How to Apply to Miele

13 min read Last updated April 20, 2026 10 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Miele's career portals run on TalentsConnect (Job-Shop platform from talentsconnect AG, Cologne) under the tenant 'miele', not on SAP SuccessFactors as some third-party databases incorrectly list. Apply through karriere.miele.de for DACH roles and career.miele.com for everywhere else.
  • German language is non-negotiable for the vast majority of roles in Germany, Switzerland, and Austria; B2 minimum, C1 strongly preferred, even on most software and IT teams. International portals are the workable path for English-only candidates.
  • Miele has four distinct intake doors (Ausbildung, Duales Studium, Werkstudent/Praktikum, and Professional direct hire) and they are not interchangeable. Werkstudent and Praktikum positions are the highest-conversion route into permanent employment and should be the first target for current students.
  • Be honest about the 2024 restructuring. Roughly 1,300 German job cuts through 2027 and the partial Bielefeld-to-Brasov production move are real, well-documented, and an interview topic in 2025-2026. Informed, measured engagement with the topic is rewarded; pretending it does not exist is not.
  • Submit a complete DACH-format Bewerbungsunterlagen (Lebenslauf with photo, Anschreiben, certificates, references) in German for German roles. Sparse applications, missing salary expectation, and US-resume-only submissions are read as low effort.
  • Interview cadence is slow (four to eight weeks across three rounds), the culture is formal (Sie throughout the process), and the final round usually includes a Gutersloh or plant on-site with a guided factory tour that is itself an evaluative step.
  • Smart-home, electrification, sustainability, and regulated-industry experience (especially for Professional segment roles in medical, dental, lab sterilization, and commercial laundry) are the strongest 2026 differentiators.

About Miele

Miele & Cie. KG is a fourth-generation, family-owned premium appliances manufacturer headquartered at Carl-Miele-Strasse 29 in Gutersloh, North Rhine-Westphalia. Founded in 1899 by Carl Miele and Reinhard Zinkann, the company is still co-led by their direct descendants: Dr. Markus Miele and Dr. Reinhard Zinkann serve as Executive Directors and managing partners, the fourth generation in unbroken line. That family-ownership structure is not decorative. It shapes everything: the rejection of stock-market quarterly thinking, the willingness to test washing machines for the equivalent of twenty years of use before shipping them, and the famously slow, deliberate decision-making culture inside the Gutersloh works. The corporate tagline 'Immer Besser' (Forever Better) is taken seriously enough that it appears on factory walls and shows up in interview questions. Miele employs roughly 22,000 people worldwide and generated approximately 4.96 billion euros in revenue in fiscal year 2023/24, down from 5.43 billion the year prior. Roughly half of the workforce is in Germany, concentrated at Gutersloh headquarters and a network of eight German plants (Bielefeld, Bunde, Euskirchen, Lehrte, Oelde, Warendorf, and others), with additional production in Austria (Buermoos), the Czech Republic (Uniov), Poland (Ksawerow), Romania (Brasov, opened 2024), Italy, China (Dongguan), and Turkey. The product portfolio splits into two pillars. Domestic Appliances covers the consumer business that most people know Miele for: front-loading laundry machines, dishwashers, built-in ovens, induction cooktops, refrigeration, coffee machines, and the iconic Complete C3 cylinder vacuum cleaners. Professional, the smaller but strategically critical pillar, sells industrial-grade laundry equipment to hotels and care homes plus medical, dental, and laboratory sterilization and washer-disinfector systems sold to hospitals, dental practices, and pharmaceutical labs across more than 100 countries. The company you are applying to in 2026 is in transition. In early 2024 Miele announced a 280 million euro cost-reduction program and confirmed plans to cut around 1,300 jobs in Germany through 2027, with the bulk falling on Gutersloh administration and on the Bielefeld washing-machine plant, where production of certain models is being moved to the new Brasov facility in Romania. The official rationale is well-documented: a sharp post-pandemic contraction in premium appliance demand across Europe, energy-cost pressure on German manufacturing, and the need to accelerate spending on smart-home connectivity, the Miele@home / Miele app ecosystem, and electrification of the Professional sterilization line. Workforce representatives and the IG Metall union have publicly contested the scale of the German cuts and the Romanian relocation, and a multi-year social plan (Sozialplan) is in place. None of this means hiring has stopped. Miele continues to recruit aggressively for software, data, AI, electrification, sustainability, and Professional-segment commercial roles, and the Ausbildung (vocational apprenticeship) and Duales Studium pipelines are running at full capacity. But it does mean candidates should walk in with eyes open: this is a profitable, conservative, durably capitalized employer in the middle of the most significant restructuring in its modern history.

