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Online Assessments, Eignungsdiagnostik, Management Development — 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
millionenjagd.net ↗	69 match 1 shared topics	CYQUEST: Eignungsdiagnostik trifft Employer Branding	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
cyquest.net ↗	69 match 1 shared topics	CYQUEST: Eignungsdiagnostik trifft Employer Branding	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
modif-peetz.de ↗	65 match 1 shared topics	Home - MODIF Peetz - SAP für HR Management	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
monika-franz.de ↗	65 match 1 shared topics	Monika Franz Personal Management GmbH Köln - Personal Franz Köln	Germany de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
csa-personal.com ↗	65 match 1 shared topics	ᐅ CSA HR-Management GmbH \| Ihr Partner für Personallösungen.	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
mrhousekeeper.de ↗	65 match 1 shared topics	EISEN \| Personal-Service, Industrie Management GmbH	Germany de	human-resources	robotsllmsaihumans	emailphone	none
deutsche-pensions-group.com ↗	65 match 1 shared topics	Lurse - Erfolg durch strategisches Personalmanagement	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
deutschepensionsgroup.com ↗	65 match 1 shared topics	Lurse - Erfolg durch strategisches Personalmanagement	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
janpethe.com ↗	65 match 1 shared topics	Jan Pethe Interim Management & Consulting GmbH	de	human-resources	robotsllmsaihumans	email phone	none
jade-talentmanagement.com ↗	64 match 1 shared topics	JaDe Talent Management: Recruiting, Personalvermittlung und Personalberatung für Spitzenführungskräfte - JaDe Talent Management e.U.	de	human-resources Jimdo	robotsllmsaihumans	emailphone	none
jade-tm.com ↗	64 match 1 shared topics	JaDe Talent Management: Recruiting, Personalvermittlung und Personalberatung für Spitzenführungskräfte - JaDe Talent Management e.U.	de	human-resources Jimdo	robotsllmsaihumans	emailphone	none
gappglobal.com ↗	64 match 1 shared topics	Gapp & Co. Global Talent Management \| Globales Netzwerk freiberuflicher HR Profis – Kontaktiere uns	de	human-resources Squarespace Magento	robotsllmsaihumans	emailphone	none
aidabahra.com ↗	64 match 1 shared topics	Aida Bahra – HR INTERIM MANAGEMENT	de	human-resources WordPress	robotsllmsaihumans	email phone	none
mobilitaetsanalyse.de ↗	64 match 1 shared topics	Interaktive Mobilitätsscans für Betriebliches Mobilitätsmanagement	Germany de	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
destosen.com ↗	64 match 1 shared topics	Peak Human Resources - Ihr Partner für Personalmanagement	de	human-resources	robotsllmsaihumans	emailphone	none
dhnetwork.info ↗	64 match 1 shared topics	WorkManager	de	human-resources	robotsllmsaihumans	emailphone	none
sku-online.net ↗	64 match 1 shared topics	Sabine Kuhn - ehrenamtliche Richterin, Systemischer Coach & Fachwirtin für Personalmanagement	de	human-resources Contao	robotsllmsaihumans	emailphone	none
deurec.com ↗	63 match 1 shared topics	Deutsche Recruitment - Startseite	de	human-resources	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.