How to Apply to Diehl Group

Key Takeaways

Diehl is a family-owned, Stiftung-structured German Mittelstand group in Nurnberg with roughly 17,000 employees and four civil divisions (Metering, Metall, Aviation, Controls), plus a separate Defence arm in Ueberlingen.
Applications for all civil divisions flow through a shared career portal (diehl.com/career) into an Abacus Umantis ATS at career.diehl.com — not Workday, not SuccessFactors.
German is effectively required for most Germany-based roles (B2 minimum, C1 preferred); English is fine for international project roles at Diehl Aerosystems and Diehl Metering export.
Tailor to the specific division and Standort — a Laupheim Aviation role and a Nurnberg corporate role are genuinely different cultures despite the shared brand.
Expect a structured, formal German interview process: HR screen, Fachgespraech, factory tour, sometimes a senior/board round. Ausbildung candidates add an Eignungstest.
Use the German Lebenslauf format (tabular, reverse-chronological, one to two pages), cite concrete norms (EN 9100, MID, DIN, IEC) and tools (CATIA, SAP, Hydra), and keep the PDF ATS-clean for Umantis parsing.
Stability, evidence, safety culture and modesty are rewarded; visionary pitches, heavy negotiation and creative CV layouts are not.
Diehl Defence is a separate application universe with security clearance requirements — do not conflate it with the civil divisions when writing your cover letter.

About Diehl Group

Diehl Stiftung & Co. KG, usually known simply as the Diehl Group or Diehl-Gruppe, is one of the quieter giants of the German Mittelstand. Headquartered in Nurnberg (Nuremberg), Bavaria, it is a family-owned industrial holding founded in 1902 by Heinrich Diehl as a small brass foundry. Four generations later, the company has grown into a globally active technology group with roughly 17,000 to 18,000 employees worldwide and annual revenue in the region of 4.3 to 4.6 billion euros, depending on the business cycle in aviation and defence. Rainer von Borstel serves as Chairman of the Corporate Board (Vorsitzender des Unternehmensvorstands), and the Diehl family remains the controlling owner through the Stiftung (foundation) structure that gives the company its legal name. What confuses a lot of applicants is that Diehl is not one company; it is an umbrella over several distinct industrial businesses. The non-military divisions that typically recruit through the shared Diehl career portal include Diehl Metering, which builds smart water, gas, heat and electricity meters for utilities and is riding the European smart-city and Wasserwirtschaft 4.0 wave; Diehl Metall, the traditional metallurgy arm, producing brass, copper and special alloy semi-finished products, contact and connector materials, and recycling services from plants in Rothenburg, Berlin and abroad; Diehl Aviation (commonly Diehl Aerosystems), a Tier-1 Airbus partner producing cabin interiors, lavatories, galleys, water and waste systems, lighting, and cabin emergency equipment out of Laupheim, Hamburg-Fuhlsbuettel, Giengen, Frickenhausen and international sites; and Diehl Controls, a specialist in control electronics and HMI systems for household appliances, heat pumps and industrial equipment, with its main site in Wangen im Allgaeu. Diehl Defence, the defence and security arm in Ueberlingen am Bodensee (guided missiles, propulsion, ammunition), is a separate recruiting universe with its own security clearance requirements and is usually treated as its own employer brand; this guide focuses on the civil divisions. For job seekers, the most important mental model is this: when you apply to "Diehl," you are almost always applying to a specific division at a specific Standort (site). Career paths, culture, dress code, language use and even interview style can vary meaningfully between a meter factory in Ansbach, a cabin interiors cleanroom in Laupheim and a corporate function in Nurnberg. But the things that bind the group together are real: German Mittelstand values, long tenure, conservative communication, strong vocational training, and a clear expectation that employees will integrate into a structured, quality-obsessed engineering culture rather than reinvent it. Diehl has been repeatedly recognized by German employer rankings and kununu as a top employer in the industrial sector, and the company markets its employer brand under the hashtag #MakeItWorkAtDiehl, which captures the tone: practical, modest, focused on the work. Recent business context matters for your pitch. Diehl Aviation is in the middle of a multi-year Airbus single-aisle ramp-up recovery, so demand for cabin engineers, production planners, supply chain specialists, quality (AS/EN 9100) and composites technicians has been strong. Diehl Metering is pushing hard into LoRaWAN and IoT-enabled metering for European utilities and winning large rollouts with municipal water providers, which creates openings in embedded firmware, radio protocols, data platforms and field service. Diehl Metall, closer to commodities, is more cyclical but remains a reliable employer for metallurgists, Zerspaner and chemical process engineers. Diehl Controls continues to be a quiet specialist in power electronics and appliance controls, increasingly relevant as heat pumps become a European growth market. If you mention one of these specific trends in your cover letter, you will immediately sound more credible than a candidate sending a generic application.

