Hiring Across Tech, Product & Sales: 7 Key Hires for Buchner & Partner

Buchner & Partner is a specialist in digital practice management for Germany’s therapy and remedial-care sector. Through software, apps, publications, events, seminars and consulting, the company supports more than 12,000 therapy practices across Germany in making their day-to-day operations more efficient.

Founded in 1991 and headquartered in Kiel, Buchner combines decades of healthcare expertise with an increasing focus on software and digitalization. Its mission is simple: We help our customers build thriving practices.

• ‍Hiring across fundamentally different talent markets
  Buchner’s growth required talent across Product, Software Engineering, DevOps, Salesforce and Field Sales. Each search demanded a different sourcing strategy, candidate pool and recruiter specialization.‍
• Specialized engineering profiles with German C1
  Technical roles combined specific requirements such as Angular, Java, AWS, Terraform and GitLab with C1-level German — significantly narrowing the available candidate market.‍
• Building an engineering team across multiple seniority levels
  For Full-Stack Engineering alone, Buchner needed four hires ranging from Junior to Senior level, requiring recruiters to calibrate experience, technical depth and compensation differently for each vacancy.‍
• Finding product talent with technical and user-centric depth
  The Product Owner search required more than agile methodology experience. Candidates needed to combine product ownership, stakeholder management and data-driven decision-making with enough technical understanding to work effectively within a digital healthcare environment.‍
• A highly specific regional Field Sales search
  The Field Sales role required candidates based around Saxony and Saxony-Anhalt who combined proven sales experience with high travel flexibility and the ability to independently develop a territory.‍
• Matching autonomy with culture fit
  With remote-first, self-organized teams and a culture built around clarity, pragmatism and ownership, professional experience alone was not enough. Candidates also needed to perform effectively in an environment with significant individual responsibility.

• ‍Deep role calibration:
  A dedicated juucy Account Manager translated Buchner’s requirements into clear sourcing criteria across six different role types — from technical stacks and seniority expectations to language requirements, location and cultural fit.‍
• Specialized recruiter activation:
  Instead of relying on one generalist recruiting provider, Buchner could access vetted recruiters with relevant networks and expertise for each individual search — including software engineering, DevOps, product, Salesforce and regional sales.‍
• Flexible recruiting capacity on demand:
  Recruiting resources could be activated based on Buchner’s current hiring priorities without requiring an exclusive agency relationship. This made it possible to scale sourcing capacity up or down depending on the role and talent market.‍
• Role-specific, targeted sourcing:
  Recruiters focused their outreach on the relevant candidate pools for each vacancy — from Angular/Java engineers and AWS/Terraform specialists to experienced Product Owners and regional Field Sales professionals.‍
• Centralized collaboration through one platform:
  Candidates, recruiter communication, feedback and hiring progress were managed through juucy, giving Buchner one intuitive interface despite working with multiple specialized recruiters.‍
• Pre-screened candidate delivery:
  Recruiters worked against clearly defined must-haves and dealbreakers, helping filter for technical expertise, German proficiency, location, seniority and motivation before candidates entered Buchner’s hiring process.

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