How to Apply to Kühne + Nagel Deutschland

Key Takeaways

Kuehne + Nagel is a Swiss-headquartered global logistics leader with around 80,000 employees in more than 100 countries across Sea, Air, Road, and Contract Logistics.
Applications run through an SAP SuccessFactors career portal at jobs.kuehne-nagel.com, so an ATS-friendly, keyword-aligned PDF CV and a complete candidate profile are essential.
The hiring process typically involves a recruiter screen, one to three interviews, and often a case study, presentation, or assessment centre depending on the role and country.
Interviews are competency-based and value-driven; prepare crisp STAR stories that show customer focus, ownership, global collaboration, and digital fluency.
Domain knowledge of freight forwarding, contract logistics, and supply chain technology is a major differentiator; quantify your impact in TEU, tonnage, on-time delivery, and cost or revenue terms.
Cultural fit is taken seriously; humility, integrity, long-term thinking, and genuine interest in logistics are weighted heavily alongside technical skills.
Languages matter; English is the working language globally, but German, French, Spanish, Mandarin, and other regional languages strengthen applications in Switzerland, Germany, and key trade lanes.
Career paths emphasise internal mobility through graduate programmes, apprenticeships, and leadership development, so frame yourself as someone who can grow across business units and geographies.
Sustainability and digitalisation are strategic pillars; reference Net Zero Carbon, Book & Claim SAF, myKN, and eTouch in interviews to show you understand where the company is heading.

About Kühne + Nagel Deutschland

Kuehne + Nagel International AG is a Swiss multinational transport and logistics company headquartered in Schindellegi, in the canton of Schwyz, Switzerland. Founded in 1890 in Bremen, Germany by August Kuehne and Friedrich Nagel as a forwarding agency for cotton and consolidated cargo, the company has grown over more than 130 years into one of the world's largest logistics providers, with approximately 80,000 employees in over 1,300 offices across more than 100 countries. The company is publicly listed on the SIX Swiss Exchange (ticker: KNIN) and forms part of the SMI Mid (SMIM) index, while remaining majority-owned by the Kuehne family through the Kuehne Holding AG, with Klaus-Michael Kuehne serving as Honorary Chairman and a guiding force behind the long-term strategy. Kuehne + Nagel operates across four primary business units that together cover the full breadth of global supply chain services. Sea Logistics is the company's heritage business and a global market leader in container freight forwarding, moving more than 4 million standard containers annually. Air Logistics handles general air freight, perishables, pharmaceuticals, aerospace, and e-commerce shipments, consistently ranking as one of the top three air freight forwarders worldwide by tonnage. Road Logistics provides European and intercontinental groupage, full and partial truckload, and specialised transport. Contract Logistics designs and operates warehousing, distribution, value-added services, and integrated supply-chain solutions, including specialised verticals such as pharma and healthcare, aerospace, automotive, industrial, retail, and high-tech. The company has invested heavily in digital platforms such as myKN for customers and eTouch for sea-freight quoting and booking, and operates one of the industry's largest pharma and healthcare networks, including GDP-certified airport hubs and KN PharmaChain. Sustainability is a stated strategic pillar through the Net Zero Carbon programme, the Book & Claim Sustainable Aviation Fuel and Sustainable Marine Fuel insetting solutions, and a 2030 ambition to reach net-zero direct emissions across owned operations. Kuehne + Nagel positions itself not only as a freight forwarder but as a partner for end-to-end, data-driven supply chain orchestration, and that positioning shapes how the company hires across commercial, operational, IT, finance, and corporate functions globally.