Application Process

1
Start on the group career portal at diehl
Start on the group career portal at diehl.com/group/en/career (redirects to new.diehl.com/career/en) and open the Jobs & Application section. The German-language page is stellenboerse at diehl.com/career/de/jobs-bewerbung/stellenboerse, and for most roles it has more listings than the English version because many positions are Germany-only in German.
2
Filter by country (Land), site (Standort), division (Gesellschaft) and job famil
Filter by country (Land), site (Standort), division (Gesellschaft) and job family (Funktionsbereich). Pay attention to the division name on the listing: Diehl Metering, Diehl Aviation, Diehl Metall and Diehl Controls each have distinct hiring managers and distinct cultures. A job at Diehl Metering Ansbach is a very different daily life from a job at Diehl Aviation Laupheim, even though they share a career portal.
3
Click through to the job detail page (hosted on diehl
Click through to the job detail page (hosted on diehl.com itself) and read the Aufgaben (tasks), Profil (profile/requirements) and Wir bieten (we offer) sections carefully. German Stellenanzeigen are unusually specific: if they ask for a particular Ausbildung, a specific norm (EN 9100, ISO 9001, IEC 61508), a CAD tool, or a specific language level (for example Deutsch C1), they mean it.
4
Click Jetzt bewerben (Apply now) or Apply now, which routes you to career
Click Jetzt bewerben (Apply now) or Apply now, which routes you to career.diehl.com — the external Abacus Umantis applicant self-service portal. Create an account with email and a password, or sign in if you already have one. Returning applicants should always reuse the same account; duplicate profiles are a common reason recruiters lose track of candidates.
5
Upload your application documents (Bewerbungsunterlagen) in the expected German
Upload your application documents (Bewerbungsunterlagen) in the expected German format: Anschreiben (cover letter, one page), tabellarischer Lebenslauf (chronological CV, one to two pages, no photo is fine but still common), Zeugnisse (school leaving certificate Abitur or equivalent, university transcripts, Arbeitszeugnisse from prior employers, apprenticeship certificates) and relevant certifications. PDF is the universal expected format; file size is typically capped around 5 to 10 MB per document.
6
Fill in structured data fields: desired entry date (Eintrittstermin), salary exp
Fill in structured data fields: desired entry date (Eintrittstermin), salary expectation (Gehaltsvorstellung) as a gross annual figure including any 13th month, notice period (Kuendigungsfrist, often three months for tariff roles), willingness to relocate, and, for technical roles, self-rated language levels (Deutsch, Englisch, Franzoesisch). Give a salary number rather than leaving it blank; an empty field signals inexperience with the German market.
7
Answer division-specific screening questions, which can include whether you have
Answer division-specific screening questions, which can include whether you have a valid work permit for Germany or the EU, whether you consent to background checks (especially for Aviation roles with airside access or Controls roles handling certified hardware), and whether you are a German or EU citizen for roles that touch dual-use goods or export-controlled technologies.
8
Submit and expect a system confirmation email from the Umantis-hosted career
Submit and expect a system confirmation email from the Umantis-hosted career.diehl.com domain within minutes. Add career.diehl.com to your safe senders list; German spam filters frequently misroute applicant tracking emails. You can log back in at any time to track status, withdraw, or apply to additional positions reusing your uploaded documents.
9
First recruiter screen typically happens within two to four weeks for active rol
First recruiter screen typically happens within two to four weeks for active roles, sometimes faster for Ausbildung (apprenticeship) roles where intake is seasonal. Silence past four weeks is not a good sign for competitive corporate roles but is normal for niche engineering positions where the hiring committee meets less frequently.
10
Interview stages for professionals are usually: HR phone or Teams screen (30 to
Interview stages for professionals are usually: HR phone or Teams screen (30 to 45 minutes, often in German), a technical or functional interview with the hiring manager and a senior specialist (60 to 90 minutes, often on-site at the Standort), and for senior roles a third round with a division head or board-level contact, sometimes including a factory tour (Werksfuehrung). Apprentices go through an Eignungstest (aptitude test), a group exercise and a personal interview.
11
Offers in Germany are formal written Arbeitsvertraege (employment contracts) del
Offers in Germany are formal written Arbeitsvertraege (employment contracts) delivered by post or secure PDF, not a quick email. Expect a tariff-bound salary (often IG Metall tariff at Aviation, Metering and Metall sites), 30 days of vacation, a 35-hour work week at many production sites, and benefits tied to the collective agreement. Do not push hard for US-style negotiation; instead, ask politely about Einstiegsstufe (entry step) and any Zulagen (allowances) that apply to your role.

