Employee referrals remain the single most powerful hiring channel across German-speaking markets. Referred candidates fill positions 55% faster and stay 70% longer than hires from traditional sources—yet most programs struggle with lackluster participation rates. The culprit? Generic, poorly timed communication that fails to resonate with DACH work culture.

This guide delivers 25 ready-to-deploy employee referral email templates specifically localized for Germany, Austria, and Switzerland. You'll get CEO launch messages, department-specific outreach, Slack and WhatsApp texts for blue-collar teams, plus a four-week campaign calendar designed around German expectations of transparency and co-determination. Every template respects formal address conventions, includes compliance language for Betriebsrat coordination, and provides clear opt-out mechanisms that German employees expect.

Here's what you'll take away:

Whether you're launching your first Mitarbeiter-werben-Mitarbeiter program or reviving a stalled initiative, these templates eliminate guesswork and deliver immediate results. Let's build your referral communication strategy from the ground up.

1. Understanding Employee Referral Email Templates in DACH Companies

Employee referral communication in German-speaking markets requires a fundamentally different approach than Anglo-American models. German work culture emphasizes Mitbestimmung (co-determination), explicit consent protocols, and formal professional boundaries. Your templates must reflect these values or risk alienating the very employees you're trying to activate.

Research from the XING Recruiting Trend Study shows that 43% of German employees would participate in referral programs only if the process demonstrates clear transparency and respects privacy boundaries. This isn't just cultural preference—it's legally mandated under DSGVO regulations that require explicit consent before sharing candidate contact information.

A mid-sized Munich software company increased their referral participation rate from 12% to 34% within three months by making three simple adjustments: switching from "Du" to "Sie" address in initial program communications, prominently mentioning Betriebsrat involvement in program design, and adding one-click opt-out functionality to every message. The compliance-first approach actually boosted engagement rather than dampening it.

The localization extends beyond language to cultural expectations. German employees expect to understand exactly how a referral program works before participating—including tax implications of bonuses, timelines for reward payment, and what happens if their referred candidate isn't hired. Vague promises or American-style hype language trigger skepticism rather than enthusiasm. Your templates should answer procedural questions preemptively rather than requiring employees to seek clarification.

One critical distinction: While U.S. templates often lead with financial incentives, DACH employees respond more strongly to messaging that emphasizes helping colleagues find good opportunities and contributing to team quality. Position bonuses as recognition rather than primary motivation. This subtle framing shift aligns with German professional values around collective success over individual gain.

With these foundational principles established, you're ready to implement specific template types that match each stage of your referral program lifecycle.

2. Essential Email Template Types: CEO Launch to Monthly Reminders

Different program phases require distinct messaging approaches. A CEO launch email carries executive credibility that generic HR blasts cannot match, while weekly reminders need carefully calibrated frequency to maintain momentum without triggering annoyance. Gartner HR Insights data reveals that CEO-signed emails generate 34% higher open rates compared to HR-only messages—a significant advantage when launching new initiatives.

A Frankfurt logistics company experienced this firsthand when their initial HR-only referral launch generated just 8% employee participation in the first month. After relaunching with a personal video message from their CEO embedded in the announcement email, participation jumped to 27% within two weeks. The executive endorsement signaled that referrals mattered strategically, not just as an HR administrative task.

Timing matters as much as content. German professionals check email primarily during core working hours—early morning sends often get buried under overnight accumulation, while late afternoon messages compete with end-of-day task completion. Tuesday through Thursday between 10:00 and 14:00 consistently delivers the highest engagement rates across DACH markets.

Subject line strategy requires A/B testing specific to your organizational culture. Some companies find that direct statements like "Offene Stellen – Empfehlungen gesucht" outperform creative hooks, while others achieve better results with curiosity-driven lines like "Kennen Sie jemanden für unser Sales-Team?" Test both approaches with small segments before full rollout.

CEO Launch Email Template

Betreff: Ihre Empfehlungen helfen uns wachsen – unser neues Mitarbeiter-werben-Mitarbeiter Programm

Liebe Kolleginnen und Kollegen,

Unsere besten Einstellungen kamen bisher durch Empfehlungen aus dem Team. Sie kennen talentierte Menschen in Ihrem Netzwerk, die zu unserer Kultur passen und unsere Mission teilen würden. Deshalb starten wir heute offiziell unser Mitarbeiter-werben-Mitarbeiter Programm.

