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corporate benefits - Mitarbeiterangebote vom Marktführer — 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 Human Resources →

Domain	Match	Title	Country/Lang	Category	AI files	Contact	AI-protection
mitarbeiterverguenstigungsprogramme.com ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
mitarbeiterverguenstigungsprogramm.com ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
mitarbeiterverguenstigungen.com ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
mitarbeiterverguenstigung.com ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
mitarbeiterangebote.org ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
mitarbeiterangebotsprogramm.com ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
mitarbeiterkonditionen.com ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
benefitatwork.ch ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	Switzerland de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
benefitsatwork.ch ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	Switzerland de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
benefits-at-work.ch ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	Switzerland de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
corporate-benefits.ch ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	Switzerland de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
corporatebenefits.ch ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	Switzerland de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
das-mitarbeiterportal.ch ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	Switzerland de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
mein-mitarbeiterportal.ch ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	Switzerland de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
mitarbeiter-rabatt.ch ↗	100 match 1 shared topics	corporate benefits - Mitarbeiterangebote vom Marktführer	Switzerland de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
arbiw.de ↗	68 match 1 shared topics	Homepage - Mitarbeiter Finden	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
arbeitslosigkeit-besiegen.de ↗	68 match 1 shared topics	Homepage - Mitarbeiter Finden	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
mitarbeitermag.net ↗	67 match 1 shared topics	Startseite - Mitarbeitermagnet	de	human-resources WordPress	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:

shared topics how many of the same fine‑grained content topics (IAB sub‑categories) both sites cover — the main signal.
same category whether they sit in the same business / industry category.
content & title how closely their titles and page descriptions line up in wording and meaning.

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.