Steuerberater I Senior Manager Tax (m/w/d)

Role Summary

Tax advice in medium-sized businesses is about relationship work - and it only scales through people who support other professionals. Several thousand medium-sized companies trust us; We are now developing the model into a Germany-wide consulting platform. Tax advice is not just one business area among many, but rather the core.

You are a tax advisor with several years of post-examination experience - at a Big Four, a Next 6 law firm or a mature medium-sized practice. You have supported your own client base for years, built up a professional specialization and provided professional guidance to the first managers or seniors. You are changing because you want to help build a tax area - with your own line, your own specialization and real creative space - instead of waiting in a pyramid for the next title.

You are responsible for a topic or location area within the tax consultancy: several mandate portfolios, the managers below them and the area output as a whole. You lead young managers, not just clerks. You derive concrete lines of action for your area from the departmental and company strategy and drive the strategic initiatives that contribute to its growth. You report to the tax department manager and work closely with management on strategic client and growth issues.

AREA & MANDATOR PORTFOLIOS

• Responsible for the output of several mandate portfolios - quality, adherence to deadlines, technical depth across the board, not just in your own mandate.
• Responsible for the complex and strategically important mandates of your area; Be the escalation endpoint for your managers for anything that goes beyond the standard case.
• Expand your professional specialization to a visible depth - an industry (e.g. healthcare, family office, construction) or a specialist area (succession, international structures, M&A tax) - and win the clients who are looking for exactly this depth.

LEADERSHIP & DEVELOPMENT

• Run three to five direct reports including first management - leadership of leadership. You have decision-making responsibility for performance and, where necessary, separation.
• Actively develop your team - sparring, reviews, career paths along our career framework.
• Bear the hiring responsibility for your line in the multi-stage Vogel process - from the address to the interview stations to the conviction decision.

STRATEGY & GROWTH

• Derive the specific priorities for your area from the company and departmental strategy and implement them.
• Drive the cross-sell logic across the Vogel areas (FP&A, M&A preparation, designs, digitalization) and make it standard in your line.
• Bring in your own acquisition and multiplier work — you expand the area, you don't manage it.

What you delivered after 6 months

• You independently manage the output of your area; The portfolios handed over pass through your line in full.
• You personally took over your managers, managed the first performance cycles yourself and properly addressed at least one performance signal.
• Your professional specialization is visibly anchored internally.

What you delivered after 12 months

• Your area has grown measurably - through your own acquisition, cross-sell and developed mandates, not just through inventory handed over.
• You have actively recruited in your line and developed at least one manager.
• Your specialization attracts the first clients who are looking for exactly this depth.

What you delivered after 24 months

• Your area independently provides additional sub-segment depth and a recognizable growth profile.
• You are established as a division owner and a candidate for the director tax level - not through years of professional experience, but through an independently established, growing division.

Where the position is developing

The next step is Director Tax — responsibility for an entire practice area with its own P&L contribution. This requires an independently developed, growing area, not an automatic process based on years of work. In addition to the cash compensation, there is the potential to participate entrepreneurially in the added value created.

MINDSET & PERSONALITY

• You think entrepreneurially — you take responsibility for the growth of your field, not your hours.
• You understand client work as relationship work and pass this attitude on to your line.
• You aspire to set the highest standard in everything you 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

WHAT YOU WON'T FIND WITH US

1. No partner title queue. You become an area owner because you own and develop an area, not because you serve years.
2. No leadership without professional grounding. You stay close to the complex mandates - leadership without its own substance doesn't work for us.
3. No hereditary farm model without growth requirements. If you just want to manage an area, you're sitting at the wrong desk here.
4. No partnership with competing interests. We are a company with one-firm logic — one brand, one culture, one hiring bar.

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 passed the tax advisor exam and then had client responsibility for several years - Big Four, Next 6 or a mature medium-sized practice.
• You have managed your own client base for years and have built up a professional specialization that goes beyond the standard spectrum.
• You have already led - given technical guidance to managers or seniors, been responsible for performance, and participated in hiring.
• 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: outstanding Manager Tax with their own portfolio and clear leadership aspirations; Professionals from top law firms with an industry focus and hunger for growth. 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 have tax depth in a clear specialist area and at the same time remain hands-on across the breadth of your area.
• You lead managers confidently - you can delegate without giving up the output, and you develop people beyond purely technical aspects.
• You work with AI as a natural tool - research, drafting, analysis, client communication - and make your line better. Repetitive work is an incentive to automate for you, not a fate.