Application Process

  1. 1
    Step 1: Choose the correct regional portal

    Step 1: Choose the correct regional portal. Miele runs separate career sites by region: karriere.miele.de covers Germany, Switzerland, and Austria (including the Buermoos works in Salzburg) and is the single largest source of openings; career.miele.com is the international hub that fans out to seven regional portals (Americas, Asia, Australia and New Zealand, Eastern Europe, Western Europe, Southern Europe, Nordics, and South Africa). If you are targeting Gutersloh headquarters, an Ausbildung, a Duales Studium, or any German plant, start at karriere.miele.de/deutschland. If you are targeting a Miele subsidiary in the United States (Princeton, NJ headquarters), Canada, the United Kingdom, or anywhere outside the DACH region, route through career.miele.com and pick the regional portal first.

  2. 2
    Step 2: Use the structured filters, not free-text search

    Step 2: Use the structured filters, not free-text search. The TalentsConnect job board lets you filter by Tatigkeitsbereich (functional area: Engineering, IT, Sales, Service, Production, Administration, Marketing, Finance), Standort (location, all the way down to specific German plants), Beschaftigungsart (employment type: permanent, fixed-term, working-student, internship, Ausbildung), and target group (Young Talents vs Professionals vs Executives). Miele posts in German on the German portal even for senior roles where day-to-day work is bilingual, so try the German title (e.g. 'Softwareentwickler:in' rather than 'Software Engineer') if you read German. Job IDs follow the pattern of a numeric requisition; copy it down before you apply because it is your reference for any follow-up.

  3. 3
    Step 3: Pick the right pathway for your profile

    Step 3: Pick the right pathway for your profile. Miele has four distinct intake doors and they are not interchangeable. Ausbildung is the German vocational apprenticeship (typically 3 to 3.5 years, paid, combining on-the-job training with Berufsschule), with intakes for trades like Industriemechaniker:in, Mechatroniker:in, Elektroniker fur Betriebstechnik, Werkzeugmechaniker:in, Fachinformatiker:in (Anwendungsentwicklung or Systemintegration), and several kaufmannische (commercial) tracks like Industriekaufmann/-frau. Duales Studium combines a bachelor's degree at a partner Hochschule (often FHM Bielefeld or DHBW) with structured rotations inside Miele, typically in fields like Wirtschaftsinformatik, Maschinenbau, Elektrotechnik, or BWL. Werkstudent positions are part-time roles (up to 20 hours per week during the semester) for currently enrolled students, and they are by far the highest-conversion path into a permanent role at Miele. Professional (direct entry) is the standard experienced-hire route. Apply through the door that matches your status; applying to a Professional role as a fresh graduate without a Werkstudent or Praktikum history at Miele will usually not survive the first screen.

  4. 4
    Step 4: Prepare a German-format application package

    Step 4: Prepare a German-format application package. For roles based in Germany, Switzerland, or Austria, Miele expects the standard DACH Bewerbungsunterlagen: a one- to two-page CV (Lebenslauf) with a professional photo in the upper-right corner, a one-page cover letter (Anschreiben) explaining specifically why Miele and why this role, scanned copies of all relevant qualification certificates (Abschlusszeugnisse) including your most recent school-leaving certificate (Abitur or equivalent) and university transcripts, copies of work references (Arbeitszeugnisse) from previous employers if you have them, and any relevant certifications (language, safety, IT). Combine these into a single PDF if the portal allows, or upload separately as labelled. North American resumes without a photo and without dated school certificates will be tolerated for international roles but feel out of place on the German portal, and they signal lack of preparation.

