Lucas Radke

AI is becoming more autonomous – reshaping innovation, business, and legal frameworks. What does this mean for SaaS companies today? YPOG is excited to host the next Women of SaaS meetup on October 7 in Berlin. Women of SaaS is a community that connects and empowers female leaders in tech and SaaS. Here’s what to expect: ✨ Keynote by Charlotte Petrasch, LL.M. on Agentic AI 🎤 Panel with Anna Eickmeier, Dr. Olivia Lewis (both YPOG), Michelle Michalowski (Taktile), moderated by Julia Goelles (Parloa). They’ll discuss: 🔹What impact have AI agents already had on organizations, products, and workflows?   🔹How mature is the current state of agentic AI and where are we headed?   🔹What are the first practical steps to test and implement AI agents in real-world SaaS environments?  Connect with inspiring women, share ideas, and shape the future of innovation together. 👉 Spots are limited – register now! 🔗 Link in the comments. #AgenticAI #WomenInTech #SaaSWeekBerlin #WomenOfSaaS 

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𝗪𝗵𝗮𝘁 𝗶𝗳 𝘆𝗼𝘂 𝗰𝗼𝘂𝗹𝗱 𝘁𝗿𝗮𝘃𝗲𝗹 𝗯𝗮𝗰𝗸 𝗶𝗻 𝘁𝗶𝗺𝗲 𝗮𝗻𝗱 𝗿𝗲𝗹𝗶𝘃𝗲 𝘆𝗼𝘂𝗿 𝗺𝗲𝗺𝗼𝗿𝗶𝗲𝘀 𝗮𝗹𝗹 𝗼𝘃𝗲𝗿 𝗮𝗴𝗮𝗶𝗻? How about reimagining how we capture and relive #memories? Now we can time travel with #Extended #Reality! And its beautiful... Have you ever wished you could do more than simply look at an old photo or watch a video—actually step back into those important moments? With today’s advances in extended reality and holograms, we’re making that possible. Now, you can truly immerse yourself in the past, just like the futuristic scenes from “#Star #Trek” or “#Minority #Report.” What’s new and exciting? Reliving memories isn’t just about perfect visuals. @Alexandre Devaux’s latest demo proves how powerful the experience can be—even in your browser. By turning regular videos into 3D #holograms, we can surround ourselves with our favorite stories as shimmering particle clouds, using video depth data to make them interactive and alive. What experiences does this technology unlock? 👁️ Walk through moments from your past, feeling truly present. 👁️ Reconnect with loved ones and places as if you’re there again. 👁️ Share immersive, interactive memories with others. 👁️ Transform ordinary photos and videos into living, memorable stories. What a beautiful application of Extended Reality! #MixedReality #ComputerVision #XR #holgrams

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🔥 Big day for us at Platus! We’re live on Product Hunt! 🔥 We built Germany’s leading digital notary service (Beglaubigt.de) and quickly realized - legal teams don’t just need notarization, they need full workflow automation. Platus is an AI-powered workspace that helps legal teams: ✅ Automate contract reviews, redactions & translations ✅ Answer compliance requests instantly ✅ Cuts hours of legal busywork so teams can focus on high-impact work If you’ve ever struggled with legal bottlenecks, check it out & let us know what you think. 👉 Upvote here: https://buff.ly/3DdhyW1 #LegalTech #AI #ProductHunt #Automation #Startup

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𝗔𝗿𝗲 𝘁𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹 𝗵𝗶𝗿𝗶𝗻𝗴 𝘁𝗲𝘀𝘁𝘀 𝘀𝘁𝗶𝗹𝗹 𝘂𝘀𝗲𝗳𝘂𝗹, 𝘄𝗵𝗲𝗻 𝗰𝗵𝗲𝗮𝘁𝗶𝗻𝗴 𝗵𝗮𝘀 𝗯𝗲𝗰𝗼𝗺𝗲 𝘁𝗵𝗲 𝗻𝗼𝗿𝗺? Last week, we had a great conversation - thanks again to Harald Huber from RETENCON AG and Maria Lohwasser, Patrick Schianchi, Christian Greb - about the growing problem of cheating in software development hiring tests. Let’s be honest: With tools like Claude, Gemini, Cursor, it has become incredibly easy to cheat on remote coding challenges. And many candidates do. That raises some uncomfortable but necessary questions: - How do we fairly and accurately assess real skills today? - How do we detect not just technical ability, but collaboration, problem-solving, and team fit? From my perspective: ✅ Trial projects or structured test days with real team members are much more insightful yes, it takes time, but it’s worth it. ✅ Time-pressured “multiple choice tests” can reduce the chance of using AI but they only scratch the surface. ✅ Ultimately, we should shift our focus: from can this person write code to can they think in systems and work with others? Because let’s face it: If machines are writing the code - what exactly do we expect from junior developers? Software hiring needs to evolve. Fast. Not more algorithm quizzes. More real-world thinking, communication, and architectural sense. I’d love to hear how you’re adapting your hiring practices to deal with AI-assisted cheating. Is this something you’re already facing?

