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At Trenkwalder, our employees are at the center of everything we do. We are therefore especially pleased with the results of our 2025 employee satisfaction survey. The feedback is overwhelmingly positive and shows that we are doing many things right together. At the same time, it provides valuable insights into how we can continue to develop.

We sincerely thank all employees who took the time to participate and contribute their feedback to these strong results.

High Overall Satisfaction with Trenkwalder

Employee satisfaction with Trenkwalder in Austria is at a very high level. With an overall rating of 4.47 out of 5, over 89 % of respondents reported being very satisfied or satisfied. This result underscores the great trust our employees place in Trenkwalder as an employer.

Very Positive Ratings of Client Companies

Collaboration with our client companies is also rated extremely positively. With a score of 4.31, more than 86 % of participants feel very comfortable or comfortable in their client assignments. Providing excellent support and a good fit between employees and client companies remains a central success factor in our daily work.

A Diverse Team with Varied Experience

The composition of survey participants reflects the diversity at Trenkwalder Austria: employees with a wide range of professional backgrounds, lengths of service, and life stages. The high completion rate of 74 % also highlights the strong interest in providing feedback and actively participating in shaping our organization.

Developing Together

The results of the 2025 employee survey are both recognition and motivation for us. They show that our shared path is characterized by trust, transparency, and collaboration – and they provide valuable guidance on where we can continue to improve processes and make our offerings even more visible.

We sincerely thank all our employees for their dedication, loyalty, and commitment. Together, we will continue on this path – with openness, mutual support, and the clear goal of being a reliable and appreciative employer.

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Artificial intelligence (AI) is changing recruiting more profoundly than almost any other development in recent years. Companies are under intense pressure to find suitable skilled workers more quickly, offer transparent processes and, at the same time, effectively address the shortage of skilled workers. AI can be a decisive lever here – if used correctly.

But what does AI mean in concrete terms for recruitment, what opportunities does it offer and where are the challenges? And how can companies ensure that they exploit its potential without compromising on quality or fairness?

Opportunities AI offers for talent acquisition

1. More precise and faster matching: One of the greatest strengths of AI lies in matching profiles with open positions. Modern analysis methods recognise connections between skills, experience and requirements much more precisely than traditional screening processes. Recruiting Matching AI helps companies identify potential candidates more quickly – even those who are not immediately obvious.

2. More efficient administrative processes: Recruiting is not just about interviews – a large part of the work lies in administration. This is where AI really comes into its own. Solutions such as Doc AI can automatically recognise, read, classify and systematically file application documents.

3. Better candidate experience – even internationally: Today's applicants expect quick responses and clear communication. AI supports this on several levels – from automated feedback to language adaptation. Translation AI in particular enables applicant communication to be consistent and professional across language barriers.

4. Strategic relief for HR teams: AI takes over repetitive tasks, leaving more room for personal conversations, cultural fit assessments, interview quality and consulting. This not only increases efficiency and speed, but also improves the quality of decisions.

Risks and challenges – and how they can be constructively resolved

Like any technology, AI is not a sure-fire success. Clear guidelines, expertise and quality controls are needed to make it a success factor.

1. Transparency and trust: Applicants want to be able to understand how decisions are made. AI should therefore play a supporting role – not a decisive one. Responsible implementation and clear communication can help to avoid potential mistrust.

2. Data quality and fairness: AI evaluates solely on the basis of the data available to it. A structured data structure and regular quality checks are therefore essential. Companies that work with experienced HR partners benefit from the fact that models are continuously optimised and reviewed.

3. The human factor remains indispensable: AI can analyse, filter and structure – but it cannot replace an assessment of cultural fit, motivation or potential. Experience remains crucial here: conversations, feedback and personal contact are and will remain key elements of successful recruitment.

Used correctly, AI does not make recruiting more impersonal – it ensures that recruiters have more time for the people they want to approach.

How companies can use AI strategically in recruiting

For AI to be truly beneficial, its introduction should be part of an overarching HR strategy. Important steps include:

1. Clearly defining requirements: Where are the bottlenecks? Speed? Match quality? Administration?

2. Selecting the right technologies: Matching, document analysis or translation? Different requirements need different tools.

