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How we work

How we work

One of the most important tasks of human resources management at Deutsche Börse is to synchronize the growth of the company with the personal development of our employees. Through its development, qualification and remuneration concepts, Deutsche Börse has created corresponding incentives for its workforce.

In terms of its human resources structure, Deutsche Börse has already made the transition from a mere stock exchange to an international transaction service provider. Whereas the number of financial experts has more or less remained steady in past years, the number of computer scientists, mathematicians and IT specialists as well as the number of marketing and sales staff has increased significantly.

“On-the-job” from day one onwards

We have turned impatience into a virtue. That's why we do without time-consuming trainee programmes. We offer new employees special “off-the-job“ training and direct “on-the-job“ induction. High-quality further training concepts offer additional development prospects. By means of active coaching we support their start in practice.

Motivation is at the heart of our daily work. Work doesn't necessarily have to hurt. It can and should be fun. Deutsche Börse motivates its employees above all through enthusiasm.

Attractive framework conditions

Highly qualified employees, whose goal is to drive company growth, rightly demand attractive framework conditions. Deutsche Börse provides them with:

  • Three career models that offer employees diverse career opportunities
  • Talent management initiatives and internet-based training programmes that increase the efficiency of in-house training
  • Flexible structures, flat hierarchies and short decision-making paths
  • A variable remuneration component for each employee, in addition to his/her fixed compensation
  • Various attractive benefits depending on the respective employee’s location

Three career paths, based on individual aptitude and know-how

Deutsche Börse has further developed its career models in recent years:

  • The classic executive career path which is based on the general expertise and the leadership qualities of the employee. If, for instance, an employee has the ability and willingness to lead and motivate others and, furthermore, to bear human resources and budget responsibility, he or she can pursue an executive career if he or she proves him- or herself on the job.
  • If an employee specializes in a particular field, he or she can pursue a project career path in which project management skills are to the fore.
  • The expert career path requires in-depth specialised knowledge and can lead up to the position of a senior expert.