  5. 5
    Step 5: Complete the TalentsConnect application form

    Step 5: Complete the TalentsConnect application form. The portal is operated by talentsconnect AG (Cologne) and runs on the Job-Shop platform; you will see a Vue/Nuxt-based application flow that asks for personal details, salary expectation (Gehaltsvorstellung) as a gross annual figure in euros, earliest start date (fruhestmoglicher Eintrittstermin) typically expressed as a notice period (Kundigungsfrist), and willingness to relocate. Salary expectations are taken seriously in Germany and you should research the range using kununu, Glassdoor DACH, and IG Metall NRW collective agreement data (most production roles fall under IG Metall NRW Tarifvertrag, which sets transparent pay bands). Lowballing yourself signals weakness; overshooting by more than 15 to 20 percent above the band gets your file set aside.

  6. 6
    Step 6: Wait, and follow up appropriately

    Step 6: Wait, and follow up appropriately. The German hiring cadence is slower than US or UK norms. Acknowledgment of receipt typically arrives within one to two weeks via the TalentsConnect system. Initial screening can take three to six weeks, especially over the German vacation periods (Christmas/New Year and the late-July to August Sommerferien). It is acceptable to send one polite follow-up email to the named recruiter after four weeks of silence; it is not acceptable to call repeatedly or contact the hiring manager directly via LinkedIn. The Betriebsrat (works council) co-determines hiring for many roles, which adds time. If you are invited to interview, expect at least two and often three rounds: an initial telephone or video screen with HR (Personalreferent), a technical or specialist round with the hiring manager and a senior peer, and frequently a final round on-site at Gutersloh or the relevant plant that may include a tour, a structured competency interview, and a meeting with the Bereichsleiter (department head).

Resume Tips for Miele

recommended

Use the German Lebenslauf format for any role on karriere

Use the German Lebenslauf format for any role on karriere.miele.de. Reverse-chronological, dated entries (month and year), one column or two, professional headshot upper-right, signature and date at the bottom. Personal section at the top includes full name, address, phone, email, date and place of birth, and nationality. Yes, this still applies; German recruiters expect it for domestic roles and its absence reads as either inexperience or carelessness. For international portals (career.miele.com), a clean one- to two-page reverse-chronological resume in English without a photo is appropriate and preferred.

recommended

Quantify outcomes in engineering and operations terms

Quantify outcomes in engineering and operations terms. Miele is an engineering-led manufacturer. Numbers that resonate include cycle-time reductions, OEE improvements, defect-rate reductions in parts per million, energy or water savings on a product line, test-cycle counts (Miele itself tests washing machines for the equivalent of 5,000 hours, the marketing equivalent of 20 years), and successful CE or UL certification cycles. A bullet that says 'Improved line throughput' is invisible. A bullet that says 'Reduced cycle time on dishwasher final-assembly line from 47 to 38 seconds, raising daily output by 19 percent across two shifts' is read.

recommended

Lead with German language proficiency, honestly graded

Lead with German language proficiency, honestly graded. List your level using the Common European Framework (A1, A2, B1, B2, C1, C2). For the vast majority of roles in Germany including most software and IT positions, B2 minimum is required and C1 is strongly preferred. Internal meetings, documentation, the Betriebsrat, and the canteen all run in German. There is a small population of international-facing roles (export markets, certain R&D and digital teams) where English-only is workable, but they are the exception. If your German is A2 or below, target the international portal or specifically search for 'English' in the job description.

