At a glance
BRENNER DEININGER CONSULTING is a headhunting company. We connect excellent professionals and executives with high-quality companies. We do this with the classic instrument of direct approach, supplemented by digital tools that enable a highly efficient and therefore fast search process.
Exceptional CUSTOMER and CANDIDATE EXPERIENCE drive us forward.
We see ourselves not as a supplier, but as a sparring partner for our clients. We work at eye level and develop intelligent solutions for their challenges and issues in the HR environment.
The roots of BRENNER DEININGER CONSULTING lie in the following areas
- HUMAN RESOURCES,
- SALES and
However, our methodology and penchant for project depth allow us to operate successfully in basically every specialisation, function and industry. In a detailed analysis meeting we determine the exact needs and wishes of our clients and then decide whether we will take on the respective search assignment. Once we have made a sound decision, you can count on us!
The founders of BRENNER DEININGER CONSULTING are Mark Brenner and Kai Deininger, two experienced HR consultants, managers and founders who have been working in the HR environment since the early 2000s. The ten-strong team has excellent KNOW HOW and KNOW WHO in the respective specializations. Our headquarters are located in Recklinghausen in the northern Ruhr area. We are also represented in Munich.
Work and career are not everything. Nevertheless, for ambitious people, the job takes up a large part of their lives. This lifetime is too valuable to be invested in an unsatisfactory position or a mediocre employer. Use us, our network and our consulting-oriented approach to further your career. At BDC we take a long-term view and look for the best solution for our candidates and clients. The short-term placement success is not the main focus here.
Get in touch with us - by telephone, in writing or via "business network". Collecting resumes is not a priority for us. We strictly differentiate ourselves from the many "cv brokers" who operate according to the principle of mass. Our consultants would like to get to know you through dialogue. This is the only way we can examine the options we can offer you in a demand-oriented manner and in accordance with your wishes, goals and aspirations. If we are of the opinion that there is currently nothing we can do for you, you will also be informed.
What could be more important for a company than getting the right colleagues on board and keeping them there? Nothing! If you place your trust in us, we will get the desired professionals and executives to your table. Because that is our highest mission and our motivation. If you then do your homework, our joint efforts will most likely culminate in the acquisition of the desired colleague.
Occupation probability. One of the central questions that we ask ourselves after an inquiry is the question of the probability of being able to fill the respective position at all. Basically, our methodology and the depth of our search allow us to staff almost any project. Nevertheless, we evaluate your assignment according to the following system:
Capacities - does the BDC team currently have sufficient capacity to handle your search project promptly and within the desired time frame?
Know how - is your request in a field in which we feel at home and trust us to fill the position?
Outline data - does your offer or general data meet relevant demand in the candidate market?
If we have answered all questions positively, you will receive a clear assessment. And the promise that we will invest fully in the search project. Our goal is joint success.
Even in a specialised consultancy, each search project must be planned and carried out individually. After the project briefing with the client, the responsible team determines the most intelligent search strategy. Horizontal and vertical market and candidate screening are fundamental to the process. Horizontal means that we screen the market in its entire breadth. We want to capture EVERY relevant target company. In the following step, the search is performed vertically. At this point we consider the candidates – if there are several - in the company and prioritize them according to quality and fit.
Each search strategy also includes three basic questions that must be answered in advance:
At which companies are relevant candidates currently employed? "Out of the box" thinking is essential. The right target person does not necessarily have to sit in the competition. It is equally important to develop a complete mental mosaic of the target person. Far more important than the "hard skills" are increasingly the "soft skills". Asking questions, getting answers and understanding are the basis for getting all the pieces of the mosaic.
One of our demands on ourselves is to complete projects faster than our competitors could. The basis for this is a project approach based on statistical values, which allows planning from behind. This means that we consider in advance how many candidates we need to present in order to create the maximum probability of filling the position. The back calculation allows us to go into the candidate market very precisely.
