150 Engineers. 2 Months. The Hiring Sprint That Built PeopleWise.

Thomas Kohler, founder and CEO of pplwise, turned a moment of professional crisis into a data-driven recruiting business that now runs 45 specialized recruiters, generates €5M in revenue with €900K EBITDA, and is targeting €100M in the next 15 years. At 25, he was fired from a startup where he'd helped grow the talent function from 5 to 150 people — and within months, that same founder called him back to hire 150 engineers in two months to build a payment infrastructure that would unlock €50 million in revenue. That moment revealed how structurally broken most companies are with data. Thomas built pplwise around fixing that — and the result is a proprietary intelligence methodology that gathers 100-200 interview data points per week, benchmarks hiring funnels across companies, and tells clients not just what isn't working, but exactly why. Topics Discussed pplwise business model: renting specialized recruiters by function, region, language, and industry expertise Primary focus: Germany and DACH region, with international expansion for German-speaking go-to-market hires and US companies entering Germany pplwise Intelligence: 100-200 interview data points gathered weekly, funnel benchmarks by role and region, anonymized reports ISO 27001 compliance and three-layer data permission process (company agreement, candidate opt-in, access rights management) Red flag #1: Complex take-home case studies — comfortable for the hiring team but systematically filters out passive, employed top candidates Red flag #2: Unclear role requirements — can extend time-to-source from 3 weeks to 12 weeks or more Red flag #3: Post-raise unrealistic expectations — 700 candidate funnels for one hire, five-day in-office mandates with no brand equity to back them up TA funnel benchmarks: 12-15 TA screens per hire is healthy; 25-35 if take-home case study exists Three phases of time-to-hire: time to fill, time to source, time in stage — and why conflating them leads to wrong fixes Three biggest post-fundraise hiring mistakes: wrong role diagnosis, unrealistic expectations, no pre-built TA infrastructure The founding story: fired at 25, freelance recruiter, first client Tier Mobility (pre-Series D), then 150 engineers in 2 months → €25-30K/month personal transformation Four years in, 40 employees, €3.8M last year → growing, and why focus on German-speaking sales hires drove fastest growth 2026 goals: maintain €900K EBITDA on higher revenue; establish NPS baseline and push above 50 Thomas's 3 hiring traits: framework/data-driven, collaborative-oriented, freedom + ownership Annual 2-3 month "sabbatical" working one day per week — an organizational resilience test, not just personal recharge 2026 personal goal: let the organization own finance decisions and service development without Thomas's involvement Self-knowledge insight: pre-founding psychology session revealed competitive drive — consciously channeled to sport, not business