ingeniam – Executive Search & Human Capital Consulting

12.11.2025

by Stephan Breitfeld

I recently saw an interview with Warren Buffett. The billionaire commented on economic developments. Exciting. I shared the video. A friend who knows his way around the financial world replied: „That’s fake. Buffett doesn’t give such detailed interviews.“ He was right. Wow! This episode reveals a contemporary problem: fake news, which is not new. But the perfection with which it is produced today is new. Deepfakes, AI-generated content – the line between truth and fiction is blurring. Everyone needs to deal with it. Especially in business.

Fake News Spreads Quickly

An MIT study* shows that fake news spreads six times faster than verified information. Not because it is more credible – it’s the opposite: it has a greater emotional impact. So we tend to believe it. These days, the credibility of information depends less on its source than on whether it fits our world view or our beliefs. And this is precisely what people in positions of power systematically abuse: They use these cognitive patterns to set their narratives – whether in organisations, politics or markets. Those who are unaware of their own filters become easy prey.

How to Check the Credibility of News

I think it’s a good idea to reconsider whether an information is true or false. These questions may help:

Who says it – and why? Is it based on expertise or economic interest?

Is it also true in other contexts? A fact can be correct and still be misinterpreted.

How emotional is the message? The more emotional it is, the more it’s worth pausing to reconsider.

This seems banal – but at the same time, it is existential. Those who make decisions without questioning the quality of information are making emotion-based decisions. And that can be dangerous.

What Does This Mean for Business?

In executive search, we operate in data-driven worlds. But data is never neutral – it reflects what has been collected, filtered and weighted. In pharma and medtech, we know that data can prove or blind. A CV can look impressive and still be manipulated. A market trend can be real and still be misinterpreted. A good researcher must recognise motives, tolerate contradictions and understand how truth is constructed in different cultures and companies. This is not optional – it is the basis of good judgement.

The Bottom Line

Fake news is not a media problem – it is a reflection of our own perception. The trick is not to expose all lies. The trick is to know your own filters and use them consciously.

In our daily business life, judgement has become a key skill: between data and interpretation, between knowledge and wisdom. Between what we want to see and what actually is. As the historian Yuval Noah Harari says: „In a world dominated by data, the most important skill remains the ability to distinguish between truth and illusion.“

Have you fallen for perfectly made fake news too? How did you notice?

Vosoughi, S., Roy, D., & Aral, S. (2018). „The Spread of True and False News Online.“ Science, 359(6380), 1146-1151. https://doi.org/10.1126/science.aap9559; The study examined all verified true and false news stories on Twitter from 2006 to 2017 – approximately 126,000 stories that were shared by around 3 million people across 4.5 million tweets. The finding: False news is roughly 70% more likely to be retweeted than true news.

Automotive Industry In Transition: 10 Leadership Insights

I had the pleasure of attending IAA Mobility 2025 in Munich, a global automotive conference charged with a sense of urgency and profound transformation. With a record 57% of exhibitors coming from outside Germany and significant participation from China, the event was less a traditional car show and more a festival of mobility, showcasing everything from new EVs and autonomy pilots to smart-infrastructure concepts.

For leaders in the automotive space, the key takeaways from the conference halls signal a seismic shift in strategy, technology, and talent. Here are the ten most critical themes that will define the next era of automotive leadership.

1. The Software-Defined Vehicle (SDV) Is Now About Delivery

The conversation has moved beyond the concept of the SDV to its rapid, real-world implementation. The new industry benchmark is the ability to deploy lean, modular, and ready-to-ship software solutions that accelerate development cycles. Panels and displays emphasized the importance of the full “software stack,” over-the-air (OTA) updates, and strategic partnerships with Tier-1s and semiconductor giants. AI is no longer a buzzword but the core “intelligence layer” of the vehicle. This demands a new type of leader with a proven ability to ship complex software products at scale.

2. Electrification’s Pragmatic Path: Profitability, Hybrids, and Charging Speed

While the electric future is certain, the path to it has become more pragmatic. The focus has sharpened on achieving profitability in EV segments with a notable return of advanced hybrids as a critical bridge technology. Premium EVs like the Mercedes GLC EQ and Polestar 5 are also a burgeoning category alongside a strong push toward more affordable BEVs. Furthermore, the competitive benchmark is now execution on tangible metrics like 5-minute fast charging, putting immense pressure on legacy timelines. Leaders must now be adept at managing a complex and mixed vehicle portfolio.

