Clients and References

Since 1999 and our inception, a multitude of employers from many different industries have trusted our expertise.

Every one of our clients has specific needs that require individual, tailor-made consultations.

What our clients have in common is their understanding of the importance of employer branding for their future challenges, which they approach strategically.

What our clients have to say:

"Diversity is of utmost importance in trade. Hardly any other sector is shaped by so much tempo and variation. This offers ample creative leeway for decision-makers. In order to address this target group precisely, trendence’s strategic analysis expertise supports us."

Anja Königstein - Manager HR Marketing, ALDI SÜD


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"Receiving direct feedback about Allen & Overy, as an employer, is very important to us. Having knowledge about the preferences and individual needs of our target group helps us to support the customized and optimized alignment of our recruiting programmes. We therefore conduct internal surveys on a regular basis, as well as drawing upon the results of external employer image surveys. It is here that the analyses of trendence, with their reliable and significant figures, is a decisive element."

Nadine Klimt - Manager Legal Recruitment Germany, Allen & Overy LLP


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"Allianz has been using the trendence results of the European Business Edition for several years. Their data have significantly helped us to gain an insight into the evolution of our employer brand in the 24 countries. Now, the new online tool empowered us to analyse in a better way the whole range of different data provided by trendence."

Carlos Felipe Gonzalez - Employer Branding & Recruiting Senior Consultant, Allianz


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"As a leading consulting firm, The Boston Consulting Group has very high expectations toward it’s future managers. In order to gain market intelligence about German high potential graduates, we are using the specialised research solutions of the trendence Institute."

Tanja Woutskowsky - Recruiting Manager, The Boston Consulting Group


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"We make use of trendence’s services and products as they enable us to define the profile or our target group and communicate accordingly. To know about how our target group perceives our Employer Brand plays a decisive role in our decision-making processes. trendence convinces us with its long-term experience and it’s competency in finding specific solutions for our HR marketing."

Carole Leroy - HR Communication Manager, BNP Paribas


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"With the Graduate Barometer, trendence provides us with an analysis instrument on the basis of which we can strategically address the students. Especially helpful for us are the regional evaluations of the most important universities plus the specific target group communication analysis. As one of the fastest growing family-owned businesses in the automotive supply industry, we are able to optimally choose and deploy top-qualified young talents based on this information."

Katrin Menzer - Coordination Human Resources Marketing, Brose Group


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"CLAAS belongs to the innovation drivers in the agricultural sector. Next to the classical target groups, such as business administrators and engineers, we are also increasingly searching for IT and electronic talents. trendence data assists us to better understand and analyze our target group as well as strategically align our communication measures accordingly. Thus we are able to conduct human resources marketing more adequately among our target groups at our target universities."

Corinna Vielmeyer - Corporate HR Marketing, CLAAS


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"One of our most important goals in recruiting is to increase internal recruitment. That means: We want to attract more lawyers from the ranks of our trainees or research assistants and interns. For that purpose we have developed a series of measures, for example a very sophisticated internship program, and have invested heavily in the training and exams preparation of our trainees. From the results of trendence Barometer studies we know that education and training play a very important role for our up-and-coming lawyers target group. These results are very helpful for us to further sharpen our image, to improve the quality of our programs and to develop new measures."

Annette Maaßen – Leader Recruiting and Human Resources Marketing, Clifford Chance


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"It is becoming more and more difficult to find highly qualified young lawyers. CMS Hasche Sigle has been relying on the individually aligned studies and the competent advice of trendence for many years. Using this we can optimally adapt to the requirements of the market."

Robert Krywalski - Human Resources Manager, CMS Hasche Sigle


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"Using the data from the trendence Schülerbarometer we can identify trends earlier and regularly refocus our school marketing. It is important for us to know what drivers make employers particularly attractive among pupils, where and how they inform themselves about trainee positions, who the influencers are regarding the career choice and last but not least: how do pupils perceive us compared to the competition. trendence gives us the answers."

