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ProfilingExperts, Spezialist für Human Resources Diagnostik — 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
mirtlex.com ↗	72 match 1 shared topics	Peak Human Resources - Ihr Partner für Personalmanagement	de	human-resources	robotsllmsaihumans	emailphone	none
antondigital.ch ↗	68 match 1 shared topics	anton digital - Ihr Spezialist für digitale Themen, IT & HR	Switzerland de	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
hr-diagnostics.at ↗	68 match 1 shared topics	Tests für effizientes Recruiting \| HR Diagnostics	Austria de	human-resources TYPO3	robotsllmsaihumans	email phone	none
buchmann-hrservices.ch ↗	67 match 1 shared topics	Buchmann\|Martina\|Personal\|Human Resources\|Aargau\|Bauhauptgewerbe	Switzerland de	human-resources Wix	robots llmsaihumans	emailphone	none
change-enabler.com ↗	67 match 1 shared topics	Etengo AG - Ihre Personaldienstleistung für DIG.IT-Spezialisten \| Etengo	de	human-resources	robotsllmsaihumans	emailphone	none
next-potential.de ↗	67 match 1 shared topics	Next Potential – Psychologische HR-Beratung für Diagnostik, Entwicklung & Strategie	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	full · 12
nextpotential.de ↗	67 match 1 shared topics	Next Potential – Psychologische HR-Beratung für Diagnostik, Entwicklung & Strategie	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	full · 12
karesources.com ↗	66 match 1 shared topics	IT Personalvermittlung - KA Resources	de	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
grundmann-consulting.com ↗	65 match 1 shared topics	Personalberatung für Finance, Sales, HR & Einkauf	de	human-resources	robotsllmsaihumans	email phone	none
fidelis-recruitment.at ↗	65 match 1 shared topics	Spezialisierte Personalberatung in Wien \| FIDELIS Recruitment	Austria de	human-resources WordPress	robotsllmsaihumans	email phone	none
it-personalberatung.at ↗	65 match 1 shared topics	Personalberatung und Personalvermittlung - Die Experten für die IT-Branche	Austria de	human-resources TYPO3	robotsllmsaihumans	email phone	none
millionenjagd.net ↗	65 match 1 shared topics	CYQUEST: Eignungsdiagnostik trifft Employer Branding	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
cyquest.net ↗	65 match 1 shared topics	CYQUEST: Eignungsdiagnostik trifft Employer Branding	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
neteddy.de ↗	65 match 1 shared topics	CYQUEST: Eignungsdiagnostik trifft Employer Branding	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
karrierejagd.com ↗	65 match 1 shared topics	CYQUEST: Eignungsdiagnostik trifft Employer Branding	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
karrierematcher.com ↗	65 match 1 shared topics	CYQUEST: Eignungsdiagnostik trifft Employer Branding	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
millionenjagd.com ↗	65 match 1 shared topics	CYQUEST: Eignungsdiagnostik trifft Employer Branding	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
hr-com.net ↗	64 match 1 shared topics	HR-Com – Ihre SAP HCM und SuccessFactors Spezialisten	de	human-resources WordPress	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.