Our remuneration model

Because we believe in our abilities, our remuneration models often comprise both a fixed and a variable component:

The fixed remuneration component is based on the daily rates for our interim managers. These are generally higher than for managers on a permanent employment contract, but almost always lower than for comparable consultants. What they always are is reasonable for the size of the company and the situation, and thus also realistic for smaller and medium-sized companies.

We couple our variable remuneration component to the success of our projects. We are happy to have our success measured in terms of the company's success. Based on the initial situation, we define a target corridor as the basis for evaluating our contribution to the success of the project and the long-term success of the company – for example using a success fee that runs for a period of three years. No matter what: if our success fee falls due, it means we and our customer have attained a real win-win-situation.