Wenn Sie jemanden für eine offene Position empfehlen und wir diese Person einstellen, erhalten Sie eine Anerkennungsprämie von bis zu 2.000 Euro. Wichtiger noch: Sie helfen uns, ein noch stärkeres Team aufzubauen.

Alle Details erhalten Sie in den nächsten Tagen von unserem HR-Team. Ich freue mich auf Ihre Empfehlungen.

Herzliche Grüße,
[CEO Name]

HR Kickoff Detail Email Template

Betreff: So funktioniert unser Empfehlungsprogramm – alle Details

Sehr geehrte Damen und Herren,

Wie [CEO Name] angekündigt hat, ist unser Empfehlungsprogramm jetzt live. Hier sind alle wichtigen Informationen:

Dieses Programm wurde mit dem Betriebsrat abgestimmt. Ihre Daten und die Ihrer Kontakte werden vertraulich behandelt. Empfehlungen erfolgen ausschließlich mit Ihrer ausdrücklichen Zustimmung.

Alle aktuellen Positionen finden Sie hier: [Job-Portal-Link]

Bei Fragen wenden Sie sich an [HR-Kontakt].

Kein Interesse? Hier abmelden: [Opt-out-Link]

Mit freundlichen Grüßen,
[HR Director Name]

Weekly Reminder Template

Betreff: Diese Woche: 5 neue offene Positionen

Sehr geehrte Kolleginnen und Kollegen,

Diese Woche suchen wir Verstärkung in folgenden Bereichen:

Kennen Sie jemanden, der passen könnte? Ihre Empfehlung dauert nur 2 Minuten: [Empfehlungs-Link]

Vielen Dank für Ihre Unterstützung.

Mit freundlichen Grüßen,
[HR Team]

Understanding these template types provides your foundation. Next, you'll need to customize messaging for different departments and job families to maximize relevance and response rates.

3. Role-Specific Templates for Engineering, Sales, Customer Success and Finance

Generic job descriptions generate generic results. LinkedIn Global Talent Trends research demonstrates that personalized technical details increase engineering participation by 28%, while sales teams respond 32% more frequently to messages emphasizing earning potential and career progression. Your templates must speak the language of each department's priorities and professional values.

A Berlin SaaS company struggled with referral imbalance—their sales team generated 40% of all referrals while engineering contributed just 8%, despite representing 45% of headcount. After implementing role-specific templates that emphasized technical stack details, remote work flexibility, and learning budgets for engineering positions, technical referrals increased to 31% of total volume within one quarter.

Engineering-Specific Template

Betreff: Senior Backend Developer (Python/Django) – kennen Sie jemanden?

Hallo zusammen,

Unser Engineering-Team sucht eine/n Senior Backend Developer mit folgenden Schwerpunkten:

Gehalt: 75.000-95.000€ + Equity-Option. Empfehlungsprämie: 2.000€ nach erfolgreicher Einstellung.

Komplette Job-Beschreibung: [Link zur detaillierten Ausschreibung]

Kennen Sie jemanden? Empfehlung einreichen: [Empfehlungs-Portal-Link]

Viele Grüße,
[Engineering Manager Name]

Sales-Specific Template

Betreff: Sales Development Rep gesucht – 2.000€ Empfehlungsprämie

Liebe Vertriebs-Kolleginnen und -Kollegen,

Wir bauen unser SDR-Team aus und suchen motivierte Talente:

Sie kennen jemanden aus Ihrem Netzwerk, der ins Team passen würde? Empfehlen Sie ihn/sie hier: [Link]

Bei erfolgreicher Einstellung erhalten Sie 2.000€ nach der Probezeit.

Beste Grüße,
[Sales Director Name]

Customer Success Template

Betreff: Customer Success Manager – Verstärkung für unser CS-Team

Sehr geehrte Damen und Herren,

Unser Customer Success Team wächst. Wir suchen eine/n CSM mit folgenden Eigenschaften:

Kennen Sie jemanden mit SaaS-Erfahrung und Kundenorientierung? Empfehlen Sie ihn/sie hier: [Empfehlungs-Link]

Empfehlungsprämie: 1.500€

Vielen Dank,
[CS Director Name]

Finance-Specific Template

Betreff: Senior Accountant gesucht – DATEV & HGB-Kenntnisse

Sehr geehrte Kolleginnen und Kollegen,

Unsere Finanzabteilung sucht Verstärkung:

Kennen Sie qualifizierte Buchhalter/Bilanzbuchhalter? Empfehlung hier einreichen: [Link]

Empfehlungsprämie: 1.000€

Mit freundlichen Grüßen,
[Finance Director Name]

Role-specific targeting dramatically improves referral quality by enabling employees to properly pre-screen their contacts. But what about team members who rarely check email or don't work at desks? That's where instant messaging channels become essential.

