Talents at work: examples by department

Example: Leo, recruiter for early careers and training, explains in conversation how a job ad for career starters should sound and how to talk openly about pay without promising anything. When an applicant's question arrives by e-mail — how long the apprenticeship lasts, whether part-time is possible —, the manager pastes it and gets a reply draft with urgency; it is only sent after their approval.

Example: Frank, an industrial HR practitioner, explains change and short-time work in plain language and helps to recognise practical skills in conversation. Miriam prepares return-to-work conversations after parental or care leave.

Talents do not select applicants and do not assess real people — the decision is always made by a person.

Example: Sam, a retail apprentice trainer, and Finja, a financial literacy educator, explain budget, overdraft and instalment buying so that trainees remember it. A trainee practises in conversation; the trainer has a plan for the first weeks set up as a template with “Build a spreadsheet”.

Example: in new colleagues' first week, a talent answers the questions that the same person would otherwise have to answer every day — in its role and saying openly when a question does not belong there.

Example: Bettina, data protection trainer, answers questions that cannot wait until the next training — without legalese, with typical incidents and reporting channels. She deliberately gives no legal advice on individual cases.

Example: David, process and documentation consultant, helps with records of processing activities and deletion concepts. “Build a spreadsheet” produces a framework for a record; what he is not sure about stays empty and is marked for completion.

Example: Constanze, sparring partner for executives, helps think through a difficult conversation — discreetly and without names. She talks about leadership changes, succession, conducting conversations and impact, but does not assess real applicants or employees.

Example: Ben, presentation coach, checks the structure of your next talk with you and shrinks the stage fright — five index cards, one first sentence. Rudy, a retired investor relations professional, practises presenting a company clearly with you. Martha, an editor, makes texts better without taking them over.

Example: in sales, a hired talent drafts replies to incoming enquiries with “Answer an e-mail”, with urgency. If a detail is missing — a price, a date —, it is in square brackets until a person fills it in.

Example: many similar enquiries a day? The manager pastes them one after another; the talent rates each by urgency with a reason and writes a draft in the language of the enquiry. With “Reject” and a reason it learns your organisation's tone.

The talent gets no access to a mailbox: it only works with the text a person gives it and sends nothing.

Example: Ayla, host and event manager, plans sequences, hospitality and service with you and knows how to introduce people to each other — in German, Turkish and English. “Build a spreadsheet” produces a running order as a template.

Example: Jonas, trader and finance teacher, explains how financial markets work, what risk and expected value mean and how to decide under uncertainty. He never gives buy or sell recommendations — that is in his limits.

Example: for education providers and training companies, Marie and Noah support maths, Zoe computing and maths, Livia maths and French, Tarik German and history. They find learning gaps, explain with everyday images and practise in conversation — without diagnoses and without promising grades.