3. Sustainability: The Non-Negotiable Foundation

The industry’s commitment to sustainability now firmly encompasses the entire vehicle lifecycle. Discussions have moved beyond tailpipe emissions to the circular economy, with a sharp focus on recycling, remanufacturing, CO₂ accounting, and building resilient, sustainable supply chains. This creates a clear need for executives with deep expertise in ESG, circular business models, and sustainable procurement.

4. ADAS is the New AD (Autonomous Driving)

While full autonomy remains a long-term goal, the immediate commercial focus has shifted to delivering and monetizing sophisticated Advanced Driver-Assistance Systems (ADAS). The test-drive zones featured impressive ADAS demos and autonomous shuttle pilots, but the core business challenge is clear: manufacturers must develop and globally roll out scalable, AI-driven ADAS. The talent imperative is for leaders who can deliver tangible safety and convenience features to today’s customers.

5. The Customer Experience Extends Beyond the Car

A core principle emerging from the event was that innovation must be rooted in what customers truly need. The increased public engagement and live demos underscored that the key challenge is creating a holistic, connected digital ecosystem that extends beyond the in-car experience. It’s about how the car integrates into your life — knowing your calendar to pre-plan a route or seamlessly connecting to apps. This requires executives with a deep background in customer journey mapping and ecosystem development, often sourced from outside the traditional auto industry.

6. Smart Infrastructure is Now Commercial Reality

Discussions about the mobility ecosystem have moved from theoretical to tangible. The launch of commercial Vehicle-to-Grid (V2G) solutions, which allow EVs to feed power back into the grid, is a landmark example. This signals a need for leaders who can execute complex, cross-industry partnerships with energy, cloud, and municipal partners to build the energy and data backbones essential for future mobility.

7. The Supplier’s Metamorphosis to System Integrator

The transition of the automotive supplier from a component provider to a system integrator and software developer continues to accelerate. Companies that were once manufacturing-driven are now key players in innovation and systems engineering. This ongoing metamorphosis requires transformative leadership capable of managing OEM-tech alliances and fostering new, service-based business models.

8. The Talent Gap Remains a Critical Bottleneck

Underpinning every major trend is a foundational challenge: the fierce and growing talent gap. The industry’s demand for software engineers, AI specialists, and battery chemists far outstrips supply, making talent a primary constraint on growth. For executive search, this translates into specific, high-priority needs:

High-Demand Profiles: We see urgent demand for Heads of Software Architecture, ADAS/AV Program Leaders, and executives for battery systems and cell sourcing. Crucially, leaders who can manage complex OEM-tech alliances are in short supply.

New Assessment Criteria: “Hybrid” experience is now paramount. The ideal candidate combines deep automotive domain knowledge with tech credibility. We are prioritizing candidates with measurable proof of delivery—like hitting safety milestones or launching a new market entry—over qualifications or brand names. Cultural and geopolitical fluency, especially the ability to operate across European and Chinese markets, is a key differentiator.

9. Leaders Must Adopt An Ecosystem Mindset

The complexity of the new mobility landscape requires executives who are ecosystem thinkers. Staying competitive is driven by the strength of your ecosystem—your charging network, your semiconductor alliances, your cloud partners. Leaders must be capable of managing vast networks of partnerships, fostering organizational resilience, and driving deep cultural change.

10. Market Shifts: China’s Entry Into Europe Is Accelerating

Perhaps the most potent theme at IAA was the palpable shift in the global power dynamic. While European OEMs unveiled inspiring visions, Chinese competitors are delivering customer-ready, technologically advanced vehicles at scale and competitive prices. The strong presence of Chinese brands announcing European availability is intensifying the pressure. Geopolitical factors like tariff risks and regional production—such as BYD’s new plant in Hungary—mean leaders must now be adept at localization and cross-border strategy to compete in a radically new landscape.

Summary

The automotive industry has reached a critical inflection point – it is no longer just about hardware; it’s a high-stakes competition of software and services. Success depends on securing digital leaders who can drive innovation at speed and scale. This dynamic makes the ability to source talent from adjacent industries a critical function, placing executive search firms at the center of this transformation.

If you would like to discuss how these trends can impact your business and talent strategy, please contact me here or browse our Industrial expertise page to find your closest IIC Partners consultant.

Author

Tim Zimmermann, Managing Partner, ingeniam Executive Search & Human Capital Consulting

🔒 Diskrete Wege, kritische Positionen zu sichern

„Nicht jede Vakanz muss öffentlich ausgeschrieben werden. Eine gezielte Ansprache ausgewählter Kandidaten schützt das Unternehmen vor unnötiger Aufmerksamkeit, erhöht die Chancen auf passende Bewerber und spart Zeit.

