People · Recruiting
Equal Opportunity & Non-Discrimination
We focus solely on qualifications, experience and fit.
In our recruitment and selection process we apply the principles of equal opportunity and non-discrimination consistently. We evaluate people regardless of gender, ethnic origin, religion, disability, age or sexual identity. Our goal is a fair, transparent and merit-based application pipeline.
What does this mean for you as an applicant?
Equal opportunity law protects applicants from discrimination during the recruitment process. This applies to every channel through which you apply to us — email, the JOIN application form, LinkedIn, WhatsApp or telephone. Every request is reviewed against objective, job-related criteria.
Our principles
Merit over stereotypes
We assess professional suitability, relevant experience, language skills, mobility and cultural fit with the client company — never personal characteristics.
Inclusive language
We write job postings and communications in gender-neutral, diversity-sensitive language. Titles include an equal-opportunity tag (m/f/d) or a country-specific equivalent.
Accessible process
If you need an accessible communication channel or technical adjustment, please tell us. We will find a solution together.
Confidentiality & release
Your profile is only forwarded to a client company after your explicit consent. You will always know which company it is before any submission.
Transparent selection criteria
Each vacancy has a written requirement profile before the search starts. The criteria are explained and documented during the interview.
- Professional qualification & work experience
- Language level according to CEFR (e.g. C1, C2) — only when relevant to the role
- Regional availability / mobility / willingness to travel
- Cultural fit with team and company
- Legal requirements (e.g. work permit) — only when mandatory
Pay transparency
We tell you the planned compensation or salary range no later than before the first interview — regardless of the country the position sits in.
We do not ask you about your previous or current salary. Only your salary expectation for the specific role is relevant. If you volunteer your current salary, we do not document it and do not pass it on to the client company.
For positions in Italy we follow Legislative Decree No. 96/2026, in force since 7 June 2026, which transposes EU Directive 2023/970 on pay transparency. As this Directive has not yet been transposed into national law in Germany or Austria, we voluntarily apply the same standard there.
Your rights during the process
- You receive clear privacy information before data collection.
- Your application data is used only for the stated purpose.
- You can request access, correction or deletion at any time.
- If you suspect discrimination, you can contact the relevant anti-discrimination body.
- You can ask at any time which company a position is being advertised for. We will name the client company no later than before forwarding your documents.
- There is no legal entitlement to a contract; the client company makes the final decision.
What we avoid in job postings and interviews
- Age references or age-discriminatory terms (e.g. "young team", "digital native")
- Gendered job titles without an equal-opportunity tag
- Ethnic, religious or national preferences
- "Native speaker" as a requirement — we use CEFR levels instead
- Questions about marital status, pregnancy, family planning or religion
- Questions about previous or current salary
- Requesting application photos or references to physical appearance — photos are not required and are only processed if you attach them yourself.
Reporting channel & contact
If you feel you were treated unequally or discriminatorily during the application process, please contact us. We take every report seriously and document incidents transparently.
Sandra Lochmann
People · Places · Performance
Bahnhofstraße 28, 82065 Baierbrunn, Germany
E-mail: info@sandralochmann.com
Last updated: July 2026