to gain detailed insights into the reasons for the resignation. “In our company, there is no special program for this,” BMW manager Jela Götting says. Björn Knothe, personnel consultant and CEO of division one, explains such resignations as follows: “A connection usually exists via social networks such as Xing or Linked-In.” However, if the exit management, a term used by personnel specialists to refer to contact management, is professionally conducted during the resignation process, chances of a later continuation of the cooperation with a former employer rise. Especially during times of near full employment, the necessity to lure deserved employees back to the company after several years may arise. “If the farewell was altogether pleasant, the chances for this are certainly increased,” Knothe says.

Source: F.A.Z. / 11.07.2017/ "Offene Türen für Rückkehrer" von Oliver Schmale)

To be your own boss, and yet live like a nomad.

To be your own boss, and yet live like a nomad. To face existential fear, and yet be able to be picky at times. To have to prove yourself regularly, and yet work for attractive daily rates.

A top manager of the company drops out overnight. How to react? Important ongoing projects need to be concluded soon, and there is no one in the company who has the necessary know-how or the needed resources. In such cases, interim managers offer the assistance to bridge the gap. Those, however, who think that an emergency is the only situation when to take on specialists on a temporary basis are quite mistaken. Although many interim managers have specialized in tackling restructuring projects and emergency situations, their assistance in reaching project goals that add value or increase productivity should not be underestimated.

Of course, an interim manager is a special kind of person. You have to enjoy continually hopping from project to project, always having to face new challenges, and needing to prove yourself regularly. As an interim manager, you need to exhibit an entrepreneurial mindset, you need to be decisive, prepared to take risks and you should always be on the lookout for new challenges.

Source: INTERIM MANAGEMENT MAGAZIN / 01-2017/ "Von der Festanstellung zum HR-Interim-Manager" von Björn Knothe)

Interim Managers – Sought-after Nomads

The interim manager is a special kind of person who enjoys moving from project to project, constantly asserting himself/herself. Those interested in this profession should have an entrepreneurial mindset and should, furthermore, possess characteristics such as decisiveness, readiness to assume risk and a constant interest in facing up to new challenges. Most of division one’s candidates are interim managers with many years of experience on the executive level. They are usually in their fourties to early sixties. Interim managers are as stress resistant and as much on the move as nomads. Interim management is a way of life. Taking this path is a deliberate decision against an occupational career.

Source: personalmagazin / 01-2017 / from Björn Knothe)

Interim Managers – No Thought Wasted on Retirement

Retiring at the age of 63 is currently inconceivable for many. Today, Michal Lanik has turned 68. However, he is still working as a restructuring specialist and interim manager every day. The well-experienced manager and CRO cooperates with division one, a recruitment provider from Stuttgart, Germany. At the moment, Mr. Lanik is involved in a restructuring project at a mechanical engineering company. “I usually know many of the situations that may arise in a company,” Lanik says. “Most of the time, I know after the first meeting which direction to steer in. In such cases, expertise is important, but usually falls short.” Rob Spaans, 67 years old, is another interim manager who does not yet waste any thought on retiring. Read more (available only in German).