recommended

Highlight Mittelstand and family-business familiarity

Highlight Mittelstand and family-business familiarity. Miele's culture is unmistakably Mittelstand: long tenure, slow consensus, deep technical competence, suspicion of consulting-speak. If you have worked at Bosch, Bsh Hausgerate, Liebherr, Trumpf, Stihl, Wurth, Kaercher, Vorwerk, Gaggenau, or any other premium German Mittelstand engineering firm, surface that prominently. If you come from FAANG or US scale-up culture, soften the high-velocity-disruption framing and emphasize durability, quality, long-term ownership, and willingness to commit to multi-year programs.

recommended

Spell out apprenticeship and dual-study credentials precisely

Spell out apprenticeship and dual-study credentials precisely. For Ausbildung applicants, list the precise berufliche Qualifikation, IHK or HWK chamber, and Notendurchschnitt (grade average) on both your school certificates and any preparatory apprenticeship. For Duales Studium graduates, name the partner Hochschule, the exact program (e.g. 'B.Sc. Wirtschaftsinformatik, FHM Bielefeld, in cooperation with Miele Vertriebsgesellschaft Deutschland'), and the rotations completed. Miele recruiters can read these credentials in detail and will not give you partial credit if you abbreviate or anglicize them.

recommended

For Professional segment roles (medical, dental, lab sterilization, commercial l

For Professional segment roles (medical, dental, lab sterilization, commercial laundry), foreground regulated-industry experience. Surface specific knowledge of EN ISO 13485 (medical devices QMS), EN ISO 17665 (steam sterilization validation), EN ISO 15883 (washer-disinfectors), EU MDR 2017/745, and FDA 21 CFR Part 820 if you have worked in the US market. Validation, IQ/OQ/PQ documentation, and CAPA experience are highly valued. The Professional team is smaller, more global, and more English-friendly than the consumer side, but the technical bar is uncompromising.

recommended

Reference smart-home, IoT, and electrification work for digital and engineering

Reference smart-home, IoT, and electrification work for digital and engineering roles. Miele is in the middle of a multi-year pivot toward connected appliances (Miele@home), the Miele app ecosystem, and electrification across the Professional sterilization line. If you have worked on Matter, Thread, BLE provisioning flows, OTA firmware update infrastructure, embedded Linux for white-goods, or appliance cybersecurity (Miele is an active participant in the EU Cyber Resilience Act discussions), name the protocols and the regulations. Generic 'IoT experience' is too vague; protocol-level depth is what gets you to the next round.

ATS System: TalentsConnect (Job-Shop platform)

Miele's career portals (karriere.miele.de for DACH and the seven regional portals under career.miele.com) are operated on the TalentsConnect / Job-Shop platform from talentsconnect AG, a Cologne-based recruitment-software company. The platform exposes a Vue/Nuxt frontend backed by Typesense search and the api.my-job-shop.com API, with the tenant identifier 'miele' across all regional vanities (de, americas, asia, anz, nordics, eastern-europe, western-europe, southern-europe, south-africa). It is not an SAP SuccessFactors implementation despite some third-party databases listing it as one; the underlying data model and recruiter workflow are TalentsConnect's own and integrate with downstream HCM systems. Compared with global enterprise ATS platforms, TalentsConnect is lighter on aggressive keyword filtering and heavier on structured-form completeness: missing fields, an empty salary expectation, or an inconsistent Lebenslauf format will hurt you more than imperfect keyword density. The platform is GDPR-native, hosted in the EU, and uses Matomo (a privacy-friendly EU analytics tool) instead of Google Analytics. Cookie consent runs on ccm19. Sentry handles error monitoring. Application data is processed by talentsconnect AG as a contract processor under Article 28 GDPR.

