Recruiting in 2026: What Indeed's data means for companies between Germany and Italy
Published on 29 September 2026 · 5 min read
On 29 September 2026 I attended the APSCo Deutschland webinar on staffing in Germany over the next six months, explained through data. Tim Verhoeven and Christian Freund from Indeed presented figures from the Indeed Hiring Lab and the Workforce Agility Report, moderated by Thomas André Sola. Here are three points I took away, each with my view for companies hiring between Germany and Italy.
1. The job market is cooling, but not everywhere
Job postings on Indeed in Germany have fallen by around 10 % since January. At the same time the economy is growing slightly again, driven by exports within Europe and public investment. There is no longer one labour market: employment in the car industry is at its lowest level in about 20 years, while European defence companies keep hiring at a high level.
On top of that, forecasts are more uncertain than they have been for a long time. Since 2020 the Economic Policy Uncertainty Index for Germany has on average been far above its earlier level.
My view: anyone planning headcount today needs market data at short intervals, not once a year. Opportunities open fast and close fast. As one speaker put it: it is no longer the big eating the small, but the fast eating the slow.
2. Skills first: ability over CV
Indeed describes a shift from "where from" to "what": assessing talent by ability, no matter how it was gained. For about 90 % of jobs there is no legal requirement for a specific degree. Yet German-speaking markets still select heavily on certificates. A good match comes down to three questions: What can the person do, or learn quickly? What do they want? And are they ready?
My view: in manufacturing this is not a trend but a necessity. In regions with full employment you hardly find skilled workers with the right qualification anymore. In South Tyrol unemployment was 1.1 % in the second quarter of 2026. Career changers from hospitality, retail or printing often bring exactly what counts on a production line: care, shift experience and a feel for technology. You just have to recognise it and speak to them the right way.
3. Candidates increasingly search with AI
Since September Indeed has offered "Career Scout" in Germany, an AI career adviser inside the app. Many people also look for jobs directly through AI assistants, which ask questions and suggest roles that fit their profile.
My view: a job ad today has to be clear to people and to machines. If tasks, requirements and conditions are vague, the ad gets found less often.
Pay transparency: the underrated lever
Only around 15 to 20 % of job ads state a salary. Germany is still waiting for its pay transparency law. The advice from the webinar was clear: don't wait. Stating a good salary gives you an edge with candidates.
Italy has already transposed the EU Pay Transparency Directive. In South Tyrol I also often see employers who actually pay well above the collective agreement but only quote the agreement rate in the ad. That way they give away their strongest argument.
What I take away
I support companies in setting up sites and recruiting between Germany, Italy and Latin America. The data confirms what I see in my projects: those who search quickly, based on data and with a focus on skills rather than titles find the right people even in tight markets.
Planning a site in Italy or hiring in South Tyrol? Get in touch: info@sandralochmann.com
Thanks to APSCo Deutschland, Thomas André Sola, Tim Verhoeven and Christian Freund for the exchange.
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