Diskretes Sourcing kombiniert mit einer klaren Priorisierung von Schlüsselpositionen führt zu stabilen Ergebnissen – auch wenn die Wirtschaftslage unsicher ist. Unternehmen, die diesen Ansatz verfolgen, sichern sich langfristige Vorteile und bleiben handlungsfähig, während andere abwarten.“

„Gedanken, wie Unternehmen in schwierigen Zeiten passende Talente erreichen können.“

#Leadership #ExecutiveSearch #Recruiting #TalentManagement #BusinessStrategy #Unternehmen #news

by Thomas Grummt, (Beitragsbild via KI erstellt)

MyWay Veranstaltung der Familienunternehmen

2 ereignisreiche Tage auf der MyWay Veranstaltung der Familienunternehmen gehen zu Ende.
Unsere Kollegen – Jörg Baumgart und Borries von Mueller waren dabei.
Der Austausch war hervorragend – gute Gespräche und interessante Begegnungen.

💡 Warum Unternehmen gerade jetzt strategisch planen sollten.

08.10.2025

„In unsicheren Zeiten werden viele Personalentscheidungen verschoben. Offene Schlüsselpositionen bleiben unbesetzt, oder kurzfristige Entscheidungen führen zu Fehlbesetzungen – mit spürbaren Folgen für Effizienz und Wettbewerbsfähigkeit.

Unternehmen, die frühzeitig prüfen, welche Rollen kritisch für den Geschäftserfolg sind, können Risiken minimieren und Handlungsfähigkeit sichern. Eine strukturierte Analyse der Schlüsselpositionen, Diskretion bei der Kandidatenansprache und eine klare Priorisierung schaffen die Grundlage für Stabilität.

Selbst kleine Schritte wie eine Übersicht über offene Vakanzen oder die Prüfung kritischer Rollen tragen dazu bei, dass das Unternehmen handlungsfähig bleibt und langfristige Chancen nutzt.“

„Anregungen, wie Unternehmen ihre wichtigsten Rollen in der Krise sichern können.“

#Leadership #ExecutiveSearch #Recruiting #TalentManagement #BusinessStrategy #Unternehmen

by Thomas Grummt, (Beitragsbild via KI erstellt)

Where Tech Meets Culture: Lessons From Berlin’s AI Scene

Guest article by Enkthsolmon Lkhagvadash – easier to spell and say “Enkul” – our youngest and, at the same time, toughest recruiter (born 1999).

Though raised in a digital world, I’m still amazed by the pace and depth of today’s AI landscape. At the BIG BANG Festival in Berlin, I joined the AI community to explore not only the technical possibilities, but also the philosophical, ethical, and social implications of artificial intelligence.

The event brought together 250+ speakers and a crowd of open-minded people ready to take on the challenges of the future. What became clear: AI isn’t just about efficiency gains or smarter process updates. It’s a system shift. There is no one-size-fits-all approach – every solution must be tailored to the specific needs of an organization. That means: analyze your own processes, identify use cases, develop solutions – and bring everyone along: employees, clients, and management. And yes, compliance and legal aspects are part of it, too: from transparency and labeling requirements to liability questions under the EU AI Act. Early movers who address these topics not only reduce risks but also strengthen their credibility with customers and partners.

To make this work, companies need to dedicate people to AI. All the speakers and AI experts agreed: experiment with it, explore what it can do, and figure out how to apply it to your own purposes. Perhaps we should all become AI agents in a supporting role. After two inspiring days, my idea is to take on that role myself: translating between technology and business, building IT expertise, and adding a creative approach to shaping the future. I want to embrace AI as a sparring partner – one that frees us from routine tasks and creates space for innovation. I believe AI competence is becoming a core capability, and one that will only grow in importance.

And last but not least: the festival brought plenty of input, inspiring new contacts – and yes, a pretty wild after-show vibe that made Berlin feel like the place where tech truly meets culture.

AI in recruiting: buzz or benefit?

26.08.2025 by Stephan Breitfeld

What we know before the BIG BANG Festival – and what we want to clarify

The world of recruiting never stands still – and certainly not when it comes to the use of AI. Tools for automated candidate searches, matching algorithms, interview analysis via video AI or chatbots in applicant dialog: The list of new possibilities is getting longer and more complex. But with all this progress, the same question arises again and again: which of these are really helpful in everyday life?

We will be taking this question with us to the BIG BANG AI Festival in Berlin in September (https://bigbangfestival.de)

Between curiosity and sensory overload

As an executive researcher, I experience the challenges in recruiting on a daily basis: A shortage of skilled workers, confusing markets, rising expectations from applicants – and enormous time pressure on the company side.