Application Process

1
Search and apply for openings on the official careers portal at jobs
Search and apply for openings on the official careers portal at jobs.kuehne-nagel.com, which lists roles across all four business units and corporate functions worldwide; you can filter by country, function, and business unit.
2
Create a candidate profile in the SAP SuccessFactors-based application system, u
Create a candidate profile in the SAP SuccessFactors-based application system, upload your CV (PDF preferred) and any required documents such as work permits, certificates, or transcripts, and complete the structured application form for each role you target.
3
Expect an initial screening by a regional or central Talent Acquisition recruite
Expect an initial screening by a regional or central Talent Acquisition recruiter, usually within one to three weeks; for graduate, apprentice, or trainee programmes the screening can also include an online assessment covering numerical, verbal, and logical reasoning.
4
Progress to one or two interviews with the hiring manager and a senior operation
Progress to one or two interviews with the hiring manager and a senior operations or functional leader; for commercial, IT, and corporate roles a third interview with a regional or global stakeholder is common, and for senior roles a panel or executive round is added.
5
Be prepared for a case study, presentation, or technical exercise tailored to th
Be prepared for a case study, presentation, or technical exercise tailored to the role, such as a freight pricing scenario for sea or air logistics, a warehouse design walk-through for contract logistics, a SQL or system design task for IT, or an Excel-based finance modelling task.
6
For some country organisations and graduate programmes, complete an assessment c
For some country organisations and graduate programmes, complete an assessment centre lasting half a day to a full day with group exercises, role-plays, and a final interview with HR and senior leaders.
7
Receive a verbal offer from the recruiter, followed by a written contract; expec
Receive a verbal offer from the recruiter, followed by a written contract; expect background, reference, and right-to-work checks before your start date, plus a structured onboarding programme called Welcome@KN in your first weeks.

Resume Tips for Kühne + Nagel Deutschland

recommended

Lead with logistics, supply chain, or freight forwarding domain language; mirror

Lead with logistics, supply chain, or freight forwarding domain language; mirror the exact terms used in the job description (for example sea freight, FCL/LCL, air freight tonnage, road groupage, contract logistics, 3PL, customs brokerage) so the SAP SuccessFactors parser ranks you accurately.

recommended

Quantify operational impact in numbers the industry recognises: TEU moved, tonna

Quantify operational impact in numbers the industry recognises: TEU moved, tonnage shipped, on-time delivery percentages, customer NPS, gross profit per shipment, warehouse throughput, inventory turns, or cost-savings in CHF, EUR or USD.

recommended

Show evidence of working in a global matrix; call out cross-border collaboration

Show evidence of working in a global matrix; call out cross-border collaboration with regions such as APAC, EMEA, and the Americas, multi-currency P&L exposure, and experience with global customers in pharma, automotive, aerospace, retail, or high-tech verticals.

recommended

Highlight tools that map to the K+N tech stack: SAP (especially SuccessFactors,

Highlight tools that map to the K+N tech stack: SAP (especially SuccessFactors, S/4HANA, TM, EWM), CargoWise, Salesforce, Power BI, Tableau, SQL, Python, and any TMS, WMS, or freight quoting systems you have used.

recommended

Demonstrate language ability explicitly; English is the working language but Ger

Demonstrate language ability explicitly; English is the working language but German, French, Spanish, Mandarin, or other regional languages are a clear differentiator in many country organisations and corporate roles in Switzerland.

recommended

Use a single-column, ATS-clean layout in PDF; avoid tables, text boxes, headers

Use a single-column, ATS-clean layout in PDF; avoid tables, text boxes, headers and footers, graphics for skills, and photos unless the local market in continental Europe explicitly expects one (Switzerland and Germany still often do).

recommended

Include certifications and regulated-industry credentials when relevant: IATA DG

Include certifications and regulated-industry credentials when relevant: IATA DGR, FIATA Diploma, customs brokerage licences, GDP for pharma, lean six sigma, PMP or PRINCE2, SAFe, AWS or Azure for IT roles, and CIPS or APICS/CSCP for procurement and supply chain.

recommended

Add a short profile statement at the top tailored to the business unit (Sea, Air

Add a short profile statement at the top tailored to the business unit (Sea, Air, Road, Contract Logistics, or Corporate) so a busy recruiter immediately sees alignment with the opening rather than a generic supply chain summary.

ATS System: SAP SuccessFactors Recruiting

Kuehne + Nagel uses SAP SuccessFactors Recruiting as its global applicant tracking system, integrated with the broader SAP SuccessFactors Human Experience Management (HXM) suite. Candidates apply through the centralised careers portal at jobs.kuehne-nagel.com, which routes openings from all business units (Sea, Air, Road, Contract Logistics) and corporate functions across more than 100 countries into a single SuccessFactors instance. The system parses CVs into structured profile fields, supports multilingual job postings, runs internal mobility for current employees, and feeds downstream onboarding and HR processes once an offer is accepted.

