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ID37 - Persönlichkeitstest für Weiterentwicklung — 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
cspersonalberatung.de ↗	70 match 1 shared topics	CS Personalberatung GmbH - Personalberatung mit dem Blick für Organisationen und Persönlichkeiten	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
die-talentanalyse.de ↗	69 match 1 shared topics	AECdisc® Potenzialanalyse für Recruiting, Führung & Entwicklung	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
digital-leadership-test.de ↗	69 match 1 shared topics	Digital Leadership Test für die Personalauswahl und Personalentwicklung	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
future-cube.com ↗	68 match 1 shared topics	Effektive Tools für Personalauswahl und -entwicklung	de	human-resources Snipcart	robotsllmsaihumans	emailphone	none
diepenhorst.de ↗	67 match 1 shared topics	Personalentwicklung Berlin \| GPOP \| Mitarbeiterbindung	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
coach4jobs.de ↗	67 match 1 shared topics	Raffler Group - Personalentwicklung auf höchstem Niveau	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
coaching-test.de ↗	66 match 1 shared topics	dpi - dialog Persönlichkeitsinventar	Germany de	human-resources	robotsllmsaihumans	email phone	none
drp-personal.de ↗	66 match 1 shared topics	DRP Personal - Beratung, Vermittlung und Entwicklung von Personal	Germany de	human-resources	robots llmsaihumans	emailphone	none
consultraining.de ↗	65 match 1 shared topics	Netzwerk Personalentwicklung Rhein-Neckar Home - Netzwerk Personalentwicklung Rhein-Neckar	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
360-grad-feedback.net ↗	65 match 1 shared topics	360 Grad Feedback zur effektiven Führungskräfteentwicklung	Germany~ de	human-resources	robotsllmsaihumans	emailphone	none
dgp-server.de ↗	65 match 1 shared topics	dgp - Deutsche Gesellschaft für Personalwesen e.V.	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
die-bgm-architekten.de ↗	65 match 1 shared topics	Wir machen Entwicklung. Erlebbar - AKTIVITAL	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
derpersonalrat-online.de ↗	65 match 1 shared topics	Fachwissen für den Personalrat	Germany de	human-resources	robotsllmsaihumans	emailphone	none
derpersonalrat-web.de ↗	65 match 1 shared topics	Fachwissen für den Personalrat	Germany de	human-resources	robotsllmsaihumans	emailphone	none
derpersonalratonline.de ↗	65 match 1 shared topics	Fachwissen für den Personalrat	Germany de	human-resources	robotsllmsaihumans	emailphone	none
costante-consulting.de ↗	64 match 1 shared topics	Costante Consulting - Personalberatung für Assistenzkräfte	Germany de	human-resources WordPress	robotsllmsaihumans	email phone	none
data-consult-services.de ↗	64 match 1 shared topics	Professionelle Eignungsdiagnostik und Entwicklungsdiagnostik	Germany de	human-resources	robotsllmsaihumans	emailphone	none
digital-personalberatung.de ↗	64 match 1 shared topics	Personalberatung und Personalvermittlung - Die Experten für die IT-Branche	Germany de	human-resources TYPO3	robotsllmsaihumans	email phone	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.