Resume Tips for Diehl Group

recommended

Default to German (Lebenslauf) for roles based in Germany unless the ad is writt

Default to German (Lebenslauf) for roles based in Germany unless the ad is written in English end-to-end. A German Lebenslauf is tabellarisch (tabular, reverse-chronological), one to two pages, with clearly labeled sections: Persoenliche Daten, Berufserfahrung, Ausbildung, Kenntnisse und Faehigkeiten, Sprachen, Weiterbildung. A photo is optional since 2006 under AGG but still common; if you include one, use a professional Bewerbungsfoto.

recommended

Name the specific Diehl division and site in your Anschreiben (cover letter): "f

Name the specific Diehl division and site in your Anschreiben (cover letter): "fuer die Position ... bei Diehl Aviation am Standort Laupheim" reads naturally. A generic "Diehl-Gruppe" cover letter gets flagged as a mass application. Reference the exact Stellen-ID or Referenznummer from the job ad.

recommended

Translate industry-relevant norms and frameworks into Diehl's vocabulary

Translate industry-relevant norms and frameworks into Diehl's vocabulary. For Aviation, name EN 9100 / AS 9100, Part 21, Part 145, Nadcap, FAI and Airbus-specific standards like ABD 0100 or ABD 0200 if you know them. For Metering, call out DIN EN 14154 (water meters), MID (Measuring Instruments Directive 2014/32/EU), OIML, LoRaWAN, wM-Bus, DLMS/COSEM. For Metall, mention DIN EN 12166 (copper and copper alloys), ISO 9001, IATF 16949 if you touched automotive connector alloys. For Controls, cite IEC 60730, IEC 61508, UL 60730 and EMC standards EN 55014.

recommended

Map your apprenticeship or degree to the German ladder

Map your apprenticeship or degree to the German ladder. "Bachelor of Engineering" is fine; "M.Sc. Elektrotechnik, TU Muenchen" is better; "Industriemechaniker (IHK)" or "Elektroniker fuer Automatisierungstechnik (IHK)" are gold for production roles. International candidates should translate equivalents clearly (for example, "B.Eng. Mechanical Engineering, equivalent to German Dipl.-Ing. (FH)").

recommended

State language levels using the CEFR scale (A1 through C2) rather than vague lab

State language levels using the CEFR scale (A1 through C2) rather than vague labels. For non-customer-facing engineering at Nurnberg HQ or German production sites, Deutsch B2 is typically the absolute floor and C1 is preferred. For shop-floor, Ausbildung-track or union-adjacent roles (tariff-bound IG Metall), C1 is often required in practice even if the ad says fliessend. For Diehl Aerosystems international project teams and Diehl Metering export functions, English C1 plus German B2 is often acceptable.

recommended

List tooling precisely

List tooling precisely. CAD: CATIA V5/V6 (standard at Aviation), NX, SolidWorks, Creo. PLM: 3DEXPERIENCE, Teamcenter, Windchill. ERP: SAP S/4HANA, SAP ERP ECC, with specific modules (PP, MM, QM, PM, SD). Simulation: ANSYS, Abaqus, MATLAB/Simulink for Metering firmware. MES: Hydra, SAP ME. Quality: SAP QM, Minitab, 8D, FMEA, APQP, PPAP.

recommended

For production and Facharbeiter roles, list concrete machines and certifications

For production and Facharbeiter roles, list concrete machines and certifications: CNC-Drehen, CNC-Fraesen, Mazak, DMG MORI, Heidenhain, Siemens 840D, Schweissen (MIG/MAG, WIG, EN ISO 9606), Kranschein, Staplerschein, IHK-Pruefungsteilnahme als Ausbilder. German Facharbeiter CVs that show only job titles get filtered out; show the specific Maschinenpark and the specific Werkstoffe.