  • Fill every field, even optional ones. The TalentsConnect form scores completeness and a sparsely filled application is read as a signal of low interest. Salary expectation, earliest start date, and willingness to relocate are not optional in practice even if the form lets you skip them.
  • Apply to one or two well-matched roles, not to ten. Recruiters at Miele can see your application history across the tenant. Multiple parallel applications to unrelated roles signal scattergun behavior and often result in rejection from all of them.
  • Submit your CV as a single PDF named 'Nachname_Vorname_Lebenslauf.pdf' (or the English equivalent for international portals). Avoid Word documents; some recruiters report formatting drift when the platform renders preview thumbnails for non-PDF uploads.
  • Use proper German umlauts (a, o, u, ss) in your application text. The platform handles UTF-8 cleanly, and recruiters notice when umlauts are anglicized to ae/oe/ue in a German-portal application.
  • Do not mass-apply through LinkedIn Easy Apply or third-party scrapers. Miele's roles syndicate to several aggregators, but the canonical application channel is the TalentsConnect portal, and HR will consistently route external syndicated applications back through the official form before screening.

Interview Culture

Miele interviews are formally polite, technically demanding, and slow.

Expect Sie (formal you) throughout the early rounds and through the offer; first names plus du are usually only adopted after you join the team, and even then the works council and senior leadership often retain Sie. Dress is business or smart business; for plant tours and engineering roles a tidy collared shirt and closed shoes are appropriate, and many Gutersloh interview rooms still err on the side of jacket-and-tie for the final round. The structure typically runs three rounds across four to eight weeks. Round one is a 30 to 45 minute video or telephone screen with a Personalreferent or Recruiter, focused on motivation (warum Miele, warum diese Rolle), language assessment (often a portion of the call switches to German for German-based roles), salary expectations, and notice period. Round two is the technical or functional round with the hiring manager and one or two senior peers, typically 60 to 90 minutes, and it is genuinely technical: software engineers should expect system design and language-specific deep dives, mechanical engineers can expect detailed discussion of FEA, tolerancing, materials selection for white-goods, and reliability engineering, and Professional-segment candidates should be ready to talk through validation protocols, regulatory submissions, and customer-site implementation case studies. Round three is the on-site final at Gutersloh or the relevant plant, often including a structured competency interview against Miele's Fuhrungsleitsatze (leadership principles), a meeting with the Bereichsleiter or Werkleiter (plant manager), and frequently a guided factory tour. The tour is a real evaluative step: you are expected to ask substantive questions, observe carefully, and demonstrate genuine interest in the manufacturing process. Three culture-and-fit questions surface repeatedly. First: 'Why a 125-year-old family-owned company specifically?' A weak answer talks about brand prestige; a strong answer references the long-term ownership horizon, the freedom to invest in 20-year product test cycles, and the rejection of quarterly pressure. Second: 'How do you handle slow consensus decision-making?' Miele genuinely is slow, and candidates who promise to 'move fast and break things' are screened out. Third: especially in 2025-2026, expect direct questions about the 2024 restructuring: do you understand it, are you concerned about it, do you see opportunity in the smart-home and Professional pivot? Honest, informed answers (not pep-talk evasion, not cynicism) score highest. For Ausbildung and Duales Studium candidates the format is different: typically a structured assessment day at Gutersloh combining a written test (math, logic, German, basic technical knowledge), group exercises, and short individual interviews with HR and a Meister or Ausbildungsleiter from the trade.