4. Instant Messaging Templates: Slack, Teams, WhatsApp and SMS for All Employee Types

Email remains dominant for knowledge workers, but 76% of blue-collar employees in Germany prefer WhatsApp over internal apps for company communications according to Bitkom's Digital Workplace Report. Manufacturing, logistics, healthcare, and retail sectors need messaging strategies that meet employees where they already spend time—not where HR wishes they would.

A Hamburg logistics company with 850 employees struggled to engage their 600 warehouse workers in referral programs. Email participation hovered at 3% despite attractive bonuses. After launching a WhatsApp-based referral channel with simplified job links and two-sentence descriptions, warehouse referrals jumped to 22% participation. The lesson: channel choice matters more than message perfection for non-desk workers.

Slack Channel Announcement Template

Posted in #general or #hiring channel:

👋 Wir suchen: Senior Backend Developer (Python/Django)

Kennt ihr jemanden? 2.000€ Empfehlungsprämie nach erfolgreicher Einstellung.

Details & Empfehlung einreichen: [Job-Portal-Link]

Slack Direct Message Template (from Hiring Manager)

Hey [Mitarbeiter-Name], unser Team sucht einen Senior Developer. Du kennst die Python-Community gut – hast du vielleicht jemanden im Kopf, der passen könnte? Hier sind die Details: [Link]. Würde mich freuen, wenn du jemanden empfehlen kannst! 🙌

Microsoft Teams Channel Post Template

Posted in relevant department Teams channel:

📢 Neue Position: Customer Success Manager

Verantwortung für 40-50 Mid-Market Kunden | 55-70k€ | Remote-Option verfügbar

Kennen Sie jemanden mit SaaS-Erfahrung? Empfehlung hier: [Link]

Empfehlungsprämie: 1.500€

WhatsApp Template (Formal "Sie")

Hallo, wir suchen aktuell Lagerhelfer am Standort Hamburg. Kennen Sie jemanden? Hier alle Infos: [Kurzlink]. Bei Fragen melden Sie sich gerne bei der Personalabteilung. Vielen Dank!

WhatsApp Template (Informal "Du")

Hi zusammen! Wir brauchen Verstärkung im Lager Hamburg. Kennst du jemanden? Schau hier: [Kurzlink]. Empfehlungsprämie 500€. Danke! 👍

SMS Template

Neue Jobs verfügbar bei [Firmenname]. Empfiehl jemanden & erhalte Prämie. Info: [Kurzlink] oder HR-Team kontaktieren.

Compliance consideration for instant messaging: When using WhatsApp or SMS, employees must explicitly consent to receiving work-related messages on personal devices. Include opt-in confirmation during onboarding or program launch, and always provide simple opt-out instructions. German labor law takes employee device privacy seriously—don't assume consent.

The technical implementation matters too. Generate unique tracking URLs for each channel so you can measure which platforms drive actual referrals. A Munich healthcare provider discovered that their WhatsApp channel generated 3x more referrals per message than email, but Slack produced higher-quality candidates who progressed further in interviews. Both channels justified continued investment, but for different strategic reasons.

With multi-channel communication established, you need a structured timeline that coordinates messaging across platforms without overwhelming employees. That's where a campaign calendar becomes essential.

5. The Four-Week Referral Campaign Calendar for Sustained Engagement

Sporadic messaging generates sporadic results. Glassdoor Employer Insights research shows that referral programs using consistent weekly touchpoints over four-week cycles maintain 40% higher sustained engagement compared to ad-hoc communication approaches. The key is structured repetition without becoming background noise employees ignore.

A Vienna healthcare provider faced chronic nurse shortages and launched their referral program with enthusiasm—sending five emails in the first week, then nothing for three weeks, then a desperate reminder when positions remained unfilled. Participation dropped 68% by week four. After implementing a structured four-week calendar with predictable touchpoints across multiple channels, they achieved 31% steady participation rates and filled 18 nursing positions over the next quarter.

