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Sites similar to smart-transition.com

Smart Transition alternatives & similar sites

Ein Profil statt vieler Bewerbungen. · Smart Transition — 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
meine-karriere.io ↗	67 match 1 shared topics	Mehr Bewerbungen von Fachkräften erhalten	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
atoss.com ↗	65 match 1 shared topics	ATOSS: Smart New Work für Produktivität und People Experience	Germany~ de	human-resources Drupal	robotsllmsaihumans	emailphone	none
refugio.de ↗	65 match 1 shared topics	Home - Refugio Transfergesellschaft	Germany de	human-resources WordPress	robotsllmsaihumans	email phone	none
m-position.com ↗	65 match 1 shared topics	mposition - Personalberatung - Ihr kompetenter Partner!	de	human-resources WordPress	robotsllmsaihumans	email phone	none
rightmanagement.de ↗	64 match 1 shared topics	Moderne Arbeitslösungen \| MPG Talent Solutions Germany	Germany de	human-resources	robotsllmsaihumans	email phone	none
backbone-services.com ↗	64 match 1 shared topics	backbone services: Professionelle Personaldienstleistungen: Startseite	de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
quessential.de ↗	64 match 1 shared topics	BGM konkret – Gefährdungsbeurteilung psychischer Belastung, Behavior Based Safety, Strategische Mitarbeiterbefragungen	Germany de	human-resources	robotsllmsaihumans	emailphone	none
activate-hr.info ↗	64 match 1 shared topics	ActivateHR \| IT-Produkte & Dienstleistungen für das Personalmanagement	de	human-resources WordPress	robotsllmsaihumans	email phone	none
ppe.de ↗	64 match 1 shared topics	PPE Personaldienstleistungen München	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
3benefits.ch ↗	64 match 1 shared topics	3Benefits für Lohnbuchhaltung / Payroll, HR-Services und Sozialversicherungen	Switzerland de	human-resources	robotsllmsaihumans	email phone	none
rec-rev.de ↗	64 match 1 shared topics	Recruitment Revolution \| Ohne Personalvermittler zum Erfolg!	Germany de	human-resources	robotsllmsaihumans	emailphone	none
recruitment-revolution.de ↗	64 match 1 shared topics	Recruitment Revolution \| Ohne Personalvermittler zum Erfolg!	Germany de	human-resources	robotsllmsaihumans	emailphone	none
regiofits.de ↗	64 match 1 shared topics	regiofits© Leistungen für Leistende	Germany de	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
rgfstaffing.de ↗	64 match 1 shared topics	RGF Staffing Germany \| Eine starke Gruppe für Ihre Personallösungen	Germany de	human-resources	robotsllmsaihumans	emailphone	none
rezentdienstleistungen.de ↗	64 match 1 shared topics	Rezent Dienstleistungen GmbH	Germany de	human-resources WordPress	robotsllmsaihumans	email phone	none
transporttalent.com ↗	64 match 1 shared topics	Transport Talent \| Startseite	de	human-resources	robots llmsaihumans	email phone	none
india-works-solutions.com ↗	64 match 1 shared topics	Internationale Workforce Lösungen \| Fachkräfte aus Indien	de	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
indiaworks-loesungen.com ↗	64 match 1 shared topics	Internationale Workforce Lösungen \| Fachkräfte aus Indien	de	human-resources WordPress WooCommerce	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.