recommended

Use Arbeitszeugnisse signals correctly

Use Arbeitszeugnisse signals correctly. If you are German, include references to your best Zeugnisnoten ("stets zu unserer vollsten Zufriedenheit") where relevant. If you are international, do not fake this code; instead, provide a Letter of Recommendation in English and explain briefly in your cover letter that your home country uses reference letters rather than Zeugnisse.

recommended

Keep the document ATS-parsable for Abacus Umantis: single-column layout, standar

Keep the document ATS-parsable for Abacus Umantis: single-column layout, standard Latin fonts, no text boxes or embedded images for important content, clear section headings, and a normal PDF (not a flattened image). Umantis is competent at German formats but still fails on creative layouts. Save as Nachname_Vorname_Lebenslauf.pdf; recruiters often download into a single candidate folder.

recommended

For Werkstudent (working student) and Praktikum (internship) applications, lead

For Werkstudent (working student) and Praktikum (internship) applications, lead with your Hochschule, Fachsemester, Studienrichtung, and expected graduation. Note your Matrikelnummer only if asked; your expected availability in hours per week during term (typically up to 20) and full-time during semester break is the information Diehl HR is scanning for.

ATS System: Abacus Umantis (Haufe Talent Management)

Diehl Group runs all civil-division recruiting through an Abacus Umantis applicant tracking system hosted at career.diehl.com. Abacus Umantis is a Swiss-German talent management platform, now part of the Haufe Group, widely used across the DACH Mittelstand. The public-facing portal is career.diehl.com/SelfService; vacancy URLs follow the pattern career.diehl.com/Vacancies/{job_id}/Application/CheckLogin/{step}, and the underlying HTML explicitly identifies itself as Abacus-Umantis via a meta ATS tag and a globalUmantisParams JavaScript object. Diehl's own web team renders the job listing index on diehl.com itself for SEO, but the moment you click Apply (Jetzt bewerben), you are inside Umantis. The system handles account creation, CV parsing, structured questionnaire answers, referral tracking, Ausbildung intake, and recruiter workflow end-to-end.

Create one Umantis account on career.diehl.com and reuse it for every application. Duplicate profiles fragment your history and frustrate recruiters.
Umantis parses German-format PDFs well but struggles with multi-column creative CVs, embedded tables, and text rendered as images. Use a clean single-column layout.
The system does CV parsing to prefill fields; always review the auto-filled data and correct it manually. Umantis can transpose Nachname/Vorname or miss accents on umlauts.
Structured fields (Gehaltsvorstellung, Eintrittstermin, Kuendigungsfrist, Sprachen) are searchable by recruiters. Leaving them blank hides you from internal shortlisting.
Keyword matching is meaningful in the German Mittelstand ATS context: include exact norms, tariff grades, tool names and Ausbildungs-Bezeichnungen as they appear in the Stellenanzeige.
File size cap is typically 5 to 10 MB per document and 20 MB total. Compress scanned Zeugnisse (300 dpi is enough) and avoid uploading multi-hundred-MB portfolios.
Use the Speculative/Unsolicited application path (Initiativbewerbung) only when no matching role exists. Recruiters route these separately and they can sit for months.
Umantis sends status emails from career.diehl.com. Whitelist the domain; German enterprise spam filters (especially corporate Outlook) occasionally misroute them.
You can withdraw or update your application at any time from the SelfService dashboard. Update your documents before a scheduled interview rather than emailing the recruiter new PDFs.
The portal is localized (German, English, French, Polish, Chinese, Hungarian, Spanish). Apply in the language of the job ad; mixing languages inside the same application confuses both the parser and the recruiter.

Interview Culture

Diehl interviews follow the formal German Mittelstand script with a strong engineering culture overlay.