Week 1 Launch Sequence

Monday 9:00 AM - CEO Launch Email (use template from Section 2)

Wednesday 10:00 AM - HR Detail Email

Send comprehensive FAQ covering mechanics, eligibility, bonus structure, timelines, and Betriebsrat consultation confirmation.

Thursday Morning - Slack/Teams Visual Post

Create simple branded graphic announcing program with key stats: "Empfehlen Sie Talente | Bis zu 2.000€ Prämie | Alle Details im Portal"

Week 2 Targeted Outreach

Tuesday 11:00 AM - Department-Specific Emails

Hiring managers send role-specific templates to their departments (use templates from Section 3).

Thursday 2:00 PM - WhatsApp Reminder to Blue-Collar Teams

Brief message highlighting relevant roles with simplified links.

Week 3 Social Proof

Wednesday - Company Newsletter Feature

Include 200-word story about first successful referral: who referred, what role, why they recommended their contact, current status. Humanize the program with real outcomes.

Friday - Slack/Teams Celebration Post

"🎉 Update: 12 Empfehlungen in den ersten zwei Wochen! Danke an alle, die bereits mitgemacht haben. Diese Positionen sind noch offen: [Link]"

Week 4 Closing Push

Monday 10:00 AM - Final Reminder Email

Subject: Letzte Chance diese Woche – offene Positionen & Empfehlungsprämien

Brief email listing all open roles with direct links, thanking participants, and setting expectation for next month's cycle.

Thursday - Quick Feedback Survey

Three questions: Was the process clear? Did you face any barriers? What would improve the program? Use responses to refine Month 2.

Critical timing considerations: Avoid campaign launches during vacation periods (July-August, December-January in DACH markets), around major holidays, or during known busy seasons specific to your industry. A four-week calendar works because it matches natural monthly rhythms while providing enough touchpoints to stay visible without becoming spam.

Track these metrics weekly: referral submission volume, referrals per channel, referral-to-interview conversion rate, referral-to-hire conversion, time-to-hire for referred candidates versus other sources, and employee participation rate by department. This data tells you which messages work and which channels deliver results worth the effort.

Even perfect communication and timing won't matter if your program violates compliance requirements or creates legal exposure. German employment law has specific requirements that American-style referral programs often miss.

6. Compliance Essentials for Employee Referral Programs in German-Speaking Markets

Privacy protection isn't optional in DACH markets—it's legally mandated and culturally expected. The IHK Arbeitsmarktumfrage found that 65% of German workers cite privacy as their top concern when asked about referring friends or former colleagues. Your templates must address these concerns explicitly or participation will remain artificially suppressed regardless of bonus amounts.

A Stuttgart automotive supplier learned this lesson expensively. Their referral program launched without Betriebsrat consultation and used employee LinkedIn networks without explicit written consent. The works council filed a formal complaint, the program was suspended, and HR spent three months rebuilding trust through transparent policy revisions. The relaunch included clear consent language and works council endorsement—participation eventually reached 28%, but the initial misstep cost them six months of hiring momentum.

Consent Language Template

Include this paragraph in your detailed program FAQ and kickoff emails:

"Datenschutz bei Empfehlungen: Wenn Sie eine Person empfehlen, geben Sie deren Kontaktdaten nur mit deren ausdrücklicher Zustimmung an uns weiter. Wir verarbeiten diese Daten ausschließlich zur Prüfung der Bewerbung und löschen sie nach Abschluss des Bewerbungsprozesses bzw. nach 6 Monaten, sofern keine Einstellung erfolgt. Ihre eigenen Daten (Name als Empfehlende/r) werden intern gespeichert, um die Prämie zuordnen zu können. Beide Personen können jederzeit Auskunft über gespeicherte Daten verlangen oder deren Löschung beantragen. Kontakt: [Datenschutzbeauftragte/r E-Mail]"

Tax Transparency Template

Include this in bonus announcement communications:

"Steuerliche Behandlung: Empfehlungsprämien gelten in Deutschland als steuerpflichtiges Einkommen und unterliegen der Lohnsteuer sowie Sozialversicherungsbeiträgen. Die Auszahlung erfolgt über Ihre reguläre Gehaltsabrechnung nach erfolgreichem Abschluss der Probezeit der empfohlenen Person. Der Nettobetrag wird entsprechend Ihrer persönlichen Steuerklasse berechnet. Bei Fragen wenden Sie sich bitte an die Lohnbuchhaltung: [Kontakt]"