What Miele Looks For

  • Demonstrated craft pride. The Shokunin-equivalent in German Mittelstand culture is Handwerkstradition: deep attention to the unseen weld, the tolerance held to the tenth, the test you ran one more time. Show evidence that you finish things to a higher standard than the brief required.
  • Long-term commitment signals. Miele's average tenure runs well above the German engineering-industry mean, with 25- and 40-year service awards still routinely handed out at Gutersloh. Job-hopping every 18 months reads as a warning. Two- to four-year stints with clear scope expansion at each stop read as healthy.
  • Genuine fluency with the product line. Candidates who have used Miele appliances, who can name the difference between the W1 and W3 washing machine generations or explain why the TwinDos detergent dispensing system matters, are taken more seriously than candidates who treat Miele as just another consumer-electronics employer.
  • Quiet competence over self-promotion. The interviewing culture rewards measured, specific, technically dense answers over confident generalities. If you do not know something, say so and explain how you would find out; bluffing is read quickly and costs you the round.
  • Comfort with regulated, validated, documented work. Even on the consumer side, Miele's engineering documentation standards are closer to medical-device norms than to typical consumer-electronics norms. If you have worked in aerospace, automotive Tier 1, medical devices, or pharma, you will recognize the rhythm; if you come from pure consumer software or scale-up environments, expect a culture shift.
  • Smart-home, electrification, and sustainability literacy. The 2024-2027 strategy puts spend behind connected appliances, the Miele app ecosystem, electrification of the Professional sterilization line, and circular-economy initiatives (modular repairability, spare-part availability for 15+ years, low-energy programs). Speak fluently to at least one of these and you stand out.
  • Resilience and informed optimism in light of the restructuring. The hiring teams are fully aware that candidates have read about the 1,300 German job cuts. They want people who have read it, processed it, and still want in because they believe in the long-term Miele bet. Pretending you have not heard about it is the worst answer; treating it as a deal-breaker is the second-worst.

