Steuerberater I Director Tax (m/w/d)

Role Summary

Vogel is building the leading consulting platform for German medium-sized businesses - and tax consulting is its core, not one business area among many. Several thousand clients trust us today; the platform grows organically and through consolidation. Director Tax means: You are responsible for an entire practice area of tax consulting - strategy, output, structure and growth in full.

You are a tax advisor with management experience at a departmental level. You've managed a sub-organization, multiple teams, or a location — and not just managed it, but grown it. You know the mechanics of a tax business, from the management of the mandate to the leverage structure and the contribution to the result. You are changing because you want to build a practice area as an entrepreneur in the company - with the line, the mandate and the responsibility that this requires.

You are fully responsible for the growth of your area: the strategy, the output across several sub-teams, the structure of the line and the contribution to the business result. You are the escalation endpoint for your area; You only escalate to management what has strategic importance for the company. You develop the departmental strategy independently and incorporate your topics into the corporate strategy.

LEADING THE LINE

• Lead a dedicated line of leadership across several smaller sub-teams — three to five department-level direct reports, with deep indirect responsibility over the underlying portfolios.
• Have full personnel responsibility for your department — hiring at department level in the multi-stage Vogel process, development of your senior managers, performance and separation.
• Set the professional standards and methodology of your area - you are a method authority, but remain operationally competent.

CLIENTS & MARKET

• Remain the personal contact for the most strategically important clients and the owner of your client portfolio.
• Represent Vogel Tax to the outside world - networks, industry public, associations - and build the reputation of the area.
• Set the tone for our strategic positioning by continually providing business development impulses.

What you delivered after 6 months

• You manage your practice area independently; the line runs through you without management interfering in standard operations.
• You have taken over your senior managers, understood the management line and made the first management decisions.
• You have presented your own growth and strategy line for your area.

What you delivered after 12 months

• Your area grows measurably - through acquisition, cross-sell and, where relevant, integrated client bases.
• You have further developed your management line and adjusted it at the department level.
• Your departmental strategy is visibly anchored in the corporate strategy.

What you delivered after 24 months

• Your area makes a recognizable, independent contribution to the group's business results.
• You have set the professional standards in your area and built an external reputation.
• You are established as a division owner and on the Principal/VP path along our Career Framework.

Where the position is developing

The Director level opens up the Principal/VP path - the entrepreneurial owner responsibility for an entire strategic pillar with shared responsibility for the corporate strategy. Director Tax is a role with real departmental ownership: In addition to the cash remuneration, it is intended that you participate entrepreneurially in the added value that you create with your department.

MINDSET & PERSONALITY

• You think and act like an entrepreneur in a company - the area is your area, its growth is your responsibility.
• You treat medium-sized business owners with real respect and on an equal footing.
• You have the right to set the highest standard in everything you and your line deliver - not because someone controls it, but because mediocrity bothers you personally.
• Vogel is hierarchical in decision-making, flat in communication, autonomous in execution. Achievement is celebrated, not hidden.

Responsibilities

AREA & GROWTH

1. Be fully responsible for an independent practice area or location in tax consulting for medium-sized businesses - strategy, output, structure - and its contribution to the business results.
2. Develop the departmental strategy independently and incorporate your topics into the corporate strategy; you are a co-setter, not an implementer.
3. Drive the growth of your team through your own acquisition, cross-sell across all Vogel areas and - where relevant - the integration of purchased client bases from the buy & build pipeline.

WHAT YOU WON'T FIND WITH US

1. No partnership with competing interests. We are a company with one-firm logic — one brand, one culture, one hiring bar. No management by committee.
2. No representative title without real ownership responsibility. You own the strategy, output and results of your area - not a sign on the door.
3. No leading from a distance. You stay close to the most important mandates and to your line; We don't have pure control from above.
4. No inheritance model. Your mission is growth, not inventory management.