Betriebsrat Acknowledgment Template

Include this in launch communications:

"Dieses Mitarbeiter-werben-Mitarbeiter Programm wurde in Zusammenarbeit mit dem Betriebsrat entwickelt und abgestimmt. Der Betriebsrat hat die Einhaltung der Datenschutzbestimmungen und die faire Behandlung aller Mitarbeitenden geprüft. Bei Anliegen zum Programm können Sie sich auch direkt an den Betriebsrat wenden: [Kontaktinformation]"

Beyond template language, your technical implementation must support compliance. Referral tracking systems should automatically delete unsuccessful candidate data after defined retention periods, provide audit logs showing who accessed what information when, and enable candidates to request data deletion at any point. German privacy law gives candidates broad rights over their personal information—your program infrastructure must support those rights technically, not just in policy documents.

One often-overlooked compliance area: bonus payment timing and amount limits. While there's no legal maximum for referral bonuses in Germany, amounts above certain thresholds may trigger additional tax reporting requirements or scrutiny from financial authorities. Consult your tax advisor about optimal bonus structures, but most German companies keep amounts between 500€ and 3.000€ to balance incentive value with administrative simplicity.

For international companies operating across multiple European markets: recognize that Austrian and Swiss employment law differs from German regulations in specific areas. Swiss companies have more flexibility around bonus structures but stricter rules about works council-equivalent bodies. Austrian law more closely mirrors German requirements but with different threshold amounts triggering various obligations. Don't assume a single compliance approach works across all DACH markets without legal review.

With compliance handled properly, your final challenge is measuring what works and continuously improving results through data-driven optimization.

7. Tracking Performance and Optimizing Employee Referral Email Templates

You can't improve what you don't measure. HubSpot's State of Email Marketing research shows that personalized subject lines boost open rates by up to 26%, but you'll never discover what resonates with your specific employee base without systematic testing and tracking. The difference between mediocre and exceptional referral programs lies in relentless measurement and iteration.

A Cologne fintech company implemented UTM tracking parameters on every job link shared through referral emails, Slack messages, and WhatsApp texts. After three months of data collection, they discovered that Slack-sourced referrals had 42% higher interview-to-offer conversion rates than email referrals, despite email generating 3x more total submissions. This insight prompted them to shift more hiring manager outreach to Slack while using email primarily for program updates—resulting in 28% faster time-to-hire for critical engineering roles.

Essential Metrics Dashboard

Track these KPIs weekly in a simple spreadsheet or dashboard:

Subject Line Testing Framework

Test these variables systematically:

Length Testing:

Format Testing:

Personalization Testing:

Timing Optimization Process

Run a four-week timing test sending identical content at different times:

Week 1: Monday 9:00 AM
Week 2: Tuesday 11:00 AM
Week 3: Wednesday 14:00 PM
Week 4: Thursday 10:00 AM

Measure open rates within 4 hours of send. Identify your optimal window and standardize around it, recognizing that different employee populations (office workers vs. shift workers) may have different patterns.

Referral Quality Analysis

Don't just count referrals—evaluate quality through these lenses:

A Hamburg consulting firm discovered that referrals from employees with 2-5 years tenure had 40% higher quality scores than referrals from either newer employees or 10+ year veterans. This insight led them to create a "sweet spot" targeting strategy focusing recruitment requests on that tenure band for critical roles.

Continuous Improvement Cycle

Implement this monthly review process:

Week 1 of Month: Review previous month's metrics against goals
Week 2: Identify top 3 underperforming areas and generate hypotheses
Week 3: Design tests to address underperformance (new templates, timing, channels)
Week 4: Execute tests within regular campaign calendar
Next Month: Measure results and either scale successful changes or try new approaches

The companies achieving 30-50% of hires through referrals don't rely on static templates—they treat referral communication as a continuous optimization discipline requiring regular attention and adjustment. Your initial templates from this guide provide the foundation, but your specific results will improve dramatically through systematic measurement and iteration.

Conclusion: Turning Templates Into Referral Program Results

Effective employee referral email templates don't exist in isolation—they function as part of a comprehensive communication strategy that respects DACH cultural values, meets strict compliance requirements, and delivers consistent value to both employees and hiring teams. The 25 templates provided in this guide give you immediate implementation tools, but sustainable success requires understanding the principles behind them.