The first round is almost always an HR screen with a Personalreferent or Talent Acquisition Partner, usually 30 to 45 minutes by phone or Microsoft Teams, almost always in German for Germany-based roles. The tone is polite, structured and factual rather than chatty; expect questions about your Werdegang (career path), Wechselmotivation (reason for changing employers), salary expectation, earliest start date and notice period. Do not be alarmed by direct questions about gaps in your Lebenslauf; this is standard in Germany and not an attack. The second round is the Fachgespraech (technical or functional interview) with the hiring manager (Fachvorgesetzter) and often one or two senior specialists. For engineering roles this can run 60 to 90 minutes and will go deep on specifics: ask an Aviation cabin engineer about EN 9100 documentation, CATIA methodology, tolerance stack-up, fire and smoke testing to ABD 0031, or water/waste system certification. Ask a Metering firmware engineer about LoRaWAN class A/B/C, wM-Bus, OMS, battery budget for 15-year sealed meters, or MID approval processes. Be ready to whiteboard on Teams or on paper; prepared, structured answers beat clever improvisation. The German interviewing style rewards candidates who say "I do not know, but here is how I would find out" over candidates who bluff confidently. For production and Facharbeiter roles, expect a Werksfuehrung (factory tour) as part of the on-site day and sometimes a short practical exercise (Arbeitsprobe) at the machine or bench. This is not an elimination ritual; it is how German industrial culture evaluates whether you are comfortable on the shop floor and whether your Facharbeiter vocabulary matches the team's. Safety shoes and safety glasses will be provided. Dress cleanly but not formally; a suit on the shop floor reads as uncomfortable rather than professional. For senior and leadership roles, a third interview typically includes a division director or board-level contact and sometimes spans half a day with a plant tour, a structured panel, and a quieter conversation over lunch in the Werkskantine. Diehl takes whole-widget cultural fit seriously; leaders are expected to be calm, evidence-based, durable and modest. Theatrical visionary pitches land badly. So does over-negotiating at the offer stage: once an Arbeitsvertrag is issued, the margin is narrow and the expectation is that a serious candidate accepts cleanly. Ausbildung (apprenticeship) and Duales Studium candidates run a different track: an Eignungstest (aptitude test, usually covering Mathematik, Deutsch, logisches Denken, technisches Verstaendnis), a group exercise at an Azubi-Infotag, and a personal interview with the Ausbildungsleiter. Across every format, small cultural signals matter more than Americans, Brits or Asians typically expect. Arrive five to ten minutes early; any earlier is awkward, any later is disqualifying. Use Sie and the correct title (Herr/Frau plus surname) until explicitly invited to use Du. End interviews with a clear, measured summary of your interest rather than a sales pitch. Thank-you emails are optional in Germany and sometimes seen as overly American; a short message restating your interest and confirming next steps is safe and welcome.

What Diehl Group Looks For

Verified German qualifications. An IHK Ausbildung, a state-recognized Duales Studium, a Bachelor or Master from an accredited German Hochschule, or a clearly translated international equivalent. Diehl trusts the German qualification system and expects documentation.
Stability and longevity. German Mittelstand companies, especially family-owned foundations like Diehl, prefer candidates who stay. Three-to-five-year tenures read well. Frequent short stints (under 18 months, repeatedly) get questioned directly in the Fachgespraech.
Division-relevant domain depth. Aviation expects airworthiness and cabin-systems fluency; Metering expects metrology, radio, embedded or utility-software fluency; Metall expects metallurgy, Zerspanung and process fluency; Controls expects power electronics, firmware and functional safety fluency. Generalists need to pick a division and pitch themselves into it.
Evidence over narrative. Claims are expected to be backed by certificates, Zeugnisse, published norms or concrete deliverables. "I managed a large project" is weak; "I led the EN 9100 requalification of line 3 in Laupheim over eight months, cutting first-pass defect rate from 4.1 percent to 1.6 percent" is the register.
Language fit for the site. Deutsch B2 to C1 is the default for Germany-based roles; customer-facing and tariff-bound roles often need C1 in practice. English C1 is the default for international engineering project teams at Aerosystems and Metering export.
Safety and quality culture. Candidates should be able to discuss arbeitssicher, 5S, Gemba, FMEA, 8D, Ishikawa, Poka-Yoke fluently and without irony. Diehl production sites run on these and view them as table stakes, not buzzwords.
EU work authorization or a realistic path to it. For non-EU candidates, Blue Card eligibility (roughly Bachelor + qualifying salary threshold) and willingness to relocate to a specific Standort (not just "Germany") are significant positive signals.
Calm, modest communication. Over-polished, over-branded personal presentation is viewed with mild suspicion. Clear, accurate, understated self-description is the expected register across the organisation, top to bottom.
Willingness to commute or relocate to the actual Standort. Most Diehl production work is not remote-first. Being realistic about living in Nurnberg, Laupheim, Ansbach, Wangen im Allgaeu, Rothenburg, Ueberlingen or Hamburg matters more than candidates from London or San Francisco often realize.
Integrity and cleanability for regulated work. Aviation suppliers, metering utilities, defence-adjacent electronics and any site handling export-controlled technologies prefer applicants who can pass background checks without surprises. Disclose cleanly when asked; Diehl's recruiters can handle nuance but not concealment.

