Hello, and welcome everyone to our quarterly update. Thank you for joining us today. As always, Ingo and Patrick are seated next to me, and Ingo will guide you through the financials later. Let me start with a general comment today. As you can imagine, my colleagues from the board and I are quite unhappy about the stock price development, particularly when we look at what has happened to our valuation since the beginning of October. Our goal is to create shareholder value by developing promising products and investing in the right markets to achieve long-term growth. I firmly believe that our focus on the German, Austrian, and Swiss employment market is absolutely the right direction. We will continue to provide excellent recruiting and employer branding offerings to our clients and have started repositioning XING from a social network to a jobs network. Of course, the timing could be better, especially as demand for recruiting solutions is significantly lower than last year, and our HR business does not fully compensate the planned decline in legacy B2C revenues. However, we firmly believe it's the right course of action, and short-term obstacles won't stop us on the way to our long-term goals. Speaking of short-term obstacles, as you all know, we are currently facing a challenging macroeconomic environment. Germany is in a recession, and key employment market indicators like the BA-X and IAB have dropped to levels we saw last during the Corona crisis. ifo Business Climate Index was down until September and stabilized on low levels in October. This morning, we also received data from IAB on the development of the unfilled positions in Germany for Q3, which also showed another small decline to 1.73 million. So overall, unfortunately, there are no signs of recovery for the German labor market yet. However, please keep in mind that despite potential short-term or mid-term macroeconomic challenges, the underlying demographic shift will further tighten the employment market in the next years. That's why we have a long-term opportunity with our current positioning. Now, let's dive into our Q3 results. The third quarter, similar to the previous two quarters, presents a mixed picture. Revenues are down due to the lower demand for recruiting solutions, although that segment is still growing despite an adverse market condition. Non-financial, particularly for kununu, have reached an all-time high. Let's have a look at the key financials in more detail. We understand that there have been concerns regarding a possible profit warning, given the softer profitability in the first half of the year. However, as you can see, despite a 4% decrease in revenues in Q3, Pro Forma EBITDA has increased to EUR 28.1 million, +4% compared to the previous year. Our EBITDA margin is 37% in Q3. We remain on track to meet our full-year Pro Forma EBITDA guidance. Net income has decreased slightly due to higher depreciation and amortization, as well as taxes year-over-year. Ingo will provide more details in his section. Now, let's take a closer look at our two main consumer destinations, XING and kununu, starting with XING. Most of you have been following us for quite some time, and some of you may even be registered members on the XING platform. You have witnessed the shift in focus at XING. Over the past years, our teams have been working to establish a clearer and more tangible value proposition for XING. We have made job matching and career guidance the central focus of our efforts. In mid-October, we took a significant step forward by introducing the new and redesigned homepage and app of XING. Why? We are operating in an employee's market where there are more jobs available than there are people to fill them. As a job network, we can assist individuals in finding the right job for them. The new homepage presents users with personalized job suggestions and inspiration, even when they are not actively seeking new opportunities. Users can explore jobs in various fields and discover vacancies at companies with unique workplace cultures. The new job preferences feature allows XING members to receive job suggestions based on their profile details and preferences, such as specific job titles, salary expectations, weekly working hours, and preferred employers. By setting preferences, active job seekers are 70% more likely to receive matching job recommendations on XING. Completing and keeping their XING profile up to date allows users to be found and contacted also by recruiters and headhunters, even before a job is officially advertised. We call that the hidden job market. Currently, more than 20,000 recruiters use XING, and they will play a more prominent role on the platform in the future. XING Jobs offers more than 1 million jobs for every industry and career level, leading the way in Germany, Austria, and Switzerland. In addition to a multitude of job opportunities, job postings provide salary forecasts, workplace culture insights, and employer reviews based on millions of anonymized kununu data points. Last but not least, even as we transition XING to a job network, it continues to provide a platform for more than 22 million members to connect and engage with each other. Contacts and key networking features are now available in the insight section. So during Q3, XING added 140,000 net new members, bringing the total to 22 million by the end of September. However, the size of the talent pool of XING doesn't fully capture the value that XING provides to its users and members. Therefore, we have decided to provide you with a snapshot of additional non-financial data points that track our performance in the jobs field. Today, I'd like to highlight three of the numerous KPIs we are tracking to measure our performance in the talent acquisition field. Starting with the high-level traffic KPIs for our XING job section, we achieved a +50% year-over-year increase, thanks to our new focus on jobs, and basically, that's before the relaunch that we achieved that already. At the same time, overall traffic for XING.com is slightly down due to reduced comments, shares, and likes, which was expected. The second important KPI is essential for both our members, users, and our HR customers who post job ads on our website. It is the number of applicants that we deliver to paid job ads. With an increase of organic traffic in our job section and our performance marketing investment in paid job ads, we managed to quintuple the number of applicants for our clients, delivering real value and more value for their money. The third KPI is another significant way to measure the non-financial performance of our HR solutions and talent access segment. It's the development of the so-called career interactions, which includes initiated application processes by potential candidates and responses from candidates to messages from recruiters or headhunters. We believe this KPI reflects the vitality of our ecosystem as it evolves two essential customer dimensions that interact through our platform. Year to date, we had approximately 10 million career interactions. Looking at Q3, we had approximately 4 million career interactions, marking a growth of over 40% year-over-year. In summary, we firmly believe that the focus on jobs is the right direction for XING, and that we see a good traction, and we have just begun our journey with this new strategic focus. Now, let's move to our second consumer destination, which is kununu. As you know, Kununu is the leading employer review platform in German-speaking countries. As mentioned earlier, we have experienced subdued demand for our sourcing solutions, both