Frequently Asked Questions

Do I need to speak German to work at Miele?
For roles based in Germany, Switzerland, or Austria the practical answer is yes, with B2 as the working minimum and C1 strongly preferred. Internal meetings, the Betriebsrat (works council), HR processes, and most documentation run in German. There is a smaller population of international-facing roles in export markets, certain R&D teams, and parts of the Professional segment that operate in English, and roles based at Miele subsidiaries outside the DACH region (the United States, the United Kingdom, Australia, Singapore, the Nordics) are typically English-language. Search the international portals at career.miele.com for English-language openings if your German is below B2.
What ATS does Miele use, and is it really SuccessFactors?
No. Despite some third-party ATS databases listing Miele as a SAP SuccessFactors customer, the active career portals at karriere.miele.de and career.miele.com run on the TalentsConnect / Job-Shop platform from talentsconnect AG in Cologne. The frontend is a Vue/Nuxt application backed by Typesense search at api.my-job-shop.com under the tenant identifier 'miele'. This is a German, GDPR-native ATS with EU hosting and Matomo analytics rather than Google Analytics. From a candidate experience standpoint it is lighter on aggressive keyword filtering than global enterprise ATS platforms and heavier on structured-form completeness.
Should I apply if I have read about the 2024 layoffs and restructuring?
Yes, with clear eyes. Miele announced a 280 million euro cost-reduction program in early 2024 and confirmed approximately 1,300 German job cuts through 2027, concentrated on Gutersloh administration and the Bielefeld washing-machine plant where some production is moving to a new Romanian facility in Brasov. At the same time, Miele continues to hire actively in software, data, AI, electrification, sustainability, the Professional sterilization business, and across the Ausbildung and Duales Studium pipelines. Hiring teams expect candidates to know about the restructuring and will often ask about it directly in the interview; informed, measured engagement is rewarded. Pretending the news does not exist is the weakest possible answer.
What is the difference between Ausbildung, Duales Studium, and Werkstudent?
Ausbildung is a 3 to 3.5 year paid German vocational apprenticeship that combines on-the-job training at a Miele plant with classroom instruction at a Berufsschule, leading to a recognized IHK or HWK qualification in trades like Industriemechaniker:in, Mechatroniker:in, Elektroniker fur Betriebstechnik, Werkzeugmechaniker:in, Fachinformatiker:in (Anwendungsentwicklung or Systemintegration), or one of several kaufmannische tracks like Industriekaufmann/-frau. Duales Studium is a structured combination of a bachelor's degree at a partner Hochschule (often FHM Bielefeld or DHBW) with paid rotations inside Miele, typically in fields like Wirtschaftsinformatik, Maschinenbau, Elektrotechnik, or BWL. Werkstudent is a part-time role of up to 20 hours per week during the semester for currently enrolled university students. Werkstudent and Praktikum positions are by far the highest-conversion path into a permanent role at Miele after graduation.
How long does the Miele hiring process take?
Plan for four to eight weeks from application to offer for most experienced-hire roles, longer for senior or Bereichsleiter-level positions. Acknowledgment of receipt typically arrives within one to two weeks via the TalentsConnect system. Initial screening can take three to six weeks, especially over the German vacation periods (Christmas/New Year and the Sommerferien late-July through August). The standard sequence is a phone or video screen with HR, a technical or functional round with the hiring manager and a senior peer, and a final on-site round at Gutersloh or the relevant plant that often includes a structured competency interview, a meeting with the Bereichsleiter, and a factory tour. The Betriebsrat (works council) co-determines hiring for many roles, which adds a few days to a week at the offer stage.
Can I work remotely or hybrid at Miele?
Hybrid arrangements are common for office, IT, finance, and digital roles, typically structured as two to three days per week on-site at Gutersloh or the relevant plant, with the rest from home. Fully remote arrangements within Germany exist for a smaller subset of digital and software roles but are negotiated case-by-case and are not the default. Production, Professional service technician, and quality roles are by definition on-site. The post-2024 restructuring has tightened expectations around physical presence at Gutersloh for senior leadership and for cross-functional roles where in-person collaboration matters; this is worth raising directly in the screening call.
Is Miele a good place to work in 2026 given the restructuring?
It depends on what you value. Miele remains profitable, family-owned, durably capitalized, and still investing heavily in product engineering, the smart-home and Miele@home ecosystem, electrification of the Professional segment, and sustainability programs. Tenure is unusually long, the engineering culture is genuinely respected, the Tarifvertrag pay structure (most production roles fall under IG Metall NRW collective agreements) is transparent, and benefits including company pension contributions, employee discounts on appliances, and the Miele-Akademie continuing-education program remain strong. The trade-off is that the company is in the middle of its largest modern restructuring, decision-making is conservative and slow, the German cuts have created visible internal pressure, and the smart-home pivot is competing with established players (BSH Hausgerate, Samsung, LG) who move faster. If you want a stable, craft-driven, high-quality engineering environment and you can adapt to Mittelstand pace, Miele is one of the strongest premium-appliance employers in the world. If you want fast-moving consumer-tech velocity and quarterly product launches, this is the wrong fit.
What benefits does Miele offer?
For German-based roles the benefits package typically includes 30 days of vacation, a 35-hour work week under the IG Metall NRW Tarifvertrag for production and many engineering roles (with collectively-bargained pay raises), a company pension scheme (betriebliche Altersvorsorge), capital-formation contributions (vermogenswirksame Leistungen), holiday and Christmas bonuses (Urlaubsgeld and Weihnachtsgeld), flexible working hours and core-time arrangements (Gleitzeit), the Miele-Akademie internal continuing-education program, employee discounts on Miele appliances, subsidized canteen access at Gutersloh and most plants, JobRad bicycle leasing, occupational health and Betriebssport programs, and depending on location childcare support. International subsidiaries follow local market norms and collective agreements where applicable.

Open Positions

Miele currently has 10 open positions.

Check Your Resume Before Applying → View 10 open positions at Miele

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Sources

  1. Miele Career Portal (Germany, Switzerland, Austria) —
  2. Miele International Career Portal —
  3. Miele Corporate Profile and Company Information —
  4. Miele Annual Press Conference 2024 / Restructuring Announcement —
  5. talentsconnect AG (TalentsConnect / Job-Shop ATS platform) —
  6. IG Metall NRW Tarifvertrag (Collective Agreement, Metal and Electrical Industry NRW) —
  7. Miele Young Talents (Ausbildung, Duales Studium, Werkstudent, Praktikum) —
  8. Miele Professional Segment Overview (Medical, Dental, Lab, Commercial Laundry) —
  9. kununu Miele Employer Reviews (DACH) —