Frontier Firm
2032 is closer than you think.
The gap between leading companies and the rest of the economy is widening exponentially. BCG put it in numbers for 2025: 5% of companies are “future-built,” while 60% are falling behind. Those who fail to keep up in the coming years will find it difficult to catch up.[BCG-LEADERS-2025]
Frontier Firm recruits and integrates AI employees into your organization. Not as a chat tool to experiment with, but as digital employees. With measurable results. Fully compliant with regulations. And with humans making the final decisions where they belong.
We are the first recruitment firm for AI professionals—specializing in executive search.
Status quo
You have Copilot. Your competitor has employees.
You’ve rolled out Microsoft 365 Copilot. Maybe ChatGPT Enterprise as well. Maybe LinkedIn Recruiter, or perhaps a GenAI wrapper for cover letters. Your researchers are working faster. Your consultants are compiling long lists more efficiently.
That was the right decision. It's just not the final one.
Because while you’re buying tools, your competitor is building something else: an AI-powered workforce that works alongside their consultants—not as a tool that someone operates.
What you've introduced is a better calculator
Copilot is an assistant. He waits until someone asks him a question. He answers. Then he waits again.
Imagine your researcher: A new client inquiry comes in, and 80 profiles from the long list need to be processed. She opens them one by one, compares them to the job requirements, copies relevant sections into Copilot, has summaries generated, pastes them into the CRM, sorts them into batches—and by 3:00 p.m., she’s finished with what was supposed to be just the start of her day.
Copilot has helped her type faster. But she still makes every single click herself.
That's not a leap in productivity. It's just a faster typewriter.
About half of companies worldwide have now recognized this—and are beginning to rethink their processes from start to finish.[BCG-AIATWORK-2025]
The other day
What your competitors are doing right now
Here's how things work at the HR consulting firm that will be taking over your best clients next year:
At 6:43 a.m., a new recruitment request comes in—Senior Sales Director, B2B SaaS, DACH region. No one opens it. An AI assistant reads the job description, compiles an initial long list from the internal talent pool and three sourcing channels, systematically matches each candidate against the profile, verifies the completeness of LinkedIn data, identifies gaps in their career history, and at 7:30 a.m. places a fully prepared shortlist into the review queue of the assigned consultant — along with a structured briefing for each candidate: “You should take a look at these three points. Here are the appropriate questions to ask during an initial interview.”
The AI assistant doesn't make any decisions. It doesn't filter anything out. It doesn't discard anything. It prepares the information—in a structured, comprehensive way, in two minutes per profile instead of twenty.
At 8:00 a.m.—just as the consultant is brewing her first cup of coffee—74 profiles are ready to go. She opens the dashboard and sees a clear summary for each candidate, the original documents, three prepared follow-up questions, and a note about any potential gaps.
She makes the decision. On every single item on the long list.
But now she makes her decision in two minutes instead of twenty. And she makes her decision based on a well-organized summary, instead of scrolling through the 47th profile at 2:00 p.m. when she’s tired.
For the rest of the day, she does what you hired her to do: she talks to clients and candidates.
Hard numbers
The numbers behind it
A field study conducted by Harvard Business School in collaboration with BCG consultants on knowledge-intensive work shows: 25.1% faster processing, 12.2% more tasks completed, and over 40% higher output quality.[HBS-BCG-JAGGED-2025]
In a typical long-listing setup, this means that the time required to review each candidate is reduced by a factor of 8 to 10—while maintaining a higher level of accuracy, because an AI assistant never gets tired and won’t confuse the 47th profile with the 3rd.
The final decision is always made by a human. This is not only in full compliance with regulations—AI systems used for recruiting and evaluating candidates are explicitly classified as a high-risk category under Annex III of the EU AI Act[EUAIACT-ANNEX3] — it is also the point where artificial intelligence and human judgment complement each other best.
The difference isn't the tool. It's the process.
This is the mistake many recruitment agencies are currently making:
They treat AI like a new Office license. They buy Copilot, activate it, send their consultants to training—and think that’s it.
What you're missing: The value isn't in the AI itself. The value lies in the process in which you integrate it.
Copilot, when used in a process designed for humans using a mouse and keyboard, speeds up the process only marginally. That’s the limit—because humans remain the bottleneck. BCG confirms this in its 2025 “AI at Work” study: only about half of companies are rethinking their processes from end to end—and that is precisely where the added value lies.[BCG-AIATWORK-2025]
In a redesigned process, an AI system handles most of the preliminary work without any human involvement. Humans only make decisions when necessary—specifically on the issues for which they have been trained.
That's not an increase in speed. It's a different cost structure.
You know your business. We know what goes on behind the scenes.
You know your clients and your value chain better than anyone from outside the company. You know where the bottlenecks are, who does what, and which escalation procedures work. What you typically don’t have—and don’t need to have—is an overview of which of your tasks can actually be handled by an AI assistant and which are best left to humans.
