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Übersicht - Cisek Management UG — 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
ehrlicher-consulting.de ↗	68 match 2 shared topics	Interim Management - HR Consultant	DE de	human-resources	robotsllmsaihumans	email phone	none
zeb-move.com ↗	68 match 2 shared topics	HR-Strategie & Management \| zeb	de	management-consulting-industry Drupal	robotsllmsaihumans	emailphone	none
baiercompany.com ↗	67 match 2 shared topics	BAIER & COMPANY - Management Consulting	de	management-consulting-industry	robotsllmsaihumans	emailphone	none
deixis-consulting.de ↗	66 match 2 shared topics	DEI Beratung & Diversity Management \| DEIxis Consulting	DE de	management-consulting-industry WordPress WooCommerce	robots llmsaihumans	email phone	none
einfachhr.de ↗	66 match 2 shared topics	Stephan Bütje - Interim HR Management und Beratung	DE de	human-resources WordPress	robotsllmsaihumans	emailphone	none
diepersonalentwicklerin.de ↗	66 match 2 shared topics	Interim HR Management \| Die Personalentwicklerin	DE de	human-resources Wix	robots llmsaihumans	emailphone	none
ellmers-consulting.de ↗	66 match 2 shared topics	Interim HR Management Pharma & Konzern \| Tim Ellmers	DE de	human-resources	robotsllmsaihumans	emailphone	none
heitzer-consulting.com ↗	66 match 2 shared topics	Change Management und Digitalisierung – Wandel menschengerecht gestalten	de	management-consulting-industry WordPress WooCommerce	robotsllmsaihumans	emailphone	none
cvr-personalmanagement.de ↗	65 match 2 shared topics	CvR Personalmanagement – Claudia von Rostowsky	DE de	human-resources WordPress	robotsllmsaihumans	emailphone	none
compact-personalmanagement.de ↗	65 match 2 shared topics	Startseite – Compact Personalmanagement	DE de	human-resources Joomla	robotsllmsaihumans	emailphone	none
expert-management.de ↗	65 match 2 shared topics	Arbeitssicherheit, SiGeKo, Managementsysteme, Digitalisierung, ...	DE de	human-resources WordPress	robotsllmsaihumans	email phone	none
feldmann-personal.de ↗	65 match 2 shared topics	Feldmann Baas PartG – Notruf für Management HR \| Personalberatung	DE de	management-consulting-industry	robotsllmsaihumans	emailphone	none
dievertriebstrainerin.de ↗	65 match 2 shared topics	time2rock - Tanja E. Penack - Personalmanagement	DE de	human-resources WordPress	robotsllmsaihumans	email phone	none
die-mitarbeiterbetreuung.de ↗	64 match 2 shared topics	Die Mitarbeiterbetreuung: Expertise in Personalmanagement und -entwicklung	DE de	human-resources	robots llmsaihumans	emailphone	none
cc-compass-consulting.de ↗	64 match 2 shared topics	Betriebliches Gesundheitsmanagement Hamburg \| Compass Consulting	DE de	management-consulting-industry WordPress	robotsllmsaihumans	emailphone	none
die-personalerin.de ↗	64 match 2 shared topics	Seminare \| Beratung \| Personaldienstleistung \| Interim Management	DE de	human-resources	robotsllmsaihumans	email phone	none
consulteam-personal.de ↗	64 match 2 shared topics	Personalmanagement für KMU \| CONSULTEAM – HR-Beratung in Regensburg	DE de	management-consulting-industry Wix	robots llmsaihumans	emailphone	none
consula-personalberatung.de ↗	64 match 2 shared topics	Consula Personalberatung \| Beratung für Personalmanagement in Karlsruhe	DE de	human-resources	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.