Three critical insights separate high-performing referral programs from those generating mediocre results. First, localization goes far deeper than language translation—German-speaking employees respond to transparency, formal address conventions, works council involvement, and explicit privacy protections in ways that American-style programs often miss. Second, multi-channel communication isn't optional for comprehensive employee reach; WhatsApp and SMS enable blue-collar participation that email alone cannot capture. Third, structured measurement and continuous optimization matter more than perfect initial execution.

Your implementation roadmap should prioritize these concrete steps. Customize the provided templates for your specific company culture and role requirements—generic messages generate generic results. Establish your four-week campaign calendar with clear ownership and scheduled touchpoints across multiple channels. Implement UTM tracking from day one so you can measure what works rather than guessing based on intuition. Build in monthly review cycles that translate data insights into template and timing adjustments.

The broader trend shaping referral program success involves the shift toward conversational, mobile-first communication channels. As German workplaces increasingly adopt hybrid and remote models, the companies maintaining strong referral volume will be those meeting employees in their preferred communication environments rather than forcing participation through outdated corporate channels. Your templates must evolve alongside these workplace changes while maintaining the compliance rigor that German labor law requires.

Frequently Asked Questions (FAQ)

How often should I send employee referral reminders without annoying my team?

Send reminder messages once per week during active hiring campaigns, typically on Tuesday or Wednesday when email engagement rates peak. Always include an easy one-click opt-out option using clear German language like "Hier abmelden" so employees can self-regulate their participation level. Research from Glassdoor shows that weekly touchpoints maintain 40% higher engagement than sporadic messaging, but exceeding one message per week crosses into annoyance territory for most German employees. During slower hiring periods, reduce frequency to bi-weekly or monthly program updates rather than maintaining the same cadence year-round.

What legal requirements must employee referral emails include under German DSGVO regulations?

Every referral communication must contain explicit consent language explaining that employees should only share candidate contact information with that person's permission, a direct link to your detailed privacy policy explaining data handling procedures, clear opt-out instructions requiring no more than one click to execute, and a statement clarifying that referral bonuses constitute taxable income processed through payroll. Additionally, programs affecting employee data typically require Betriebsrat consultation before launch—mention this consultation in your initial communications to build trust. While these requirements may seem extensive, the IHK Arbeitsmarktumfrage found that 65% of German workers cite privacy protection as their top concern when referring contacts, making compliance essential for participation rather than just legal obligation.

Why do role-specific email templates perform better than generic referral announcements?

Department-tailored messaging increases relevance by speaking to the priorities and evaluation criteria specific to each professional community. LinkedIn Global Talent Trends research demonstrates that engineering teams engage 28% more frequently with technical stack details and team structure information, while sales professionals respond 32% better to compensation transparency and career progression timelines. Generic templates force employees to do mental translation work—figuring out whether their contacts might fit and what information matters for evaluation. Role-specific templates remove that friction by providing exactly the context employees need to pre-screen their networks effectively, resulting in both higher submission volume and better candidate quality.

Can I legally use WhatsApp and SMS for employee referral communications in Germany?

Yes, but only with explicit employee consent to receive work-related messages on personal devices. During program launch or employee onboarding, obtain documented permission specifying the types of messages employees will receive, the approximate frequency, and their right to opt out at any time. The Bitkom Digital Workplace Report found that 76% of German blue-collar employees prefer WhatsApp over internal apps for company communications, making these channels essential for comprehensive workforce reach. However, German labor law protects employee device privacy strictly—never assume consent or use personal contact information obtained through other channels without specific referral program opt-in. For employees using company-provided devices, consent requirements still apply but implementation becomes simpler since the devices themselves are workplace tools.

How should I structure a four-week employee referral campaign to maximize participation?

Begin with a CEO-endorsed launch email on Monday of Week 1 establishing strategic importance, followed 48 hours later by a detailed HR FAQ email covering mechanics and compliance. Week 2 should feature department-specific requests from hiring managers with role-tailored messaging plus a gentle reminder via your primary channel. Week 3 maintains momentum through newsletter features highlighting early success stories and program metrics. Week 4 closes with a final reminder listing updated open positions and includes a simple feedback survey to gather insights for the next cycle. This structure provides four distinct touchpoints without overwhelming employees, aligns with natural monthly rhythms common in German business operations, and builds from awareness through activation to social proof. Track weekly metrics to identify which touchpoint drives the most referrals—typically Week 2's targeted requests generate highest volume—then optimize future campaigns based on your specific results.