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𝐓𝐡𝐞 𝐆𝐞𝐫𝐦𝐚𝐧 𝐓𝐞𝐜𝐡 𝐓𝐚𝐥𝐞𝐧𝐭 𝐂𝐫𝐢𝐬𝐢𝐬: 𝐐𝟒 𝟐𝟎𝟐𝟒 𝐃𝐚𝐭𝐚 𝐀𝐧𝐚𝐥𝐲𝐬𝐢𝐬 After analyzing 847 SME and startup hiring processes across Bavaria, Berlin, and NRW in Q4 2024, the bottleneck is worse than reported. 𝐓𝐡𝐞 𝐑𝐞𝐚𝐥 𝐍𝐮𝐦𝐛𝐞𝐫𝐬: 149,000 unfilled IT positions (Bitkom, Sept 2024) But drill down by role: • Senior Backend: 11.2 months average vacancy • DevOps Engineers: 9.8 months • Frontend React: 6.4 months 90% talent shortage statistic? It's actually 94% for companies with 50-250 employees in tech hubs. 𝐓𝐡𝐞 𝐇𝐢𝐝𝐝𝐞𝐧 𝐂𝐨𝐬𝐭 𝐒𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 Internal hiring cost breakdown (50-person startup, Berlin): • HR/recruiting FTE: €67K + benefits • Average 47 interview hours per senior hire • Opportunity cost: €23K per unfilled month • Contractor premium: 180-220% of FTE cost Frankfurt automotive supplier (127 employees): "We spent €340K on contractors in Q3 because we couldn't fill 2 permanent roles." 𝐑𝐞𝐠𝐢𝐨𝐧𝐚𝐥 𝐕𝐚𝐫𝐢𝐚𝐭𝐢𝐨𝐧𝐬 𝐌𝐚𝐭𝐭𝐞𝐫 Berlin: 8.2 months avg time-to-hire, salary expectations +15% YoY Munich: 9.7 months avg, +23% salary inflation (automotive demand) Hamburg: 6.8 months avg, better conversion rates Stuttgart: 11.1 months avg, Mercedes/Porsche competition Data from 340 placements tracked Oct 2023 - Oct 2024 𝐖𝐡𝐚𝐭'𝐬 𝐀𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐖𝐨𝐫𝐤𝐢𝐧𝐠 Analyzed successful scaling cases from our client portfolio (10-50 dev teams): Pattern 1: Dedicated Team Model (89% success rate) • Pre-vetted developers integrated as extended team • Full German project management oversight • Cultural alignment workshops in month 1 • Result: 3.2 months scaling vs 14.8 months local hiring Pattern 2: Hybrid Integration Approach (78% success rate) • 2-3 local leads for architecture/strategy • Remote dedicated developers for execution • Single point of contact for management • Cost reduction: 50-60% vs German FTEs Pattern 3: Rapid Team Scaling (emerging) • From 5 to 25 developers in 8 weeks • Pre-existing talent pools, no recruitment delays • Retention: 91% stay 24+ months vs 64% local market • Growing trend among scaling startups in our network 𝐓𝐚𝐜𝐭𝐢𝐜𝐚𝐥 𝐑𝐞𝐜𝐨𝐦𝐦𝐞𝐧𝐝𝐚𝐭𝐢𝐨𝐧 If you're scaling tech teams in Germany (or Western Europe): Stop optimizing hiring process. Start optimizing talent access. The companies solving this aren't hiring faster locally. They're building distributed teams strategically. Based on 2+ years helping German SMEs and startups scale, the pattern is clear: traditional hiring is broken, but the alternative isn't just "remote workers." It's dedicated team partnerships with proper integration. What's your biggest scaling bottleneck right now?

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