That is exactly the perspective we bring to the table. From two angles:
Gunnar Belden has a background in executive search and HR consulting. He knows how to define a role, evaluate a candidate, and successfully manage a search—and he is now applying that same approach to AI employees.
Robin Geier has spent 15 years building MarTech and personalization architectures for global brands—including Disney, McDonald’s, Adidas, easyJet, Porsche, and HSBC—as Director of Digital Strategy & Value at mParticle and Head of Value Consulting at Tealium. At House of MAAD, he combines this implementation experience with AI-powered workflow architectures.
You don’t learn what can actually be resolved in a webinar. You develop that understanding over years of real-world implementation.
Three reasons to act now
Why now is the time
Time waits for no one.
The use of AI in German companies nearly doubled between 2024 and 2025. Those who fail to make the leap to the top in the coming years will only be able to do so with significantly greater effort. We’ll get you there—not just eventually, but within measurable quarters.[BITKOM-KI-2025]
Facts, not hallucinations.
Standard chatbots make things up when they don't know what to do. Our AI agents don't. Every step is transparent, every result is verifiable. We provide evidence, not just claims.
Compliant with the EU AI Act from day one.
AI systems used for recruiting and evaluating applicants are explicitly classified as high-risk systems in Annex III of the EU AI Act. The core obligations take effect on August 2, 2026—a political agreement reached in May 2026 provides for a 16-month delay, but it has not yet been formally adopted. We design our AI systems to be compliant in both scenarios: with human final decision-making in all critical processes, full documentation, and auditability. They are already compliant—and can demonstrate this to clients, candidates, and regulatory bodies.[EUAIACT-ANNEX3 · EUAIACT-TIMELINE]
What we do, specifically: The briefing meeting
We’ll spend two days at your office. We’ll examine three functions of your recruitment practice that you choose yourself—typically sourcing, long-list preparation, candidate management, client communication, closing support, research, or market intelligence.
By the end of the two days, you will have:
- —A document that outlines, step by step, which of these functions can be handled by AI—including the number of hours required, costs, a recommended order of implementation, and a clear indication of where humans retain decision-making authority.
- —A specific recommendation as to which AI agent from our current portfolio is a good fit—or which one would need to be custom-built for you.
- —A 90-minute review session with your key personnel, during which we will go over the document and address any questions you may have.
You can then decide whether we’ll carry it out or whether you’ll give the job to someone else. No contract, no obligation.
Next step
The question you should ask yourself today
Not: "Are we on board with AI?"
Rather: “If our competitor has shifted a significant portion of its preparatory work to AI staff within 12 months—how will we respond?”
The honest answer: You won't be able to react anymore. All you'll be able to do is play catch-up. And the curve you're trying to keep up with is exponential.
That's why now is the most expensive time to wait.
Talk to Maturias.ai before your competitors do.
Sources
- [OECD-2016]Andrews, D., C. Criscuolo, and P. Gal (2016). “The Best versus the Rest: The Global Productivity Slowdown, Divergence Across Firms, and the Role of Public Policy.” OECD Productivity Working Papers No. 5. https://doi.org/10.1787/63629cc9-en
- [BCG-LEADERS-2025]BCG (September 2025). “AI Leaders Outpace Laggards with Double the Revenue Growth and 40% More Cost Savings.” https://www.bcg.com/press/30september2025-ai-leaders-outpace-laggards-revenue-growth-cost-savings
- [BCG-AIATWORK-2025]BCG (June 2025). “AI at Work 2025: Momentum Builds, but Gaps Remain.” Survey of n = 10,600 respondents in 11 countries. https://www.bcg.com/publications/2025/ai-at-work-momentum-builds-but-gaps-remain
- [HBS-BCG-JAGGED-2025]Dell'Acqua, F. et al. (2025). “Navigating the Jagged Technological Frontier: Field Experimental Evidence of the Effects of Artificial Intelligence on Knowledge Worker Productivity and Quality.” *Organization Science*. https://pubsonline.informs.org/doi/10.1287/orsc.2025.21838
- [BITKOM-KI-2025]Bitkom (2025/2026). “Artificial Intelligence in Germany — 2026 Study Report.” https://www.bitkom.org/Bitkom/Publikationen/Kuenstliche-Intelligenz-in-Deutschland
- [EUAIACT-ANNEX3]Regulation (EU) 2024/1689 (EU AI Act), Annex III, Article 6(2). https://artificialintelligenceact.eu/annex/3/
- [EUAIACT-TIMELINE]European Commission, AI Act Service Desk. “Timeline for the Implementation of the EU AI Act.” https://ai-act-service-desk.ec.europa.eu/en/ai-act/timeline/timeline-implementation-eu-ai-act