3. Preparing processes: Clear structures support AI systems and prevent errors.

4. Training and quality assurance: Models should be regularly reviewed and further developed.

5. Ensure human expertise: Interviews, assessments and cultural fit remain indispensable.

6. Measure results: Time-to-hire, candidate experience, quality of matches – KPIs show whether AI is effective.

This way, AI does not become an isolated solution, but an integral part of a modern, scalable recruiting ecosystem.

Conclusion: AI can strengthen recruiting in the long term – when technology and people work hand in hand

Artificial intelligence opens up new possibilities for recruiting: processes become faster, decisions more informed and the candidate experience significantly more consistent. At the same time, AI creates space for what makes successful recruitment – personal interaction, understanding needs and the ability to correctly assess potential.

The greatest added value is created when modern technologies are not used in isolation, but as part of a well-thought-out HR strategy. In combination with clearly structured processes and the experience of recruiting experts, AI develops its full potential. In this way, it becomes not only a driver of efficiency, but also a real quality factor in talent acquisition. Companies that pursue this approach strengthen their competitiveness and secure long-term access to the right skilled workers – today and in the future.

Would you like to find out how you can make your HR processes more efficient with artificial intelligence? Then get in touch with us and let us advise you on suitable technology solutions with no obligation.

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The role of HR has changed fundamentally in recent years. Instead of purely administrative tasks, the focus today is on strategic issues: talent acquisition, employee retention, employer branding and the development of modern working models. However, many HR departments still struggle with time-consuming processes, manual data maintenance and administrative routines.

The solution lies in targeted process optimisation through automation and technology. This relieves the burden on teams, increases efficiency and ensures that HR departments can once again do what they do best – develop people and strengthen companies.

Why automation is indispensable for modern HR processes

Automation does not mean replacing people – it means giving them back their time. The use of digital tools simplifies, standardises and makes recurring tasks more transparent. This has several advantages:

• Efficiency gains: Processes such as applicant management, onboarding and payroll run faster and with fewer errors.

• Data quality: Digital systems reduce manual input and create a uniform database for analysis and decision-making.

• Compliance: Automated processes ensure traceable workflows and support compliance with legal requirements.

• Employee satisfaction: Self-service portals, digital communication and transparent workflows improve the employee experience.

Companies that rely on automation lay the foundation for a scalable HR structure – regardless of size, industry or location.

Where automation makes the biggest difference

Technology has a particularly strong impact where there is a high density of processes, large amounts of data or a lot of coordination required. Examples include:

• Recruiting & applicant management: Modern matching AI systems support the intelligent matching of applicant profiles to open positions, thereby accelerating the recruiting process.

• Payroll & administration: Automated payroll and reporting solutions minimise error rates and free up human resources. AI-based Doc AI systems automatically capture, check and categorise documents – from payslips to employment contracts – ensuring complete, audit-proof personnel files.

• International communication: In global HR structures, Translation AI enables smooth, multilingual communication with applicants, employees and partners – regardless of location and language.

• Onboarding & offboarding: Automated checklists, digital signatures and structured processes ensure a professional first impression and smooth transitions.

Technology as an enabler, not an end in itself

The best results are achieved when technology is used specifically to relieve people – not to replace them. AI-supported tools, digital platforms and smart systems help HR recognise patterns, identify bottlenecks at an early stage and make data-based decisions.

Those who want to actively shape digital change can rely on experienced partners – from the analysis of existing processes to the implementation of tailor-made technology solutions. Targeted consulting helps to select the right systems, integrate modern AI-supported tools in a meaningful way and make existing HR structures fit for the future.

Step by step towards greater efficiency

If you want to modernise HR processes, you should take a structured approach:

1. Analyse the status quo: Which processes are time-consuming or prone to errors?

2. Set priorities: Start where automation has the greatest effect – for example, in administration or recruiting.

3. Integrate technology: Choose systems that fit into existing processes and remain scalable.

4. Redefine roles: HR teams become strategic partners who use data to make informed decisions.

5. Measure results: Regularly check how much efficiency, quality and employee satisfaction have improved.

The path to digital HR is not a sprint, but a strategic process – but every step contributes to future viability.

Conclusion: Technology strengthens the human aspect of HR

Automation is not at odds with human HR work – it is a prerequisite for it. When routine tasks are controlled digitally, this creates space for communication, coaching, development and cultural work. Companies that use technology in a targeted manner create structures that are efficient, transparent and sustainable.