Nothing sells better than enthusiasm. For each search project we develop a company-specific "selling story". This answers first and foremost the main question: "Why should I go into conversation with the consultant?" The “selling story” is used in addressing target candidates over the phone. This telephone approach is a main factor for our above-average results. Do not be satisfied with a service provider who merely writes to candidates. You can do that yourself!
Mark Brenner born 1973, married, three children
Mark studied business administration in Dortmund and started working for an eBusiness consultancy in the early 2000s during the "New Market" era. In 2002 he went - following his passion - into sales at Monster Germany, where he then worked with Kai for several years. After the merger of Monster with Jobpilot in 2005, he moved to the HR services industry as a manager.
This field fascinated him so much that at the age of 33 he decided to go into self-employment. In 2006 he founded the agency MB-Quadrat, which supported personnel service providers and consultants in the areas of sales (including training) and recruiting. In 2009, he wanted to know it and founded a personnel consulting company with a business partner specialising in the personnel services industry. BRENNER-TEKATH quickly became the market leader in the Recruitment-to-Recruitment segment in Germany due to its focus and high-quality standards. In 2020 he left the company after selling his shares in order to realign himself with Brenner Deininger Consulting.
Mark is still one of the leading experts in the German personnel service industry (personnel consulting, headhunting, temporary employment). Over the years, he and his team have filled several hundred positions in this field. At Brenner Deininger Consulting he is responsible for business development, recruitment to recruitment and administration (including project management and control) at the headquarters in Recklinghausen.
He is passionate about Recklinghausen and a fan of the Ruhr area, which is why he likes to get involved with the region and often does so. In addition, he is often present at events and trade fairs as a speaker and expert.
Kai Deininger, born 1971, partnership, two children
Kai studied philosophy and economics at Northwestern University in Evanston, Illinois, from 1992 to 1995, where he received a BA/MA degree with distinction. After working in Houston, Singapore and Munich for COMPAQ, the market leader in the computer industry at that time, he became Managing Director of Monster Germany in 2002 at the age of 30 and developed into one of the first experts for eRecruiting in Germany.
After further positions (including Commercial Director at LinkedIn) and various interim assignments, he joined Eurosearch GmbH, a subsidiary of Deininger Management consultancy GmbH, as Managing Director. Eurosearch is still considered one of the leading providers in the digitally supported search for professionals and executives.
Kai is trilingual and has extensive experience in filling international top executive positions, including in the USA, China and India.
He still lives in the Bavarian capital and is always happy to broaden his horizons by traveling and immersing himself in new cultures. At Brenner Deininger Consulting he is responsible for business development (also in an international context), marketing and sales as well as strategic issues.
The idea that led to the founding of BRENNER DEININGER CONSULTING emerged in an evening discussion between Kai and Mark about what a successful personnel consultancy should look like in 2020.
The key terms were CULTURE, PERFORMANCE ORIENTATION, PROCESSING COMPETENCE, QUALITY and LONG TERM.
Life is like a box of chocolates…you never know what's coming. At BDC we believe in people and their potential. We are open for discussions and together we develop an entry scenario and possible career paths. Student, graduate, mother or experienced consultant? We are flexible and driven by the idea of getting motivated people on board and retaining them in the long term. Everything else arises. Well-founded onboarding, permanent training and motivated colleagues who look forward to reinforcements are the best foundation.
We have developed the BDC platform strategy especially for the target group of experienced consultants. Based on our three pillars CULTURE, REMUNERATION MODEL and PROCESSING COMPETENCE, we offer a model that is unique on the German market and which, by the way, is not based on freelance work. We will be happy to discuss the details with you. Personally, confidentially and at eye level.
As a personnel consultancy based in the Ruhr area, we know that it is not the location that is relevant, but only the person who is based there. We offer experienced ladies and gentlemen from the consulting or delivery sector flexible options - in terms of time and region. Let us also talk about your wishes and ideas here.