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TRIAS - Gesellschaft für Personal- & Organisationsentwicklung — 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
dgp-server.de ↗	71 match 1 shared topics	dgp - Deutsche Gesellschaft für Personalwesen e.V.	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
future-cube.com ↗	68 match 1 shared topics	Effektive Tools für Personalauswahl und -entwicklung	de	human-resources Snipcart	robotsllmsaihumans	emailphone	none
enosi.info ↗	67 match 1 shared topics	Enosi \| Gesellschaft für betriebliche Leistungen	de	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
digital-leadership-test.de ↗	67 match 1 shared topics	Digital Leadership Test für die Personalauswahl und Personalentwicklung	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
if-pd.com ↗	66 match 1 shared topics	IFPD - Institut für Personaldiagnostik	de	human-resources	robotsllmsaihumans	emailphone	none
coach4jobs.de ↗	66 match 1 shared topics	Raffler Group - Personalentwicklung auf höchstem Niveau	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
cspersonalberatung.de ↗	66 match 1 shared topics	CS Personalberatung GmbH - Personalberatung mit dem Blick für Organisationen und Persönlichkeiten	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
diepenhorst.de ↗	66 match 1 shared topics	Personalentwicklung Berlin \| GPOP \| Mitarbeiterbindung	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
mirtlex.com ↗	65 match 1 shared topics	Peak Human Resources - Ihr Partner für Personalmanagement	de	human-resources	robotsllmsaihumans	emailphone	none
capellagroup.de ↗	65 match 1 shared topics	Capella Group - Partner für Personal-/ & Industrieservice	Germany de	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
dgvm-plus.de ↗	65 match 1 shared topics	DGVM PLUS – Spezialisten für Versorgungswerke von Verbänden und Organisationen	Germany de	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
derpersonalrat-online.de ↗	65 match 1 shared topics	Fachwissen für den Personalrat	Germany de	human-resources	robotsllmsaihumans	emailphone	none
derpersonalrat-web.de ↗	65 match 1 shared topics	Fachwissen für den Personalrat	Germany de	human-resources	robotsllmsaihumans	emailphone	none
derpersonalratonline.de ↗	65 match 1 shared topics	Fachwissen für den Personalrat	Germany de	human-resources	robotsllmsaihumans	emailphone	none
yourgeniusyou.com ↗	65 match 1 shared topics	Human Consulting - Ihre Experten für Personalberatung	de	human-resources	robotsllmsaihumans	emailphone	none
consultraining.de ↗	65 match 1 shared topics	Netzwerk Personalentwicklung Rhein-Neckar Home - Netzwerk Personalentwicklung Rhein-Neckar	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
derpersonalentwickler.de ↗	64 match 1 shared topics	der Personalentwickler® – WIR RECHNEN FÜR SIE – RECHNEN SIE MIT UNS	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
dierecruitingagentur.de ↗	64 match 1 shared topics	Die Recruiting Agentur: Ihr Anbieter für Personalgewinnung -	Germany 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.