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Impuls Soziales Management I Träger für Kindertagesstätten — 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
ecamso.de ↗	69 match 1 shared topics	ECAMSO Personalmanagement GmbH - Ihr Partner für Personallösungen	Germany de	human-resources	robotsllmsaihumans	emailphone	none
csa-personal.com ↗	68 match 1 shared topics	ᐅ CSA HR-Management GmbH \| Ihr Partner für Personallösungen.	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
ds-zeitarbeit.de ↗	67 match 1 shared topics	WS Montage- und Personalmanagement GmbH – Fachpersonal fürs Handwerk	Germany de	human-resources WordPress	robotsllmsaihumans	email phone	none
lb-personalmanagement.com ↗	66 match 1 shared topics	Personaldienstleister in Hamburg - L.B. Personalmanagement	Germany~ de	human-resources WordPress	robotsllmsaihumans	email phone	none
activate-hr.info ↗	66 match 1 shared topics	ActivateHR \| IT-Produkte & Dienstleistungen für das Personalmanagement	de	human-resources WordPress	robotsllmsaihumans	email phone	none
eg-translog.de ↗	65 match 1 shared topics	E.G. Translog Management \| Monheim am Rhein	Germany de	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
eastmanagement.be ↗	65 match 1 shared topics	Home - East Management	Belgium de	human-resources WordPress	robotsllmsaihumans	emailphone	none
arcuspersonal.at ↗	65 match 1 shared topics	arcus Personalmanagement GmbH	Austria de	human-resources WordPress WooCommerce	robotsllmsaihumans	email phone	none
dyfa-kompetenz.de ↗	65 match 1 shared topics	DYFA Kompetenzentwicklung - professionelles und wertschöpfendes Personalmanagement und Personalentwicklung	Germany de	human-resources	robotsllmsaihumans	emailphone	none
impuls1-mitarbeiter.com ↗	65 match 1 shared topics	Impuls 1 \| Digitales Recruiting für die IT- und Finanzbranche	de	human-resources	robotsllmsaihumans	emailphone	none
impuls1-recruiting.com ↗	65 match 1 shared topics	Impuls 1 \| Digitales Recruiting für die IT- und Finanzbranche	de	human-resources	robotsllmsaihumans	emailphone	none
impuls1-strategie.com ↗	65 match 1 shared topics	Impuls 1 \| Digitales Recruiting für die IT- und Finanzbranche	de	human-resources	robotsllmsaihumans	emailphone	none
online-impuls1.com ↗	65 match 1 shared topics	Impuls 1 \| Digitales Recruiting für die IT- und Finanzbranche	de	human-resources	robotsllmsaihumans	emailphone	none
q-pm.de ↗	65 match 1 shared topics	Querfurth Personalmanagement - Professionelle Beratung und Vermittlung - Startseite	Germany de	human-resources Joomla	robotsllmsaihumans	emailphone	none
rainergerke.de ↗	65 match 1 shared topics	Rainer Gerke Personal Management	Germany de	human-resources	robotsllmsaihumans	emailphone	none
esuna.de ↗	65 match 1 shared topics	Startseite - AHAB Corporate Health \| Betriebliches Gesundheitsmanagement	Germany de	human-resources WordPress	robotsllmsaihumans	email phone	none
total-health-management.com ↗	65 match 1 shared topics	BGM-Excellence - Betriebliches Gesundheitsmanagement	de	human-resources Jimdo	robotsllmsaihumans	emailphone	none
eger-eger.de ↗	64 match 1 shared topics	Wir vermitteln Persönlichkeiten \| eger + eger Personalmanagement	Germany 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.