A
p
p
l
y
t
h
r
o
u
g
h
t
h
e
o
f
f
i
c
i
a
l
p
o
r
t
a
l
a
t
j
o
b
s
.
k
u
e
h
n
e
-
n
a
g
e
l
.
c
o
m
a
n
d
c
r
e
a
t
e
a
c
o
m
p
l
e
t
e
c
a
n
d
i
d
a
t
e
p
r
o
f
i
l
e
r
a
t
h
e
r
t
h
a
n
o
n
l
y
u
p
l
o
a
d
i
n
g
a
C
V
;
S
u
c
c
e
s
s
F
a
c
t
o
r
s
u
s
e
s
b
o
t
h
t
h
e
p
a
r
s
e
d
C
V
a
n
d
t
h
e
s
t
r
u
c
t
u
r
e
d
p
r
o
f
i
l
e
f
i
e
l
d
s
w
h
e
n
m
a
t
c
h
i
n
g
c
a
n
d
i
d
a
t
e
s
.
U
s
e
a
s
i
n
g
l
e
-
c
o
l
u
m
n
P
D
F
w
i
t
h
s
t
a
n
d
a
r
d
s
e
c
t
i
o
n
h
e
a
d
i
n
g
s
(
E
x
p
e
r
i
e
n
c
e
,
E
d
u
c
a
t
i
o
n
,
S
k
i
l
l
s
,
C
e
r
t
i
f
i
c
a
t
i
o
n
s
,
L
a
n
g
u
a
g
e
s
)
,
a
v
o
i
d
t
a
b
l
e
s
,
t
e
x
t
b
o
x
e
s
,
h
e
a
d
e
r
s
a
n
d
f
o
o
t
e
r
s
,
a
n
d
d
e
c
o
r
a
t
i
v
e
g
r
a
p
h
i
c
s
t
h
a
t
c
o
n
f
u
s
e
t
h
e
p
a
r
s
e
r
.
M
i
r
r
o
r
t
h
e
e
x
a
c
t
k
e
y
w
o
r
d
s
f
r
o
m
t
h
e
j
o
b
d
e
s
c
r
i
p
t
i
o
n
,
e
s
p
e
c
i
a
l
l
y
b
u
s
i
n
e
s
s
u
n
i
t
n
a
m
e
s
a
n
d
t
o
o
l
s
(
S
A
P
,
C
a
r
g
o
W
i
s
e
,
S
a
l
e
s
f
o
r
c
e
,
P
o
w
e
r
B
I
,
I
A
T
A
D
G
R
,
G
D
P
)
.
S
p
e
l
l
o
u
t
i
n
d
u
s
t
r
y
a
c
r
o
n
y
m
s
o
n
f
i
r
s
t
u
s
e
.
K
e
e
p
y
o
u
r
p
r
o
f
i
l
e
u
p
d
a
t
e
d
f
o
r
i
n
t
e
r
n
a
l
m
o
b
i
l
i
t
y
o
n
c
e
y
o
u
j
o
i
n
,
a
n
d
s
e
t
u
p
j
o
b
a
l
e
r
t
s
i
n
y
o
u
r
c
a
n
d
i
d
a
t
e
a
c
c
o
u
n
t
s
o
n
e
w
o
p
e
n
i
n
g
s
i
n
y
o
u
r
f
u
n
c
t
i
o
n
a
n
d
c
o
u
n
t
r
y
r
e
a
c
h
y
o
u
q
u
i
c
k
l
y
.