Dorothee Pfeuffer - Head of Marketing & Recruiting, Commerzbank


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"In human resources marketing at Deutsche Bahn we are constantly trying to strike out in new directions and introduce innovative concepts to the market. It is important for us to stay the first mover because competition on the market is increasing rapidly. trendence is a valuable strategic partner and provides us figures on the basis of which we can further develop our strategy. After all we want to be top employer as a part of our DB2020 corporate strategy. The results of the trendence monitor flow into our holistic performance-dashboard. Our dashboard is our barometer with which we measure ourselves on the way to become top employer. Every year we do a health check and an inventory. Among other things we ask ourselves: Where do we stand in the rankings? What can we learn from them? And how can we further develop ourselves, our strategy and our concepts?"

Steve Goodwin - Leader Employer Branding and Human Resources Marketing, Deutsche Bahn


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"Thank you very much from all regional participants that took part in the informative day about Employer Branding for pupils. The results-workshop was very appropriate both in a textual as well as an organisational sense. I have the impression that our crew members have found themselves and are now competent to work with the important research results that trendence provides us. Subsequently, it is even better possible to distribute and position the manifold activities in the central and most of all decentral EDEKA trainee marketing program."

Olaf Stieper - EDEKA Business Segment Education System


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"As the labor market becomes tighter, employer attractiveness becomes more and more decisive. For this reason - and to win over and address the right candidates sufficiently early - we need results about where we stand with our employer brand and at which universities we generate what attractiveness. Data analysis from trendence helps us greatly with that."

Marcus K. Reif - Director Recruiting & Employer Branding, EY


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"Thanks to the trendence Institute’s Graduate Barometer, we have comprehensive and representative information on the profile and expectations of our target graduates. What are the best media channels to reach them, for instance. We can therefore better target our actions to inform them about the diversity of jobs we offer at our company. trendence’s studies enable us to base our decisions on concrete data and to monitor the progress of our employer brand.“

Philippe Lazzarotto - Responsable Talents Sourcing, GDF SUEZ


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"Trendence helps us with competent research to determine our position as an employer and how to go forward. In this way we are always well informed about the latest developments in the employers market and can quickly respond to them."

Dr. Andreas C. Köchling - Head of Human Resources, Gleiss Lutz


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"trendence supported us significantly with their research and consulting competence in measuring our external and internal employer image. From their market research we gained valuable insights and developed our present-day EVP."

Marc-Oliver Dorn - Senior Manager Human Resources Management, Hannover Re


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"The customized report created by trendence, as a conclusion of a complex research, brought added value for us since the beginning. It became a reference when planning talent acquisition strategies in order to attract the best candidates for our opening job positions. During our collaboration, we gained valuable insights about our targeted audiences and the young generation's perceptions about us as top employer in Romania."

Estera Anghelescu - Personal Development and Employer Branding Director, Kaufland Romania


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"We are currently developing a complete new Employer Value Proposition for the KfW banking group. trendence helps us to better understand our target groups and our external perception, so that we can address our target group even more goal-oriented."

John Hoppe - Team Leader Human Resources Marketing and Staff Recruitment, KfW


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"The successful recruiting of staff and the securing of juniors and trainees has been significant to the growth, success and achievements of Lidl. The consolidated findings and analyses of the trendence Institute, which has been advising us for several years now, has provided us with valid records for the strategic development of our employer branding and the operative implementation of our personal marketing, for the German, as well as the European graduate market."

Guido Kessens - Teamleader Personalmarketing & Recruiting, Lidl Stiftung & Co. KG, Neckarsulm


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"The Lufthansa Group is a relatively large organization with various business areas. We are not just an airline, but there are also engineering, logistics and catering sectors. The challenges in these diverse business areas are very different. If we want to win talents to work for the Lufthansa Group, then we have to address them in a way that is appropriate for the respective target group. We need to know what makes them tick, what topics they are interested in and how we can make them curious about the interesting tasks in our various business areas. This only functions properly by using a solid data base. That means that we go into depth thematically and observe how which target group is ticking in detail, what bothers them and how they perceive us compared to other employers. This helps us greatly in the adjustment of our measures to address the target group properly."

Michael Tobler - Head of Corporate Employer Branding, Lufthansa Group


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"We have been using trendence for many years now and it has really helped us to understand our image in the UK graduate market. For us, the trendence Barometer study is the most scientific way of measuring the effectiveness of our campaign and marketing activities."