Frequently Asked Questions

What ATS does Diehl Group use, and where do I actually submit my application?

Diehl Group uses Abacus Umantis (part of the Haufe Group) as its applicant tracking system, hosted at career.diehl.com. Job listings are displayed on diehl.com's own career site for SEO and branding, but every Jetzt bewerben / Apply now button routes to career.diehl.com/SelfService where you create an account, upload documents and submit. The URL pattern career.diehl.com/Vacancies/{id}/Application/CheckLogin/{step} is the giveaway. This is not Workday or SuccessFactors; treat it as a DACH-native ATS and format accordingly.

Do I have to speak German to work at Diehl?

Functionally, yes, for most Germany-based positions. Deutsch B2 (CEFR) is the practical floor for engineering and specialist roles; C1 is preferred and often implicit for tariff-bound, production, HR, legal and customer-facing positions. International engineering project teams at Diehl Aerosystems (Airbus programmes) and export-focused functions at Diehl Metering sometimes run in English, but daily life at Nurnberg HQ and at most German Standorte is conducted in German. If your German is below B2 and you are not applying for an explicitly English-speaking international role, expect your application to be screened out regardless of technical fit.

How is Diehl Defence different from the rest of Diehl for job applications?

Diehl Defence, based in Ueberlingen am Bodensee, operates as a separate employer brand within the group. Its products (guided missiles, propulsion, ammunition, naval systems, including IRIS-T) are export-controlled under German and EU dual-use regulations, which means applicants are typically expected to be German or EU citizens, willing to undergo security vetting (Sicherheitsueberpruefung), and free of conflicts that would block airside or defence clearance. While Diehl Defence sometimes posts through the shared group channels, its interview process, onboarding and career paths are distinct and longer. If you want defence work, apply to Diehl Defence explicitly; if you want aviation, metering, metallurgy or controls, stay within the civil divisions and do not overstate defence interest.

What are typical Ausbildung and Duales Studium options at Diehl?

Diehl is a strong Ausbildungsbetrieb across its production sites. Classic IHK apprenticeships include Industriemechaniker, Zerspanungsmechaniker, Werkzeugmechaniker, Mechatroniker, Elektroniker fuer Automatisierungstechnik or Geraete und Systeme, Fachinformatiker Anwendungsentwicklung and Systemintegration, Industriekaufmann/-frau, and site-specific specialties (for example, Oberflaechenbeschichter at Metall sites, Technischer Produktdesigner at Aviation sites). Duales Studium options commonly include Maschinenbau, Elektrotechnik, Wirtschaftsingenieurwesen, Informatik and BWL, in cooperation with partner Hochschulen like DHBW (Baden-Wuerttemberg), OTH Regensburg, FAU Erlangen-Nuernberg and Hochschule Ansbach. Applications for the next September cohort typically open a year in advance; the aptitude test (Eignungstest) and a structured Azubi-Infotag are part of the selection.

What salary should I expect, and how does tariff pay work?

Many Diehl sites are bound to the IG Metall Tarifvertrag for Bayern, Baden-Wuerttemberg or Berlin-Brandenburg depending on location, which means entry-level salaries for tariff roles are largely determined by Entgeltgruppe (pay band) and Stufe (step) rather than individual negotiation. For reference points, a Bachelor-level engineer at an IG Metall Bayern site typically enters around EG 10 to 11 (roughly 58,000 to 70,000 euros gross per year plus tariff bonuses), a Master-level engineer can enter at EG 11 to 12, and experienced specialists move up through EG 13 to 14. Apprentices earn monthly apprenticeship allowances set by the tariff, usually around 1,000 to 1,200 euros in year one, rising each year. Non-tariff (ausser-tariflich, AT) positions for senior roles are individually negotiated. State a realistic Gehaltsvorstellung in your application; leaving it blank flags you as unfamiliar with the German market.