Would you like to find out how you can make your HR processes more efficient through automation? Then let us advise you on suitable technology solutions with no obligation!

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Professional fulfilment means more than just a secure job or a good salary. We are truly satisfied when our work matches our values, talents and life situations. But what exactly do you need to be motivated, satisfied and successful in the long term? This blog post will help you to identify your priorities more clearly – and make career decisions with greater confidence.

1. Start by assessing your current situation

Before you actively change anything, it is worth taking a close look at your current everyday working life. Analyse typical situations from the last few weeks:

• What do you enjoy – and why? Perhaps it's tasks that allow you to be creative, or moments when you help people. The decisive factor is what feelings these situations trigger in you.

• Which activities drain your energy? These don't necessarily have to be ‘bad’ tasks – sometimes it's the high pace, constant interruptions or lack of recognition.

• What conditions are good for you? These include team structures, working hours, communication channels or leadership culture.

If you collect specific examples, you will quickly recognise patterns that give you clues as to what is beneficial or stressful for you.

2. Identify your most important values

Values are the personal guidelines that determine how we want to work. They provide orientation – especially when it comes to career decisions.

• Security or freedom? Some people need clear processes and stability. Others seek creative freedom and the opportunity to try new things.

• Creativity or structure? While some thrive in a free working environment, others need clear processes in order to perform at their best.

• Responsibility or clear guidelines? Do you want to make decisions or would you rather support others? Both can be fulfilling – the important thing is to find what suits you.

• Team spirit or independence? Perhaps you are motivated by mutual exchange, or you work best when you can concentrate on your own.

If you know which values are central to you, you will better understand why some jobs are a good fit – and why others don't work out, despite good conditions.

3. Discover your strengths and energy drivers

A fulfilling job not only utilises your skills, but also gives you energy instead of taking it away.

• What comes easily to you without having to think too much about it? Intuition is a good indicator: tasks that feel natural are often personal strengths.

• Where do you receive positive feedback? Feedback from colleagues or superiors often reveals areas in which you are particularly effective.

• Where does time fly by? If you are deeply immersed in your work without it feeling strenuous, this indicates an area of natural talent.

Strengths don't have to be particularly ‘spectacular’. Reliable organisation, good communication or calmness in stressful situations are just as valuable as technical or creative talents.

4. Consider your professional needs – today and in the future

Professional needs change over the course of a lifetime. That's why it makes sense to reflect regularly:

• Do you need more flexibility right now? For example, to balance family and career or to start further training.

• Do you want stability? After intense years, an environment with clear structures can be particularly valuable.

• Are development opportunities important? Perhaps you would like to take on new tasks, specialise or aim for a management role in the medium term.

• How important is work-life balance to you? This can also be weighted differently depending on your stage of life.

Those who consciously consider these factors make not only situational but also strategic decisions – which are crucial for a stable and successful career path.

5. Try out new approaches on a small scale

Often, you don't have to consider changing jobs right away. Small, targeted steps can have a big impact:

• Take on new tasks to find out whether certain activities suit you.

• Participate in internal projects to get to know different areas of work.

• Talk to your manager if you want more responsibility or development opportunities.

• Build new skills, for example through online courses or internal training.

This will expand your options without having to take a big step right away.

6. Get feedback – internally or externally

Others often see potential that you yourself hardly notice. That's why it's worth:

• Talking to colleagues who know and appreciate your working style.

• Talking to friends or family who see your personality from a different perspective.

• Having a career discussion with recruiting experts who can identify which activities, industries or areas of responsibility suit you well.

Feedback is not a judgement – it is a helpful mirror that provides guidance.

Conclusion: Professional fulfilment comes when your job and personality are a good fit

Professional fulfilment comes step by step – through self-reflection, courageous decisions and awareness of what is really important to you. When you know your values, strengths and needs, you can shape your career actively and confidently.

If you want to change careers or explore which opportunities might suit you, you can find suitable opportunities in our job search – a good next step on your path to greater professional satisfaction.

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Companies today must respond faster than ever to changing market conditions. Digital transformation, increasing competitive pressure, skills shortages, and growing complexity across the value chain are pushing organizations to their limits. At the same time, expectations for efficiency, innovation, and agility continue to rise—often while resources remain scarce.