At the same time, we are experiencing AI hype that promises a lot: more efficiency, better decisions, scalable processes. But how much of this really works in regulated industries such as pharmaceuticals or medical technology? And where are the pitfalls – for example in terms of bias, data protection or acceptance within the team?

These are the questions we will be asking at the festival

The BIG BANG KI Festival will bring over 6,000 participants, 250 speakers and tech innovations to Berlin on September 10 and 11 – an ideal setting to engage in an exchange with a clear view and critical thinking.

Our key questions:

– Which AI tools deliver real added value in recruiting?

– How can new solutions be tested in a meaningful way – without turning everything upside down?

– What are good criteria for evaluating tools (e.g. integration, fairness, user-friendliness)?

– What are the new requirements for recruiters themselves?

We don’t just want to consume trends – we want to classify, examine and test them.

Fancy an exchange?

We’ll be in Berlin in September – and open for discussions. If you want to network or reflect together, please get in touch. Until then, we’ll remain critical, ready to learn – and curious about what’s to come.

Fachkräftemangel 2025 – Wo drückt der Schuh wirklich?

15.08.2025

by Thomas Grummt

Der Fachkräftemangel bleibt eine der größten Herausforderungen auf dem Arbeitsmarkt – aber warum genau?

Der Arbeitsmarkt im August 2025 ist geprägt von einem anhaltenden und teilweise verschärften Fachkräftemangel. Trotz zahlreicher technischer Innovationen und Automatisierungslösungen können viele Unternehmen ihre offenen Stellen nicht ausreichend besetzen. Besonders in den Branchen IT, Ingenieurwesen, Gesundheitswesen und Handwerk ist die Lage angespannt. Doch was sind die Ursachen für diese Entwicklung, und wie reagieren Unternehmen darauf?

Ursachen des Fachkräftemangels

Ein wesentlicher Treiber ist der demografische Wandel: Die geburtenstarken Jahrgänge gehen zunehmend in den Ruhestand, während gleichzeitig weniger junge Menschen nachrücken. Dies führt zu einem Ungleichgewicht zwischen Angebot und Nachfrage am Arbeitsmarkt. Hinzu kommt, dass die Anforderungen an Fachkräfte durch die Digitalisierung und neue Technologien steigen. Viele Stellen erfordern heute spezialisierte Kenntnisse, die nicht immer in ausreichendem Maße vorhanden sind.

Auch das Bildungssystem steht vor Herausforderungen: Die Ausbildungszahlen in technischen und handwerklichen Berufen sind vielerorts rückläufig, und nicht alle Absolventen verfügen über die notwendigen digitalen Kompetenzen. Zusätzlich erschweren regionale Unterschiede und der Wettbewerb um Talente die Situation.

Branchen im Fokus

IT-Sektor: Die Nachfrage nach Softwareentwicklern, IT-Sicherheitsexperten und Data Scientists ist weiterhin enorm. Unternehmen kämpfen darum, qualifizierte Fachkräfte zu gewinnen, die mit den neuesten Technologien vertraut sind.
Gesundheitswesen: Pflegekräfte, Ärzte und medizinisches Fachpersonal werden dringend benötigt – die alternde Gesellschaft sorgt für steigenden Bedarf.
Ingenieurwesen: Maschinenbau, Elektrotechnik und Bauwesen leiden unter einem Mangel an Nachwuchs, der die komplexen Anforderungen moderner Projekte erfüllen kann.
Handwerk: Traditionelle Handwerksberufe sind oft weniger attraktiv, obwohl sie für die Infrastruktur und Wirtschaft unverzichtbar sind.

Reaktionen der Unternehmen

Viele Unternehmen reagieren mit verstärkten Maßnahmen, um Talente zu gewinnen und zu halten. Employer Branding – also die Positionierung als attraktiver Arbeitgeber – gewinnt an Bedeutung. Flexible Arbeitszeiten, Homeoffice-Angebote und eine wertschätzende Unternehmenskultur sind heute wichtige Faktoren.

Weiterbildung und Qualifizierungsprogramme werden intensiv ausgebaut, um bestehende Mitarbeiter fit für neue Anforderungen zu machen. Auch die Rekrutierung internationaler Fachkräfte ist ein wichtiger Baustein, wobei Sprachbarrieren und Anerkennungsverfahren Herausforderungen darstellen.

