Talent Management

Successful Talent Management Solutions Begin With People

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"... is a visionary in the global talent management market."

Our Solution

The Haufe Talent Management Solution allows you and your organization to concentrate on the most important goals. You will enable smooth cooperation between HR, management and employees and sharpen the focus on effective collaboration. Our philosophy: The greatest facilitators of long-term success are people who do the right thing. Join forces with us to make your organization more successful by empowering everyone to work more productively on the right projects.

Select Functionality

Recruiting made easy

Invite top candidates to interview within 10 minutes
When competing for top talent, it is crucial to react swiftly. Our software enables you personally to arrange a job interview with top candidates within just 10 minutes!

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Conduct effective employee appraisals

Increase your success rate by empowering your employees to do the right thing. To get 360°-feedback from your employees that is complete and accurate, it helps if you can rely on the critical assessment and feedback of an external third party. Our software does just that. Involve your employees and increase their performance.

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Direct link to XING and LinkedIn

Enable applicants to submit an application to your company in just 90 seconds. Data transfer straight from Xing and LinkedIn makes it easy and convenient for your candidates to apply.

The Modules

Applicant management

Successful e-recruiting, from drafting the job description to getting approval from management, right up to the final selection of the candidate. Make use of precious time to get to know applicants properly and win top candidates for your organization.

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Personnel development

Your most important asset are the right people to do the job. Developing their competences poses a tough challenge on HR departments and line managers. Systematic development by setting clear goals and implementing programs raises productivity and job satisfaction.

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Training & Development

Announcements, registrations, information for participants and monitoring success: all part of professional training course management in your organization.

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Objective setting

Supports employees, managers and HR executives reliably with preparation and execution of employee appraisals. Increases effectiveness focusing on the right things.

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Making a meaningful contribution, experiencing success and being offered opportunities to grow and develop: these are all key motivation factors. Honor your employees‘ contribution appropriately while staying in line with budget controls.

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Succession Planning

Identify key line and general managers as they move up through the organization and assure that critical positions will never be left unoccupied for any length of time. Trace the line of an outstanding career and illuminate your employees’ path to success.

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"We think the uncomplicated integration of managers, which is particularly important in decentralized company structures, is great. Simple, efficient and great value for money."

"A simple system that can adjust for the unexpected, and which does not restrict the user unnecessarily, but actually supports him in daily work."

"We significantly reduced our time-to-hire, i.e. the time from advertising the job to actually hiring the selected candidate, from 121 to 17, on average, between March and October 2011."

"This was one of the few IT projects that was successful right after its introduction. The introduction was an automatic success."

"The price-performance ratio is very good. [...] The web-based system has a simple structure, is intuitive in its operation and easy to implement. [...] We particularly like its clarity and the intuitive user guidance. [...] You can simply enable the system for line managers, and they don't need any major training but can work with it immediately."

"The software can be tailored perfectly to the individual requirements and thus offers the highest possible degree of efficiency and flexibility."

Events and News

St. Gallen
8. Ostschweizer Innovationstagung 
CEO Marc Stoffel re-elected through a democratic process

Haufe-umantis employees vote on management and corporate strategy Now almost a tradition at Haufe-umantis AG: Once a year, the company’s employees elect its top executives in a democratic and anonymous election process. The time had come in January again: All management members put themselves up for election. CEO Marc Stoffel and Executive Board Chairman Hermann Arnold were given a vote of trust by their employees for another year. The position of Chief Financial Officer was newly filled by Matthias Hugentobler. Thorsten Schaar was elected to take over as head of the Market segment and Verena Dönni as manager of the Customer segment.

Acting CEO Marc Stoffel was elected to this office by his employees for the first time in 2013 and has been reaffirmed in this position now for the second time, with a clear majority of 85 percent. “I am delighted that I have been given another year to prove that I am the right man for the job in the current situation. Three aspects are top of my personal agenda: forging ahead with the vision and strategic direction of Haufe-umantis, developing our company into a high-performance organization with international operations, and sustainably securing a corporate culture focused on implementation”, stated Stoffel.