Complete SAP SuccessFactors Recruiting Resume Guide →

Interview Culture

Interviews at Kuehne + Nagel are described by candidates as professional, structured, and notably people-focused, reflecting a culture that the company itself summarises in its values of We deliver, We grow together, We shape, and We care. Across business units, recruiters and hiring managers tend to use a competency-based interviewing style, asking candidates to talk through concrete examples of past behaviour rather than hypothetical answers; the STAR format (situation, task, action, result) is the safest way to structure responses. Expect questions that probe customer focus, accountability, ability to operate in a global matrix, comfort with change and digital transformation, and willingness to take ownership of operational problems end to end. The tone is conversational rather than adversarial, but interviewers do drill down on specifics. They will ask why a particular decision was made, how a result was measured, what you would have done differently, and how you handled disagreements with stakeholders or customers. For commercial and operational roles, expect detailed discussion of trade lanes, pricing, capacity, customer profitability, and how you have personally won or retained business. For contract logistics, expect questions about warehouse productivity, slotting, labour planning, automation, and safety culture. For IT, finance, HR, and other corporate roles, interviews lean into delivery in a global organisation, change management, and stakeholder influence at multiple seniority levels. Cultural fit matters a great deal because the company is family-influenced, long-tenured, and proud of its heritage; many leaders have been with the firm for fifteen to twenty-five years. Interviewers look for humility, integrity, and genuine interest in logistics as an industry rather than career-hopping or pure compensation focus. They appreciate candidates who have done their homework on the four business units, the four KN values, the Roadmap 2026 strategy, the Net Zero Carbon programme, and recent quarterly results. Punctuality, polite professionalism, and clear written follow-up after the interview align well with Swiss and German business norms that influence the global culture. For roles based in Schindellegi, Hamburg, or other European hubs, interviews are usually a mix of in-person and Microsoft Teams video, while regional roles increasingly run fully remote until a final round on-site.

What Kühne + Nagel Deutschland Looks For

Genuine interest in logistics, freight forwarding, and global supply chains, evidenced by industry knowledge, certifications, or relevant internships rather than a generic interest in operations.
Customer-first mindset with measurable examples of solving customer problems, retaining accounts, or growing share of wallet in a B2B environment.
Strong ownership and accountability; the ability to run a process, a P&L line, a customer relationship, or a project end to end without needing constant oversight.
Comfort working in a global matrix across time zones, cultures, and reporting lines, with English fluency as a baseline and additional languages as a differentiator.
Digital fluency and openness to data-driven decision making, including experience with TMS, WMS, ERP (especially SAP), BI tools, and increasingly AI and automation use cases.
Resilience and adaptability through volatile market conditions such as freight rate cycles, geopolitical disruptions, port congestion, capacity crunches, and pandemic-style shocks.
Integrity and compliance orientation, given the regulated nature of customs, dangerous goods, pharma GDP, sanctions screening, and anti-bribery requirements in international logistics.
Long-term mindset and growth potential; K+N invests heavily in internal mobility, apprenticeships, graduate programmes, and leadership development, and prefers candidates who can grow into multiple roles.

Frequently Asked Questions

What ATS does Kuehne + Nagel use?

Kuehne + Nagel uses SAP SuccessFactors Recruiting as its global applicant tracking system. All public roles are posted at jobs.kuehne-nagel.com and require you to create a candidate profile, upload a CV, and complete a structured application form. Because SuccessFactors parses CV text into profile fields, a clean single-column PDF with standard section headings (Experience, Education, Skills, Certifications, Languages) and job-description keywords gives you the strongest chance of being shortlisted.

How long does the hiring process take at Kuehne + Nagel?

For most operational and commercial roles the end-to-end process takes about four to eight weeks from application to offer. Graduate, apprentice, and trainee programmes often follow a fixed annual calendar with assessment centres and can take two to three months. Senior leadership and corporate roles based in Schindellegi or other regional headquarters can take longer due to multiple panel interviews and global stakeholder alignment. Recruiters generally communicate timelines clearly, so it is appropriate to ask at the screening stage.

Does Kuehne + Nagel offer remote or hybrid work?

Yes, but the policy varies by country, business unit, and role. Corporate, IT, finance, HR, and many commercial roles are commonly hybrid, often with two to three days per week in the office. Operational roles in warehouses, airport gateways, sea freight stations, and contract logistics sites are inherently on-site. The company emphasises in-person collaboration for onboarding and team building, particularly within the first months of a new hire's tenure.

What is the interview style at Kuehne + Nagel?