In this environment, interim management and project-based staffing solutions are becoming increasingly important. They enable companies to access qualified expertise at short notice, bridge personnel gaps, and keep critical projects on track. But the key questions remain: When exactly is interim management the right choice? And what benefits do these flexible staffing models offer compared to traditional recruiting approaches?

Immediate access to the expertise that matters

Many companies face challenges that require highly specialized knowledge or long-standing leadership experience—competencies that cannot always be sourced internally at short notice. Whether it’s a major digital transformation initiative, the introduction of a new ERP system, restructuring efforts or strategic optimization in functions such as Finance, HR, IT, or Supply Chain, interim managers are able to step in exactly when they are needed.

With extensive experience across industries and leadership roles, they are highly solution-oriented and fast to adapt. Their external perspective allows them to make unbiased decisions and identify issues that may remain unnoticed internally. This ability to make an immediate impact is one of the main reasons why organizations increasingly rely on interim professionals to close urgent knowledge and leadership gaps.

Bridging personnel gaps before they become a problem

Personnel bottlenecks have become an everyday reality: a key manager unexpectedly leaves, a critical role remains unfilled for months, or the organization is transitioning into a new leadership structure. Such gaps can quickly lead to operational challenges, stalled decision-making and productivity losses.

Interim managers ensure continuity in these critical situations. We support companies by providing qualified specialists and leaders at short notice—often within just a few days. Their immediate readiness to operate ensures that teams remain supported, processes run smoothly and strategic objectives continue to move forward without delay.

Ensuring projects stay on track

Many projects fail not because of a lack of ideas or resources, but because the right people are not available at the right time. Transformation programs, major implementation projects or seasonal peaks all require flexible staffing solutions that internal teams cannot always provide.

Project-based staffing solutions offer precisely this flexibility. Companies can bring in the exact specialists they need for a defined period—from initial planning and operational implementation to final handover. This enables more accurate budgeting, realistic timelines and a significantly higher likelihood of project success. The ability to scale project teams up or down as needed ensures that even complex environments remain manageable and efficient.

External perspective as a catalyst for change

In addition to technical and leadership expertise, interim managers bring another major advantage: independence from internal structures. In phases of change or reorganization, this neutral outside perspective can be crucial. External experts are not tied to internal dynamics and can therefore act more objectively, clearly and decisively.

Many companies deliberately use interim managers to prepare difficult decisions, optimize underperforming processes or drive transformation more consistently. Their role is often both operational and strategic: they initiate improvements, identify obstacles, and push forward implementation with a strong results-oriented mindset.

Speed and flexibility as key competitive advantages

The growing shortage of skilled professionals has significantly prolonged traditional recruiting processes. But many business-critical situations cannot wait for months until a new hire is found. Interim management and project-based staffing close exactly this gap: experts become available quickly and can assume responsibility immediately.

We maintain a large pool of qualified interim leaders and project specialists who can be matched to company needs quickly and efficiently. For organizations facing time-sensitive challenges, this speed becomes a decisive competitive advantage.

Cost-efficiency that convinces

One of the most underestimated advantages of interim and project-based staffing models is their financial transparency. Companies only pay for the actual duration of the assignment, avoid long-term commitments, and reduce the risks associated with mis-hires or staff absences. At the same time, the immediate impact of interim experts ensures faster progress and more effective resource utilization.

As a result, interim management not only offers flexibility but also a highly cost-effective way to strengthen resilience, performance and innovation.

Conclusion: A strategic tool for modern organizations

Interim management and project-based staffing have evolved far beyond emergency solutions. Today, they are strategic instruments that enable companies to remain agile, competitive, and resilient. Their use is particularly beneficial when:

• specialized expertise is required at short notice,

• leadership roles must be temporarily filled,

• major projects need to be executed professionally and without delay,

• external impulses accelerate transformation,

• speed, flexibility and cost transparency are critical success factors.

Organizations that use interim and project-based solutions strategically position themselves for long-term success—especially in times of uncertainty and rapid change.

How we support your success

We offer companies access to a broad pool of experienced interim managers and project specialists who are available at short notice and bring precisely the expertise required. With clear processes, personal consultation and tailored solutions, we ensure that our clients receive the right support—at the right time and in the right capacity.

Do you need to bridge a leadership vacancy or require immediate expertise for an important project?
Get in touch with us—we are happy to help.