Ausblick

Der Fachkräftemangel wird auch in den kommenden Jahren eine zentrale Rolle spielen. Unternehmen, die frühzeitig auf innovative Recruiting-Strategien und Mitarbeiterentwicklung setzen, haben bessere Chancen, im Wettbewerb um Talente zu bestehen.

Im nächsten Beitrag dieser Serie wird beleuchtet, wie Künstliche Intelligenz und Automatisierung die Jobprofile verändern und welche Kompetenzen künftig besonders gefragt sind.

Summer. Clarity. A new start.

30.07.2025

by Stephan Breitfeld

In my job, I accompany people at turning points – often just before or in the middle of a significant career change. And I notice: The really ground-breaking decisions are rarely made under time pressure. They are made in between – in moments of calm, reflection and conscious distance from everyday life. The summer months in particular are often such a space.

The blank page: why new perspectives are emerging right now

So Summer invites you to ask yourself questions for which there is otherwise no space: What do I actually still want to achieve? Where do I stand – professionally, personally, emotionally? What do I need to start the next phase with energy?

For many, this moment is like a blank page. The professional biography does not have to be rewritten – but it can be reaccentuated. One candidate recently summed it up like this: „I was sitting on the beach and suddenly thought: when I come back, I don’t want to just carry on as before. I need more effectiveness, more purpose – and fewer political games.“

Ideas for career changes are often developed while on vacation and away from the daily grind. And in late summer and fall, we observe a significant increase in the willingness to change jobs. Candidates who were still cautious in the spring come back with new clarity.

What particularly moves them is:

– Value orientation: Do I still fit in with this organization – or has something changed?

– Balance: Is the relationship between effort and impact still right?

– Effectiveness: Where can I really contribute my strengths?

These questions not only concern C-level managers, but also specialists and project managers who want to readjust their course.

What companies can do now

Summer is also an opportunity for companies – provided they are prepared. Now is the time to recruit proactively rather than waiting for applications to roll in. Interviews should go beyond assessing performance and allow space for personality, mindset, and potential. It’s also important to name change clearly – not gloss over it.

Especially during this phase, we as executive researchers and consultants often serve as the link: between those reorienting themselves and those actively seeking reinforcement. Our role is to listen, recognize potential, and create the right connections – discreetly, proactively, and professionally.

A brief impulse from our side before we head into the summer break. We wish you a refreshing time away from the everyday routine.

Why Good Advice Is Expensive

27.06.2025

by Stephan Breitfeld

It’s always the right moment to reflect on fee structures.

The question of appropriate consultancy fees often leads a shadowy existence – rarely addressed openly, even less frequently thought through strategically. Yet the quieter summer months offer an ideal opportunity to reflect on a fundamental business reality: Why do consulting services cost what they do? And why is this pricing not only justified but economically essential?

The Hidden Cost Drivers

Current industry analyses make it clear: Daily rates in consulting are far from arbitrary. They follow detailed calculation models that reflect the realities of the business. Personnel expenses – including social contributions – make up nearly two-thirds of all costs in management consulting. This alone illustrates how people-intensive the industry is.

But the visible service is only part of the equation. A large share of expenditure is tied up in non-billable work: market research, preparation of complex proposals, and client discussions that don’t result in an engagement. On average, consultants spend around 20 working days per year on offers that don’t convert. It is evident that successful mandates must also absorb the cost of unsuccessful ones.

Specific Challenges in Project-Based Services

Executive research and similar specialized consulting fields face additional challenges. Costs arise from deep preparatory work, multi-step assessment procedures, and intensive personal conversations – often invisible, yet decisive for project success.

This investment in quality pays off. International studies show that failed C-level hires can cost companies three to five times the annual salary of the position in question. In this light, a thoughtful fee structure is not about profit maximization – it’s about minimizing risk.

Time for Transparent Communication

While pricing may seem an unglamorous topic, its importance goes far beyond individual industries. At its core, it’s about the value we place on expertise, the trust we build through structured processes, and the courage to talk openly about economic realities.

Especially in times of increasing AI integration, human judgment and experience become key differentiators. Companies that take this seriously should use the summer slowdown to reflect on their pricing models – and to communicate openly what high-quality consulting really costs and why it’s worth the investment.

This perspective builds on thoughts shared by Dirk Lippold and other experts who have long called for greater transparency in the economic foundations of consulting services – insights that remain highly relevant today.

Your Experience Is in Demand

How do you handle the topic of fees – whether as a consultant or a client? Which strategies have helped foster transparent communication and mutual understanding around costs? Where do you see the greatest added value – and where the most frequent misconceptions?

Share your perspective in the comments. Because only through honest dialogue can we develop fair and comprehensible standards – together.