Is Diehl remote-friendly?

Partially, and mostly for desk-based corporate and engineering roles. Diehl offers mobiles Arbeiten / Homeoffice for many office-based positions, typically 40 to 60 percent remote with regular on-site days, governed by division- and site-level Betriebsvereinbarungen. Production, Ausbildung, plant engineering, quality on the floor, field service for Metering and installation roles on Aviation programmes are fundamentally on-site because the work lives at the machine, in the cleanroom, at the meter or on the aircraft. Do not apply from abroad expecting full remote for a role based at a Werk; it will not fly.

Does Diehl hire international candidates and sponsor Blue Cards?

Yes, particularly at Diehl Aerosystems (Airbus-facing international engineering) and Diehl Metering (EU-wide smart metering rollouts), and selectively at the Nurnberg corporate centre. Germany's EU Blue Card path is the standard mechanism for qualifying non-EU applicants: a recognized degree equivalent to a German Hochschulabschluss and a job offer at or above the current Blue Card salary threshold. Diehl HR is used to processing Blue Cards but will expect candidates to do the heavy lifting with the Auslaenderbehoerde and, typically, to be ready to relocate to the specific Standort. Language remains a real filter; Blue Card candidates with only English are more viable at Aerosystems international programmes than at Metall or at most corporate functions.

I applied and heard nothing for weeks — what should I do?

Two to four weeks of silence is normal for non-urgent professional roles in German industry; the hiring committee may meet only every two weeks and internal approvals can stretch. If you hear nothing at six weeks, log into your Umantis account on career.diehl.com to check your application status (often "in Bearbeitung" or "eingegangen") and send one polite follow-up email to the recruiter (Personalreferent) named in the job ad, referencing the Stellen-ID. Do not follow up more than once, do not call the Werk switchboard asking to speak to the hiring manager, and do not LinkedIn-message random Diehl managers about unrelated roles; German recruiting etiquette treats that as rude and it will work against you.

How should I present international (non-German) work experience on my Lebenslauf?

Translate roles and qualifications into the German equivalent where possible, but do not invent IHK certifications you do not hold. Use clear German job titles ("Teamleiter Qualitaet" rather than "Q Lead"), translate company descriptions in one line if the employer is not known in Germany, and map your degree to the Anabin database classification if applicable. Include English Zeugnisse or Letters of Reference with a short German cover note explaining the equivalence. Diehl HR routinely processes international Lebenslaeufe; what they do not enjoy is having to guess whether your "Senior Director" in a 12-person US startup equates to an Abteilungsleiter or not. Be explicit and honest about scope.

What is the Diehl work culture actually like day-to-day?

Calm, structured, quality-driven and quietly proud. Diehl is not a Silicon Valley startup and does not pretend to be. Meetings start on time, decisions are documented, processes are followed, Betriebsraete (works councils) matter at most sites, and the 35-hour week at tariff-bound production sites is real. Colleagues tend to be long-tenured; hallway conversations about the Kantine, Urlaubsplanung and the Betriebsausflug are part of the rhythm. As a family-owned Stiftung, the company plans on decade-scale horizons, which shows up in reliable benefits, decent Weiterbildung budgets, and a preference for evolutionary over revolutionary change. If you thrive on chaos and rapid reorgs, you will find Diehl slow; if you value doing work that ships correctly the first time, stays in service for 15 to 30 years, and is built by people who intend to still be there in a decade, the culture rewards you.

How to Apply to Diehl Group

Key Takeaways

About Diehl Group

Application Process

Resume Tips for Diehl Group

Default to German (Lebenslauf) for roles based in Germany unless the ad is writt

Name the specific Diehl division and site in your Anschreiben (cover letter): "f

Translate industry-relevant norms and frameworks into Diehl's vocabulary

Map your apprenticeship or degree to the German ladder

State language levels using the CEFR scale (A1 through C2) rather than vague lab

List tooling precisely

For production and Facharbeiter roles, list concrete machines and certifications

Use Arbeitszeugnisse signals correctly

Keep the document ATS-parsable for Abacus Umantis: single-column layout, standar

For Werkstudent (working student) and Praktikum (internship) applications, lead

ATS System: Abacus Umantis (Haufe Talent Management)

Interview Culture

What Diehl Group Looks For

Frequently Asked Questions

Open Positions

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Sources