Interviews are competency- and values-based, mapped against the four KN values (We deliver, We grow together, We shape, We care). Expect behavioural questions answered in STAR format, plus role-specific technical questions. For commercial roles you will discuss trade lanes, pricing, and customer wins; for contract logistics you will discuss productivity, safety, and continuous improvement; for IT and corporate roles you will discuss delivery in a global matrix and stakeholder management.

Do I need to speak German to work at Kuehne + Nagel in Switzerland?

English is the official working language across the global organisation, including the Schindellegi headquarters, so you can work successfully without German. That said, conversational or business-level German (or Swiss German for daily life) is highly valued for roles that interface with local customers, authorities, or operational teams in Switzerland, Germany, and Austria. For other regions, the dominant local business language tends to matter more than German.

What graduate, apprentice, and early-career programmes does Kuehne + Nagel offer?

K+N is well known for structured early-career paths. The Kuehne + Nagel International Graduate Programme is a multi-year rotational programme across business units and countries; many country organisations also run local trainee programmes in commercial, operations, and finance. In German-speaking countries, vocational apprenticeships (Ausbildung) for forwarding agents (Kaufleute für Spedition und Logistikdienstleistung) are a flagship pipeline. Programmes are advertised on jobs.kuehne-nagel.com.

How should I tailor my CV for an SAP SuccessFactors ATS?

Use a clean single-column PDF, standard section headings, no tables or text boxes, and no images for skills or progress bars. Mirror keywords from the job description, including business unit terms (Sea Logistics, Air Logistics, Road Logistics, Contract Logistics) and tools (SAP, CargoWise, Salesforce, Power BI). Spell out acronyms on first use (for example Twenty-foot Equivalent Unit (TEU), Less than Container Load (LCL)) so both the parser and human reviewer can match terms easily.

What does Kuehne + Nagel pay and what benefits does it offer?

Compensation is competitive within the freight forwarding and logistics industry and varies significantly by country, business unit, and seniority. In Switzerland, Germany, and other Western European markets, packages typically include base salary, performance bonus, pension or retirement contributions, employee share or discount programmes, training budgets, and often relocation support for international hires. Operational frontline roles follow local collective agreements where applicable. Discuss specifics with your recruiter once you reach offer stage.

How important is sustainability and digital transformation in interviews?

Increasingly important. Kuehne + Nagel has publicly committed to Net Zero Carbon for direct emissions, offers SAF (Sustainable Aviation Fuel) and SMF (Sustainable Marine Fuel) insetting through its Book & Claim solution, and continues to invest in digital platforms like myKN and eTouch. Demonstrating awareness of these initiatives, and ideally connecting them to your own experience or interests, signals strategic alignment with where the company is heading and differentiates you from candidates focused only on traditional operations.

What are the main reasons applications are rejected at Kuehne + Nagel?

Common reasons include CVs that are not tailored to the specific role or business unit, lack of measurable impact (numbers, percentages, currency values), weak demonstration of customer focus or ownership, poor cultural fit signals such as short tenures without context, and language gaps for roles that genuinely need the local language. Generic answers in interviews and limited preparation on the four business units, KN values, and recent strategy also reduce success rates.

Open Positions

Kühne + Nagel Deutschland currently has 648 open positions.

Check Your Resume Before Applying → View 648 open positions at Kühne + Nagel Deutschland

How to Apply to Kühne + Nagel Deutschland

Key Takeaways

About Kühne + Nagel Deutschland

Application Process

Resume Tips for Kühne + Nagel Deutschland

Lead with logistics, supply chain, or freight forwarding domain language; mirror

Quantify operational impact in numbers the industry recognises: TEU moved, tonna

Show evidence of working in a global matrix; call out cross-border collaboration

Highlight tools that map to the K+N tech stack: SAP (especially SuccessFactors,

Demonstrate language ability explicitly; English is the working language but Ger

Use a single-column, ATS-clean layout in PDF; avoid tables, text boxes, headers

Include certifications and regulated-industry credentials when relevant: IATA DG

Add a short profile statement at the top tailored to the business unit (Sea, Air

ATS System: SAP SuccessFactors Recruiting

Interview Culture

What Kühne + Nagel Deutschland Looks For

Frequently Asked Questions

Open Positions

Related Resources

Similar Companies

Sources