Helen Alkin - Recruitment Manager Graduates & Customer Assistants, Marks & Spencer PLC


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"McDonald’s uses the trendence School Leavers Barometer in order to reach a large number of pupils."

Christiane Wörle - Senior Manager Corporate Affairs, McDonald's Germany


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"Every year we face the challenge of finding the top 15 lawyers of a graduate year whom we then must accompany over a very long time of their studies. trendence helps us to distinguish very precisely, who the really good ones are among the high potentials and where they are at in their present stage of education. Besides, they are able to extract the wishes particularly of women and that is one of our tasks: to respond stronger to the female potentials in order to attract and retain them. trendence data is very helpful to precisely display the distinctions in our target groups which enables us to aim exactly for these smaller groups and address them with our skills and strengths."

Wolfgang Troll - Head of Human Resources, Noerr LLP


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"There is still a great need for talented youth from information technology studies in e-commerce. Therefore a strategic appeal to the right students and the orientation of marketing activities along our employer branding strategies is crucial for us. Trendence supports us through the University Efficiency-Check with a targeted choice of universities and boosts transparency on the job market."

Nicole Heinrich - Head of Education & Recruitment Marketing, OTTO


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"Phoenix Contact belongs to the so-called hidden champions of electrical and automation engineering. Therefore, we are not well known among our target group of students. trendence data has given us an important hint to adjust our media usage more purposefully. Consequently, we can optimally reach the students and increase our renown among them."

Julia Goltz - Speaker HR Marketing, Phoenix Contact


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"Porsche is permanently seeking highly qualified, highly motivated talent that will ensure the long-lasting success of our business. In order to be able to assess latest developments on relevant graduate markets, we are using the Employer Branding research of the trendence Institute with great success for many years."

Dr. Martin Meyer - Head of HR Marketing, Porsche


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"The UK trendence Graduate Barometer has enabled Rolls-Royce to continue attracting high calibre engineering graduates. The research based consulting approach trendence uses has shown us exactly what motivates our target graduates and has allowed us to really understand why UK students choose us as a top employer."


Daniel Perkins - Global Employer Brand Project Manager, Rolls-Royce PLC


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"In April 2011 we received the results of trendence´s Graduate Barometer 2010 – Law Edition. We wanted to know more about employers’ attractiveness among students about to graduate, their expectations for the job market and the media channels they use. The results of the study have strongly influenced our recruitment strategy at Siemens Legal. Basically, the Compendium – Law Edition served as a great basis for our work and we strongly recommend its results for use as input for recruitment strategies."

Rosemarie Schwarz - Senior Consultant, Siemens AG


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"Especially regarding the issue of university marketing, trendence data is extremely valuable. With the annual trendence analysis and consulting, we are able to plan our target universities very precisely and we know on which universities we are successful and where potentials can still be exploited. In addition, we are kept informed about the expectations that prospective engineers at SKF have on us as an employer and how our employer brand is actually perceived in comparison to competitors."

Bastian Mattlener - Manager Employer Branding & Corporate Communications, SKF


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"Our projects in Employer Branding at the moment are the development of an Employer Value Proposition and our appearance at the universities. For us it is about topics such as Customer Journey, Touchpoints und Brand Experience – which have long since arrived in HR marketing. And trendence helps us to understand our clients - potential candidates – better."

Helge Kroll - Head of Employer Branding, ThyssenKrupp


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"We want zeb to be more recognized by Young Professionals as a top strategy and management consultant for the European financial industry. Through the image analysis of trendence, we have learned how we are perceived as an employer, also in comparison to competitors, and what we must do to achieve our goal. On the basis of trendence data, we have further developed our strategy and communication as well as successfully implemented new event formats for professionals."

Burkhard Hanke - Head of Recruiting, zeb


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"Both the long-term experience and the research expertise as well as the high commitment in the individual preparation of the study results for ZF have convinced us: trendence is a competent and very professional partner when it comes to market analysis for Employer Branding."

Martin Frick - Head of international Employer Branding and Media, ZF Friedrichshafen AG


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