FAQ

1. WHAT IS BIRD — AND WHERE DO YOU WORK?

Vogel is one of Germany's leading medium-sized business consultancies - a family business since 1959, based in Aalen - and is building the leading consulting platform for medium-sized businesses. We are growing at several locations: in Aalen/East Württemberg as an established headquarters and in Munich as a new hub. In both, we look across functions — from tax advice to consulting to the strategic teams that build the platform.

1. HOW TO UNDERSTAND THE SALARY BANDS?

Deliberately wide - and identified at every point. We differentiate based on track record and market value, not on degree: scarce, highly sought-after profiles at the top end, less scarce ones at the bottom. We calibrate exclusively to the market - two people with similar experience can earn different things with us.

1. HOW MUCH — AND HOW — DOES VOGEL WORK?

It's measured by what you move, not by hours. But it's also honest: If you're looking for 9-to-5, we're not the first place to go. We are looking for people who work intensively on their own initiative because the tasks are worth it. How you distribute your time is largely up to you. What we share: We work together face-to-face - culture, sparring and the best ideas arise in daily proximity. We are not a remote company and do not have major home office policies; Individual remote days are no problem.

1. HOW DOES THE APPLICATION PROCESS?

Slim, fast, transparent — and graded according to profile. For entry-level roles (internship, work study, career entry), two interviews and a short work sample are usually sufficient; experienced roles are a little more detailed. For selected senior roles, we are looking into incorporating a joint working day in the future so that both sides get to know each other better. The following always applies: scheduled deadlines, quick decisions, substantial feedback - regardless of the outcome.

1. HOW DOES VARIABLE PAY WORK?

Linked to performance on a quarterly basis and assessed qualitatively. The scale increases with the level: up to 20% Associate, 27.5% Manager, 35% Senior Manager, 42.5% Director, 50% VP. Expected value with good performance - you meet the requirements, set your own accents, pass the keeper test - is around 50% of the maximum; the maximum bonus is not the norm. The focus is on a holistic assessment by your manager: ownership, quality, learning curve, collaboration, impact.

1. HOW DO I DEVELOP MYSELF - WHAT CAREER PATHS ARE THERE?

Two active paths: Mastery (technical depth, expert career) and Pioneer (leadership, management). You choose the direction after onboarding, usually in years 1-3. Starting a career is not a special path, but rather the early part of the same route - from working student or intern to associate, for the best ones without having to reapply.

1. TEAM, CULTURE, HOLIDAY?

A shared lunch is an open daily option - not an obligation; If you like, you can join us; anyone can eat at any time. Plus dinners, social events and offsites on a regular basis - not as a mandatory program, but because a good team also shares time outside of work. Benefits: thoughtful and substantial, not symbolic. Vacation: 28 days.

1. I KNOW SOMEONE - IS THERE A REFERRAL BONUS?

Yes — EUR 2,500 for each successfully filled position (no internships). A short context is enough: who you are thinking about, for what role, why. Doesn't have to fit perfectly, but has to be substantial.

Requirements

EXPERIENCE & TRACK RECORD

• You have passed the tax advisor exam and then listed - a sub-organization, several teams or a location.
• You not only managed an area, but also grew it - with a demonstrable contribution to output and results.
• You led managers, set professional standards and took on in-depth personnel responsibility.
• Profiles that do not fit into this grid but have the substance are expressly invited - we judge on the contribution, not on the label.

Specifically: Big4 director or partner candidate with medium-sized business wavelength; Law firm manager on the move to his own department owner role. The reported range is calibrated to the primary profile - the logic behind it is in our compensation principles https://www.vogel-beratung.com/culture/verg%C3%BCtungsgrunds%C3%A4tze.

SKILLS & WORKING METHODS

• You master the mechanics of a tax business — mandate management, leverage, quality and results — and manage them across multiple teams.
• You think strategically and at the same time lead operationally competently; you don’t lose sight of the reality of the mandate.
• You work with AI as a natural lever and drive the automation of your area instead of waiting for it.