similar sites

Browse

AI Report Tools

Sites similar to talentfokus.com

Talentfokus alternatives & similar sites

TALENTFOKUS - Endlich mehr Bewerbungen | Personalmarketing — 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
level-up-recruitment.de ↗	68 match 1 shared topics	Strategisches Recruiting, Personalmarketing & Employer Branding	DE de	human-resources WordPress	robotsllmsaihumans	emailphone	none
job-talent.de ↗	68 match 1 shared topics	JobTalent Personalmanagement \| Personaldienstleistungen	DE de	human-resources Wix	robots llmsaihumans	emailphone	none
dgpr.net ↗	67 match 1 shared topics	Geiß & Rieder GbR \| Personalwirtschaftliche Leistungen \| Büdingen	de	human-resources	robots llmsaihumans	email phone	none
hek-personal.de ↗	67 match 1 shared topics	HEK Personalvermittlungen GmbH	DE de	human-resources WordPress	robotsllmsaihumans	emailphone	none
it-talentz.de ↗	66 match 1 shared topics	IT-Recruiting München & Bayern \| IT-Talentz Personalberatung	DE de	human-resources WordPress	robotsllmsaihumans	email phone	none
unbox-eleven-recruiting.com ↗	66 match 1 shared topics	Recruiting für Personaldienstleister – Qualifizierte Bewerber in 4 Wochen	de	human-resources	robotsllmsaihumans	emailphone	none
unbox-eleven.com ↗	66 match 1 shared topics	Recruiting für Personaldienstleister – Qualifizierte Bewerber in 4 Wochen	de	human-resources	robotsllmsaihumans	emailphone	none
unboxeleven-recruiting.com ↗	66 match 1 shared topics	Recruiting für Personaldienstleister – Qualifizierte Bewerber in 4 Wochen	de	human-resources	robotsllmsaihumans	emailphone	none
unboxeleven.com ↗	66 match 1 shared topics	Recruiting für Personaldienstleister – Qualifizierte Bewerber in 4 Wochen	de	human-resources	robotsllmsaihumans	emailphone	partial · 8
unboxeleventeam.com ↗	66 match 1 shared topics	Recruiting für Personaldienstleister – Qualifizierte Bewerber in 4 Wochen	de	human-resources	robotsllmsaihumans	emailphone	none
knothconsulting.de ↗	66 match 1 shared topics	KnothConsulting Personalsuche - Beratung – Coaching - - Herzlich willkommen	DE de	human-resources	robotsllmsaihumans	emailphone	none
kunze-beermann-projekt.de ↗	66 match 1 shared topics	Agnes Kunze-Beermann \| Personalentwicklung	DE de	human-resources	robotsllmsaihumans	emailphone	none
leadership-apps.de ↗	66 match 1 shared topics	Digitale Lösungen für Personal- und Organisationsentwicklung	DE de	human-resources	robotsllmsaihumans	emailphone	none
cut-out-shop.com ↗	66 match 1 shared topics	lingscheid \| Personalresearch	de	human-resources Weebly	robotsllmsaihumans	emailphone	none
baumstark-consulting.com ↗	66 match 1 shared topics	BAUMSTARK-Consulting \| Personalberatung \| Recruiting	de	human-resources Joomla	robotsllmsaihumans	emailphone	none
talentrajobs.com ↗	66 match 1 shared topics	Talentra - Personalvermittlung \| Global Recruiting Experts	de	human-resources	robotsllmsaihumans	email phone	none
karriereundpersonal.de ↗	66 match 1 shared topics	Wir besetzen Positionen im Personalmanagement	DE de	human-resources Joomla	robotsllmsaihumans	emailphone	none
gus-personal.de ↗	66 match 1 shared topics	Startseite — G&S Personalmanagement	DE 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.