This article by Thaddaeus Mueller, Managing Partner at FES Partners, was originally published in German by Dr. Maier + Partner in October, 2025.

China Speed in Recruiting: Insights for German Companies

In today’s job market, top talent has options — and they often choose employers who act quickly and professionally. Especially in China, but also globally, “China Speed” has become a synonym for agility. Many German companies still struggle with that pace.

Where Do Many German Companies Fall Short?

Many German firms deal with slow hiring cycles and rigid job profiles. On top of that, centralized decision-making often limits flexibility at the local level. The result: since the median time-to-hire in Germany is 55 days (45% higher than the global average), candidates often choose a different employer when it comes to international roles.

Typical Weak Points:

Slow hiring cycles — median time-to-hire in Germany: 55 days (45% above the global average)
Rigid job profiles — little flexibility to consider high-potential candidates
Centralized decision-making — multiple approval layers delay offers
Limited employer branding in dynamic markets like China, where talent has plenty of options

What Do Chinese Companies Do Better?

Chinese companies prove it can be done differently: faster decisions, flexible incentive systems, tighter feedback cycles. The rule is simple — speed isn’t a risk, it’s a message. It shows appreciation toward candidates and signals that the company is capable of acting quickly.

Key Practices:

Fast decision-making – fewer approval rounds, more autonomy for local teams
Performance-based incentives – bonuses up to 500% of base salary possible
Frequent feedback cycles – performance reviews every 1–3 months instead of once a year
Attractive benefits – equity and project-based rewards to boost engagement and motivation

This speed sends a clear signal: the company is serious and proactive.
The result: top candidates stay interested because they feel respected and see real opportunities.

What Talents Really Want Today

Candidates have clear expectations — and recruiting speed is just one part. They also look for:

Ownership & responsibility: freedom to shape outcomes instead of micromanagement
Visible impact: the chance to build and make a difference
Autonomy & trust: freedom to decide, not rigid control
Clear communication: transparency around steps, expectations, and timelines
Flexibility: modern work models that offer personal space

Strategies to Increase Recruiting Speed

German companies can catch up with targeted improvements:

Rethink incentive structures

More flexible bonuses and benefits that reflect company culture
Multi-level reward models that encourage engagement

Strengthen local decision-making

Less central control, more trust in local expertise
Faster response times through delegation

Streamline recruiting processes

Set clear timeframes for interviews and feedback
Use standardized yet adaptable processes for individual candidate needs

Build transparent communication

Provide early, honest feedback
Share clear roadmaps for the hiring process

Invest in employer branding in growth markets

Tailor messages to local culture, learning, and career opportunities
Use storytelling that combines European values with energy and future potential

Food for Thought

Recruiting speed is more than a process issue — it’s a cultural statement:

Slow processes can come across as uncertainty
Quick decisions show trust, appreciation, and confidence
Keeping candidates waiting risks their motivation — and ultimately, their commitment

Conclusion

Recruiting today is a race against time. Those who move too slowly lose not only talent but also market opportunities. European companies don’t need to copy “China Speed” — but they must understand that fast, clear processes are no longer just “nice to have.” They’re essential.