The Significance of the German Mittelstand

The Mittelstand is the backbone of the German economy. It stands for innovation, stability, and responsibility—and makes up around 99% of all companies in Germany. In industrial sectors, these businesses often act as technological specialists, shaping entire value chains. Many are hidden champions with global relevance.

But this strength doesn’t just happen – it depends on the people leading, evolving, and securing the future of these companies. That’s why filling key positions is one of the most business-critical decisions in any mid-sized company.

Why do mid-sized companies need focused talent strategies?

Thomas Wild: Because the demands have become more complex. The Mittelstand is the core of our economy – innovative, international, and often owner-managed. This combination requires leaders who not only bring technical expertise but also navigate environments defined by personal responsibility, strong values, and fast decisions. That’s only possible with a clear hiring strategy – and a high-quality process.

What makes working with the Mittelstand unique from an executive search perspective?

Thomas Wild: Everything is more personal – but also more demanding. Decisions are made faster, expectations are clearly articulated, and mismatches become visible quickly. For us as consultants, that means we need to look closely – not just at qualifications, but at cultural alignment. If you only compare résumés, you’re missing the bigger picture.

Where do you see the greatest challenges in leadership placements?

Thomas Wild: It’s all about the fit. There are plenty of technically qualified candidates out there – but not every expert fits every organization. Especially in owner-led or fast-growing companies, you need personalities who embrace freedom to shape but also take responsibility. Our job is to identify this match – long before the first interview.

How does the DELTACON placement process work?

Thomas Wild: We begin with an in-depth analysis: What’s the role? What’s the environment? What are the expectations – both professionally and personally? Then we develop a clear requirement profile and begin targeted direct outreach. We use state-of-the-art search technologies but never rely on algorithms alone. Personal conversations, structured interviews, and comprehensive personality assessments all inform our final recommendation. Our promise: no generic profiles – only strong personalities.

What advantages – and possible challenges – does working with an executive search firm bring for mid-sized companies?

How does your own industry experience support your consulting work?

Thomas Wild: It’s often a key success factor. I’ve held leadership roles in industry myself – both in Germany and internationally. That allows me to better understand the client’s needs, speak their language, and read between the lines. It’s not just about identifying who can do a job – but who can do it here, in this environment, with these people.

When is it worth partnering with an executive search firm for mid-sized companies?

Thomas Wild: Whenever the role is critical – whether due to strategic relevance, internal visibility, or external impact on customers and operations. Mittelstand companies often operate with great efficiency. Precisely for that reason, leaving key hires to chance isn’t an option. A specialized executive search partner brings speed, reliability, and confidence to the process.

What do you recommend to companies with key vacancies?

Thomas Wild: Develop a clear target profile – not just for the role itself, but for cultural fit. And be open to working with consultants who truly understand the reality of mid-sized businesses – not just in theory, but from hands-on experience. That’s exactly where my strength lies: I listen, I ask the right questions – and I help companies find people who make an impact.