The other managers also achieved very good results across the board: 99 percent of the employees were in favor of Hermann Arnold standing again for the position of chair of the Executive Board. Matthias Hugentobler was given a unanimous vote approving his election as Chief Financial Officer. In his new position, his will bear responsibility primarily for Finance and HR and for further optimizing existing processes. The managers for the “Market” and “Customer” segments also received strong support. 92 percent of the employees vested their trust in Thorsten Schaar as manager of the Market segment, and 80 percent gave their votes to Verena Dönni to lead the Customer segment.

Haufe-umantis wins second place in New Work Award 2015

“It’s employees who run businesses” has won a prize as the second-best initiative in the SMEs & Start-ups category Freiburg/St. Gallen, January 27, 2015 – The decision has been made: Haufe-umantis AG won second place yesterday in the SMEs & Start-ups category of the New Work Award 2015. The software vendor presented its corporate philosophy of “It’s employees who run businesses” that was compelling not only for the jury with its high-profile members headed by Thomas Sattelberger, Deutsche Telekom’s former CFO, and Dr. Thomas Vollmoeller, XING AG’s CEO. It also was convincing for the many people who voted online on the ten short-listed initiatives and showed their preference for the employee-concentric leadership model of the Haufe Group’s Swiss subsidiary.

How can companies reposition themselves to meet the changed requirements in the markets while also ensuring that they remain sustainable and attractive to employees in the future? This was the question that the New Work Awards initiators, a cooperation between XING, FOCUS and the Human Resources Manager specialist magazine, seek to investigate. They award companies who pioneer ground-breaking ways of organizing tomorrow’s working world.

“We are delighted to have won the prize, most particularly as a panel of experts as well as many online voters officially recognized our agile approach to leadership. It means a great deal to us and gives us the confirmation that a growing number of people are thinking about tomorrow’s working world and taking a critical look at traditional organization structures”, said Hermann Arnold, co-founder and chairman of Haufe-umantis AG, expressing his delight at the result. “For us, one thing is clear: Employees are the greatest lever for sustainable company success. We would like to set an example here while encouraging other companies to develop employee-concentric organization models, as we think this is the future of work.”More than 100 companies who are rethinking the workplace competed for the prize this year. Following preselection by the expert jury, it was up to the participants in the process of online dating to select a winner from the ten finalists. Auticon GmbH took first prize in the SMEs & Start-ups category as the first German company who exclusively hires autistic people as consultants in IT. Second place went to Haufe-umantis in the same category. The awards were presented at the ceremonial New Work Gala in the Museum for Communication Berlin.

3. Talent Management Conference – More Courage to Experiment!

From hype to success factor – it was time to take stock at this year’s Talent Management Conference on November 11, 2014, in Heidelberg: What value does talent management meanwhile have in shaping the future world of work? The consensus opinion of high-profile speakers: huge, as it is people alone who can make a company sustainably successful. Finding, fostering and binding talent means, however, that HR decision makers must courageously break with old mindsets and explore new paths.

Disruptive change across almost all sectors, immeasurable acceleration of innovation cycles, as well as the key insight that it is employees and management systems that make the difference between being successful and being unsuccessful – these are the factors that have a direct impact on how companies are managed and organizations develop. The keynote welcoming speech of Joachim Rotzinger, General Manager of Haufe-Lexware, and Marc Stoffel, CEO of Haufe-umantis, quickly made the following clear: companies do not currently have the necessary versatility with regard to the instruments they use to meet these challenges in an appropriate way. As the most important partners to top management, personnel decision-makers need to be innovative and implement a new corporate system, with a wide range of management tools.

HR in a pole position for shaping change

Dr. Angelika Dammann, CEO of DIC – Dammann International Consult – and former SAP Chief Personnel Officer argues for a new way of thinking. She is firmly convinced: talent management should be treated as a business case now, and not as an HR process. This places HR in a pole position when it is about equipping a company for the future, for instance by consistently promoting young people who do things a different way.

Dr. Stefan Kaduk and Dr. Dirk Osmetz, management consultants from Musterbrecher®, called on HR to break with old patterns in their inspiring presentation. There is one thing they firmly convinced of: companies that excel are ones that attempt experiments that free things up rather than becoming bogged down in stifling routines. These theories were corroborated by speakers from Carglass GmbH, Infineon Technologies AG, and Olympus SE & co. KG in their practically-oriented presentations that illustrated how they use new methods and tools to make their personnel work more effectively and in line with the times.

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