Piperic
similar sites
‹ ProfilePricingAI ReportBrowse free →

Sites similar to bretthauer-interim.com

Bretthauer Interim alternatives & similar sites

Thomas Bretthauer - Interim Manager — 18 websites ranked by shared content topics, category and on-page relevance.

Each result shows its full tech stack, contacts and AI-policy — not just a name · Browse all sites in Executive Leadership And Management →

DomainMatchTitleCountry/LangCategoryAI filesContactAI-protection
bilger.pro 72 match
2 shared topics
Thomas Bilger, Manager für Unternehmensentwicklung, Interim Management de executive-leadership-and-management robotsllmsaihumans emailphone none
hakutech.com 71 match
2 shared topics
HaKu-Tech GmbH Interim Management Germany~ de executive-leadership-and-management robotsllmsaihumans emailphone none
daniel-liba.de 71 match
2 shared topics
Daniel Liba Interim Management Germany de management-consulting-industry robotsllmsaihumans emailphone none
destineo.de 69 match
2 shared topics
destineo - Interim Manager, Berater & Coaches für die digitale Weiterentwicklung Germany de management-consulting-industry robotsllmsaihumans emailphone none
robinwegner.com 69 match
2 shared topics
destineo - Interim Manager, Berater & Coaches für die digitale Weiterentwicklung de management-consulting-industry robotsllmsaihumans emailphone none
customerserviceexpert.de 68 match
2 shared topics
Interim Manager Customer Service, KI, ESG - Christian Florschütz Germany de executive-leadership-and-managementWordPress robotsllmsaihumans emailphone none
thalacker.at 67 match
2 shared topics
R&A Thalacker | Executive Interim Management | Gemeinsam Erfolg gestalten Austria de executive-leadership-and-managementWordPress robotsllmsaihumans emailphone none
3hicm.com 67 match
2 shared topics
3H International Change Management de management-consulting-industryWix robotsllmsaihumans emailphone none
neye-klier.com 67 match
2 shared topics
Thomas Neye-Klier - NEYE-KLIER de executive-leadership-and-managementWordPress robotsllmsaihumans emailphone none
drbuchholz.com 67 match
2 shared topics
Unternehmensberatung & Coaching I Dr. Thomas Buchholz de executive-leadership-and-managementWeebly robotsllmsaihumans emailphone none
crescit.de 66 match
2 shared topics
Crescit | Interim & Coaching Services Germany de executive-leadership-and-managementWordPressWooCommerce robotsllmsaihumans emailphone none
bollier.biz 66 match
2 shared topics
René Bollier - Interim Manager,Turnaround,Krisen,Restrukturierungsmanager http://www.bollier.biz/wp-content/uploads/2019/12/trying.png de management-consulting-industryWordPressWooCommerce robotsllmsaihumans emailphone none
broger-management.com 66 match
2 shared topics
Home – Deutsch - Broger Management Services de management-consulting-industryWordPress robotsllmsaihumans emailphone none
lade-bobby.com 66 match
2 shared topics
CMMM Christoph Mistelbauer Media Management de executive-leadership-and-management robotsllmsaihumans emailphone none
brainjack.biz 65 match
2 shared topics
brainjack Projektmanagement - de management-consulting-industryWordPressWooCommerce robotsllmsaihumans emailphone none
annkristin-nohlen.consulting 65 match
2 shared topics
Interim CMO & Executive Coach | Ann Kristin Nohlen de executive-leadership-and-managementWeebly robotsllmsaihumans emailphone none
verhandlungsmanagement.at 65 match
2 shared topics
Home - Herbert Thaler - Verhandlungsmanagement Austria de management-consulting-industryJoomla robotsllmsaihumans emailphone none
culturalawareness.de 65 match
2 shared topics
Kramerkom – Interkulturelle Kommunikation, Thomas F. Kramer, Köln Germany de management-consulting-industryWordPress robotsllmsaihumans emailphone none

How the match score works

Each match is a 0–100 similarity score — the higher it is, the more two sites resemble one another. It’s computed automatically from our own crawl data (never from what a site says about itself) by combining several independent signals, so a high score means several of them point the same way:

No single signal decides the result — they’re blended together. Treat the score as a way to rank candidates rather than an absolute percentage; the chips on each result show which signals contributed.