Bosch plans more than 20,000 hires

Stuttgart, Germany − This year, Bosch is planning to recruit some 20,000 specialists and executives in the technical and commercial fields. Nearly half of all jobs currently advertised relates to software in some way. To come up with solutions for the internet of things, such as connected production lines or connected agriculture, the global supplier of technology and services is combining its expertise in hardware and software. “Connected solutions are creating new jobs. People with professional experience and software skills have especially good chances, which includes mechanical engineers and software developers alike,” says Christoph Kübel, member of the board of management and director of industrial relations at Robert Bosch GmbH. In the connected world, software − in combination with hardware − plays a crucial role in an increasing number of products and services. “The complexity of connected solutions continues to grow, which is why we specifically foster the knowledge and creativity of our associates through training, flexible working models, as well as mixed leadership teams,” Kübel says. The company’s staffing needs are greatest in Germany (3,400 jobs), India (3,100 jobs), and China (2,500 jobs). In addition to the 20,000 specialists and executives in the technical and commercial fields, new hires are also planned in manufacturing.

Software – the brain of things

Some 20,000 engineers at Bosch already deal with software, and Duy Nguyen-Tuong is one of them. He works at the Bosch Center for Artificial Intelligence and teaches things how to learn. “I’m fascinated by using something abstract like artificial intelligence to provide people with concrete benefits,” Nguyen says, describing what motivates him. He conducts research into machine learning, the main technology for artificial intelligence. Thanks to artificial intelligence, self-driving vehicles can respond safely and appropriately in unfamiliar situations, since they are able to perceive their surroundings. “The most exciting thing for me is the close contact with product developers. We can directly apply the findings from our basic research in real systems and see how well they work. As a software developer, you rarely get such immediate feedback.”

Flexible working models foster creativity

Associates need to be able to develop their creativity, especially when it comes to design-related work. Providing each one with a measure of freedom to perform their jobs helps with this. As a result, associates in many countries can decide in consultation with their supervisor when and where they work. “Ensuring a good work-life balance for our associates is a high priority for us. It increases their level of satisfaction and improves the results of the work they perform,” Kübel explains. A number of working models are available to associates in Germany, from part-time to job sharing. Anja Unglaub is the head of an IT unit. She also takes advantage of the option to work flexibly. “I regularly leave the office at 4 p.m. to pick my daughter up from school and spend time with her. I can take care of those things that still need to be finished in the evening. I greatly appreciate this freedom.” There is yet another advantage to working flexibly: “My best ideas don’t always come to me at the workplace,” Unglaub says.

A novel form of training – critically questioning the company’s own business models

Every year, Bosch invests some 250 million euros in associate training. Apart from internal and external training courses, associates can continue their development by switching units or functions, or taking on special tasks. Jordan Borino from the United States is spending several weeks as a member of a “disruption discovery team.” Team members come from all continents, various functional areas, and hierarchical levels. They are excused from their regular duties for eight weeks. Their sole objective during this time is to come up with ideas for new business models that would render Bosch’s existing business models obsolete. “We work in an agile team without hierarchies, where we have the opportunity to experiment and to make false starts. Everything revolves around the customer. The final step is to pitch our idea to the board of management and hope they give us the green light for the project,” Borino says enthusiastically. “Working closely with colleagues from around the world has familiarized me with completely new approaches.”

Joining a start-up or the main organization

Bosch offers its associates a wide range of development opportunities. They can pursue a leadership, specialist, or project career path both at home and abroad. It is also possible to switch between the main organization and a start-up, just like Christian Lasarczyk did. He has a degree in computer science and was initially responsible for the functional safety of software applications in vehicles, among other things. “I felt like a change and wanted to help build up a company,” the 40-year-old recalls. Today, he is responsible at the Bosch start-up Deepfield Robotics for technology that facilitates IoT-based solutions in agriculture, such as the asparagus sensor, which continuously measures soil temperature. Using an app, farmers can access this information and react accordingly in order to maximize the yield and quality of their asparagus crop. “As a computer scientist, I would have never imagined that I would one day be standing in a field, explaining to farmers how they can optimize their asparagus harvest,” Lasarczyk says with a laugh. One special aspect of the setup for him is that he gets to develop new customer- and market-driven business models just like in an independent start-up, while being able to draw on the expertise and financial security of the Bosch Group.

Individuality wanted – diversity as a success factor

Studies show that mixed teams are more successful, since they bring together various perspectives and ideas. Bosch therefore places great importance on international exchange between associates and cross-generational collaboration. And with special mentoring programs, internal and external networks, training courses, and seminars, the company supports women associates. By 2020, the company’s aim is for 20 percent of leadership positions worldwide to be held by women.