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Stresshopper alternatives & similar sites

Stresshopper – Stressmanagement, Teambuilding und Kommunikation — 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
magazin.training ↗	66 match 1 shared topics	Magazin TRAiNiNG – Das Magazin für Weiterbildung und HR-Management	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
destosen.com ↗	65 match 1 shared topics	Peak Human Resources - Ihr Partner für Personalmanagement	de	human-resources	robotsllmsaihumans	emailphone	none
redstarshipping.com ↗	65 match 1 shared topics	Crewmanagement Schiffsmanagement Arbeitnehmerüberlassung	de	human-resources	robotsllmsaihumans	email phone	none
dianarothcoaching.com ↗	65 match 1 shared topics	Personalmanagement - Diana Roth Coaching	de	human-resources WordPress Lightspeed	robotsllmsaihumans	email phone	none
deutschepensionstreuhand.com ↗	65 match 1 shared topics	Lurse - Erfolg durch strategisches Personalmanagement	de	human-resources WordPress	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
deconhr.com ↗	65 match 1 shared topics	SAP - Human Resources & Human Capital Management - DeConHR	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
socialflows.io ↗	64 match 1 shared topics	SocialFlows.io - Bewerbermanagement für Social Recruiting	de	human-resources	robotsllmsaihumans	emailphone	none
be-personal.com ↗	64 match 1 shared topics	Personalmanagement \| be personal GmbH – IT Fach- und Führungskräfte	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
getgeva-institut.com ↗	64 match 1 shared topics	Mitarbeiterbefragung und Personalauswahl – geva-institut	de	human-resources Joomla	robotsllmsaihumans	emailphone	none
geva-institut.com ↗	64 match 1 shared topics	Mitarbeiterbefragung und Personalauswahl – geva-institut	de	human-resources Joomla	robotsllmsaihumans	emailphone	none
geva-institutconsulting.com ↗	64 match 1 shared topics	Mitarbeiterbefragung und Personalauswahl – geva-institut	de	human-resources Joomla	robotsllmsaihumans	emailphone	none
geva-institutcorporate.com ↗	64 match 1 shared topics	Mitarbeiterbefragung und Personalauswahl – geva-institut	de	human-resources Joomla	robotsllmsaihumans	emailphone	none
geva-institutglobal.com ↗	64 match 1 shared topics	Mitarbeiterbefragung und Personalauswahl – geva-institut	de	human-resources Joomla	robotsllmsaihumans	emailphone	none
geva-institutgroup.com ↗	64 match 1 shared topics	Mitarbeiterbefragung und Personalauswahl – geva-institut	de	human-resources Joomla	robotsllmsaihumans	emailphone	none
geva-institutnetwork.com ↗	64 match 1 shared topics	Mitarbeiterbefragung und Personalauswahl – geva-institut	de	human-resources Joomla	robotsllmsaihumans	emailphone	none
geva-institutpartners.com ↗	64 match 1 shared topics	Mitarbeiterbefragung und Personalauswahl – geva-institut	de	human-resources Joomla	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.