Institute for Recruiting & Investment Technologies
With AI-supported systems, scientific evidence and practice since 2015.
IRT advises corporations, public sector bodies and care providers in Germany and Austria on the systemic development of talent pipelines, and fills leadership positions on the basis of validated diagnostics. Our markets are nursing, medicine, engineering and renewable energy.
Figures from the work of our founders since 2015.
Featured in
Coverage featuring our founder Dr Matthias Mauch.
What this is about
At the end of every system stands a person who starts on Monday.
Between the offer in the country of origin and the first shift lie language, recognition and visa. How long that takes decides whether the person arrives at all. That stretch is what we measure.
Mission
We advise on the systemic, AI-supported development of talent pipelines and prepare leaders to run them.
We treat recruiting as a system. From first contact to first working day, every step is mapped and quantified. Automation goes where language and structure allow it. The method applies to the German labour market as much as to recruitment from abroad.
We create scientific evidence for assessing and evaluating top decision-makers and prepare them for AI-driven systems.
What a system returns is decided by the leadership that runs it. We build leadership levels, assess them with validated methods and guide them through the cultural change that introducing AI sets off.
Our markets: nursing, medicine, engineering and renewable energy. Our clients: corporations, public sector bodies, care providers and investors in Germany and Austria. Our work rests on our own data and on validated methods. Our methodological articles are published in German: Beiträge.
Services
We map the existing process from first contact to first working day. Lost time and drop-out rates are quantified. On that basis we build an architecture of automation and human judgement.
From choosing source markets through recognition, visas and language to retention beyond the first year. The bottleneck is rarely attraction. It sits in everything that follows.
We support buyers and sellers across our markets. The focus is the workforce structure and the ability to refill it. It carries or endangers a valuation more often than any other factor.
The more senior the role, the more expensive a mis-hire. At the same time the evidence thins out. We bring validated diagnostics to appointments of managing directors, chief physicians and heads of HR, and guide leadership teams through cultural change and the move to AI-driven systems.
Markets
Inpatient and outpatient care, care providers and their operators. This market has the longest recognition pathways. A well-built method makes the biggest difference here.
Hospitals, medical care centres and physician-led care structures. Medical and therapeutic professions, each with their own licensing and recognition pathways.
Industry, plant construction and technical services. The qualifications of engineers are internationally comparable. Their labour markets are not, they are regionally tight.
Planning, construction, operation and maintenance of renewable generation and its supply chains. The market grows faster than qualified people enter it in Germany.
The institute
Founder and Managing Director
Matthias Mauch combines two perspectives that rarely meet in recruiting. One is the economic analysis of labour markets. The other is more than a decade of hands-on work building international recruitment.
After a doctorate in macroeconomics and positions at the European Central Bank and the Deutsche Bundesbank, he co-founded Tunisia's largest German language school in 2012. Since then he has been a shareholder and managing director of several companies along the entire recruiting chain, from language training in the country of origin to the filled position in Germany.
Between 2015 and 2024 he built the Gerandu and Rekruut brands, quality-seal certified agencies focused on the DACH region, nursing and engineering. Since 2024 he has been Managing Director of TERN Deutschland, building end-to-end AI recruiting systems. As an investor and adviser he supports ventures in medicine and technology.
IRT brings that experience together in an independent advisory practice.
Executive Advisor
Jantje de Vries owns the evidence side of IRT. She assesses aptitude, potential and leadership behaviour at the most senior level. A personality psychologist by doctorate, she works at the intersection of organisational development, people analytics and leadership development.
She brings several years of advisory practice in applied organisational change, people analytics and project management. She has guided change programmes, developed and validated people metrics and built predictive models for selection decisions. Her research work produced original methods for hiring processes and psychometric assessment.
Her standard is to put personnel decisions on robust evidence. Measurable, validated and traceable, from senior appointments and the selection of HR leadership to the development of existing leadership teams.
Frequent questions
We hold two mandates. First, we advise on the systemic, AI-supported development of talent pipelines and prepare leaders to run them. Second, we create scientific evidence for assessing and evaluating top decision-makers and prepare them for AI-driven systems. Our markets are nursing, medicine, engineering and renewable energy.
Large corporations, public sector bodies, care providers and investors in Germany and Austria. Organisations that need to recruit, retain and lead people at scale, and that require methods which hold up to scrutiny.
Yes. We advise clients in Germany and in Austria. The structure of the task is the same in both countries. Recognition and residence pathways differ, which is why checking the respective national route belongs at the start of every project.
We treat the chain from first contact to first working day as one system. For every step we quantify the time it costs and the candidates it loses. We then automate outreach, pre-selection, communication and document review wherever language and structure allow it. The steps where trust is built stay in human hands. The method applies to the German labour market as much as to recruitment from abroad.
Through validated aptitude and potential diagnostics, bespoke people metrics and predictive models for selection, performance and retention. The field is led by Dr Jantje de Vries, personality psychologist and Executive Advisor to IRT. It also covers guiding leadership teams through the cultural change that introducing AI sets off.
Nursing, medicine, engineering and renewable energy. In these markets the shortage is structural. An unfilled position affects performance immediately.
Yes. In acquisitions and sales we examine the workforce structure and the ability to refill it. We work for buy and sell side alike, and invest in selected ventures ourselves.
Usually with a conversation of about an hour, followed by a compact assessment. You receive a candid view of which levers actually work in your organisation, including when the answer is that a project is not worth pursuing.
Contact
A short note is enough. We normally reply within one working day and will say openly whether we are the right people for it.