A tour de force in Krefeld: Our logistics have doubled this year

Claudia, you were Galaxus’ first recruiter in Krefeld. Straight into your first year, you had to almost double the size of our logistics team, managing to do so within just a few months. How did you find it?
Claudia: Really exciting, varied – and tough, too, obviously. Every day really was different. And at the beginning of the year, we were staring into a huge crystal ball. How many people would we need exactly? And for how long? What would the Christmas period have in store for us? The process involved a lot of uncertainty, but we’ve now been able to hire 45 new permanent employees. The team we have now, made up of 120 people across Logistics and After Sales, allowed us to tackle the busy November and December months. And they’ve set us up well for the future, too. It was cool to see the way Krefeld grew and grew, especially because of the new warehouse as well, of course.

What exactly was it you were looking for? What makes a good logistics specialist?
Claudia: We look for open-minded people with a hands-on mentality. Experience gained in other logistics companies is valuable, but we’re also open to career changers, as long as the person is a fit for the role.

Where were the biggest challenges?
Claudia: Despite Galaxus already generating more than 100 million euros in sales in Germany and appearing in TV ads for the first time last year, brand awareness on the whole is still fairly low. We’ve been trying a lot of approaches: organising open application days with the job centre, inviting neighbours in the district to the company party, rewarding employees financially when they refer new colleagues to us, and more.

Steffen, are you satisfied with the employees Claudia has recruited for your logistics teams?
Steffen: I remember a moment in August or September when I asked about how the recruitment drive was going. When she said, «we’re done», I was flabbergasted. I wasn’t expecting it. I’m really happy that we finished so early. At the end of the day, we didn’t know exactly how it would work with the new location, how the response would be and whether people would want to come here. Both our HR team and my team leaders did a great job of retaining the best people and were really fast in doing so.

With so many new employees as well as our second warehouse being four times bigger than the first, I’m sure it was a heck of a year for you as well. How do you think it went?
Steffen: Very positively, if you look at the numbers. Parcel volume, sales and employee numbers increased significantly last year, even though the market as a whole dampened down. It’s wild to see how many people are now working for us. Whenever I walk round the logistics area, I have the feeling that they’re a good fit for us. Unfortunately, I also need to get used to not knowing everyone’s name right off the bat. Those days are over.

What was the biggest challenge from your point of view?
Steffen: Convincing people to start their careers with us or even to switch to us from other employers. We’ve got a lot of competition around us – logistics centres belonging to large, well-known companies. In those cases, we have to explain who we are and why it’s worthwhile to work here first.

And how do you convince them of that?
Steffen: We had an applicant here last week, and all we had to do was show him around the warehouse. After a few minutes, he was all fired up and he loved the atmosphere; the idea of working together as equals. Working with us seems relaxed, despite there being lots to do. It can be stressful, but the stress isn’t negative. That makes a big difference – people like coming to work because of it, which benefits us. However, we do, of course, have to make people aware of us. They have to find their way here, whether that’s digitally or in person.

Don’t you run into problems trying to train so many people properly in such a short time?
Steffen: Up to a point, the manageable number allowed us to improvise. But then we needed a new process. With this in mind, Claudia and Konstantin Kasakowski (Group Leader Logistics) created a «buddy» scheme. We train certain employees on how to onboard new colleagues. These «buddies» wear yellow vests, are quickly recognisable in the warehouse, and newcomers can always approach them. It’s worked well so far; we want to continue the project.

Claudia, is it easier to recruit people now that we have a new warehouse? It has a few advantages like larger break rooms and such, doesn’t it?
Claudia: Yeah, that alone really does make it easier because we’re only judged on a visual basis. The warehouse is on the main road, with the Galaxus flag flying in front of it. People even come directly to us, ring the bell and ask if there’s any work going. In fact, word has got out that we’re a nice employer with cool values. That’s how people make their way to us.

Steffen: It’s a huge difference compared to before. Our first warehouse is located between big-name companies like Netto and Asics, and since we’ve only rented part of a large warehouse there, it’s not at all obvious from the outside that Galaxus is there. Now, we’re the first company in the Hüls district to have our own large warehouse in a new business park, which has a totally different impact.

Have we hired any of the people who’ve rung our doorbell?
Claudia: There were actually people from the local district who came to our opening party and introduced themselves, and one of them was hired. The grapevine is alive and well in Krefeld.

Thank you both for the chat.

Fancy joining Galaxus too? You can find our job vacancies here.