active and passive, due to the reduced number of open vacancies in the current market environment. However, there is one consistent anchor in our HR solutions offering, and that's employer branding through Kununu. With Kununu, we aspire to be the most relevant destination for workplace insights in the German-speaking world. As you can see, Kununu is thriving. The number of workplace insights grew by 2.1 million year-over-year, the strongest growth in history. This growth now accounts for almost 10 million insights, including more than 3 million salary data points, which help visitors and users in making informed career decisions. In August, we launched the redesigned homepage with an improved mobile user experience. Furthermore, with the Kununu Sustainability Check 2023, we published a comprehensive analysis of data collected by Kununu on the topic of ecological sustainability in the workplace. We evaluated over 85,000 pieces of data shared by employees on Kununu or collected through surveys. Let me also provide some more operational performance indicators. Internally, we obviously track numerous KPIs to assess how Kununu resonates with our users and visitors. As I mentioned, a few KPIs for XING, let's also take a look at Kununu's performance from both a consumer and HR customer perspective. First, looking at traffic development. Kununu grew by 15% to 23 million sessions in the third quarter of 2023, underlining its strong reach in the German market. Second, a long-term trend analysis demonstrates Kununu's brand perception in the DACH region. Kununu is the go-to destination for valuable employer insights that help individuals make informed career decisions. Third, given the high number of rated employers already, the growth of 13% to more than 330,000 rated employers is quite significant. This expansion broadens the searchable employer database for kununu users and visitors. Number four, employers actively engaging with the platform by commenting on ratings provided by employees, has increased by more than 20% to 43,000 in Q3. This highlights the relevance of ratings and the fact that employers take their individual ratings and their visibility very seriously. That's the update for kununu. Now, let's go over to some more numbers, which we regularly publish, the development of our HR business. When analyzing customer development, you'll observe a slight decline of 68 HR clients in Q3. This decline is primarily driven by the reduced demand for digital recruiting solutions, especially within our active sourcing segments, as companies are recruiting less in the current market environment. Looking at the revenue development on the right-hand side, you can see the impact of reduced hiring since Q1. In addition to a slight decline in B2B subscription customers, revenue development has been particularly impacted by the decline in transactional job listing revenues due to a weak employment market and fewer job openings. Our employer branding business, based on the kununu platform, continues to grow nicely with a 20% increase in Q3. However, it cannot fully compensate the lower demand on the sourcing side of the business. AI being the topic of the year, I'd like to conclude my presentation by providing some insights into our various AI initiatives that we are working on throughout our different units. Let me start by saying that as a networking platform, we have been using various algorithms and AI for matchmaking and recommendations ever since the founding of the company in 2003. However, the rise of Large Language Models has opened up numerous new opportunities for XING, kununu, and onlyfy. Our approach to AI is focused on defining use cases that we can bring in front of our consumers and users as product features. While we are also looking at internal productivity topics, we are convinced that our major benefit will be to leverage our data more effectively than we do today. We are in an excellent position to benefit from the emerging technologies. So what are we working on or have already implemented? On the XING platform, it's all about providing highly relevant recommendations, particularly for jobs. To give you one concrete example, we have launched more jobs like this. When a user checks out an interesting job vacancy, our AI provides a list of similar jobs alongside the job they are currently viewing, resulting in higher click rates on additional jobs. At kununu, we are developing profile summaries through AI. Employers with numerous reviews can overwhelm users, so a kununu's review summarizer uses AI to provide digestible summaries of the most relevant aspects of a given employer. This is a valuable addition for potential candidates. And last but not least, at onlyfy, we are working on various AI-driven streams. Our first AI-based improvement is in the job ad creation process, where we empower users to utilize AI to write their job and content from scratch. AI will also help adapt company communication, tone, language, salutation, and with just one click, write the entire job ad content using AI. The onlyfy team is also working on smart templates, talent recommendations, and CV parsing features powered by AI. We will keep you updated on our progress in this area as well. In conclusion, we are continuing on our long-term strategic path. Unfortunately, we are feeling the effects of the recession through our financial indicators. Nevertheless, we are driving the transformation of our company, making strategic investments while maintaining stringent cost discipline. Our objective is to regain growth and secure a leading position within the competitive landscape once the market regains stability. I look forward to keeping you updated on our progress throughout this journey. With that said, I hand over to Ingo. Thank you, Petra. Hello, everybody. This is Ingo, and I'm going to talk to you about our Q3 numbers in more detail. Now, as Petra has said, the macroeconomy and the labor market both remain difficult, and as a result, our overall situation remains difficult as well. Nevertheless, profitability has again improved quarter-over-quarter. Our cost countermeasures show effects and also our general cost seasonality and some positive one-offs have helped. With that, we are on track with our new plans and confirm our adjusted guidance from May. So let's start with an overview. Number one, revenues came in at EUR 75.7 million, slightly down year-over-year on the back of a weak market. Number two, and Petra has given you more details on that, we continue to increase our access to talent on the C side. Both XING and kununu have grown their non-fin metrics, and that's important because our talent access is one of two necessary ingredients for our winning acceleration. Number three, Pro Forma EBITDA came in at EUR 28.1 million, up year-over-year and up quarter-over-quarter. Number four, we confirm our updated guidance of Pro Forma EBITDA between EUR 92 million-EUR 100 million. Now, let's have a look at our PnL. Revenues came in at EUR 75.7 million. That's down 4% year-over-year. So we've said the macro situation stays difficult, which impacts our revenue development. We've talked about that in our previous calls. Our HR solutions business continues to grow. Given the weak market, that is good, but as you also know, it is significantly less than we had planned. Marketing solutions revenues are also adversely affected by the macro situation, and direct B2C monetization is down according to plan for the strategic reasons that we've already talked about as well. Taking all of this together, this leads to group revenues being down year-over-year. Reported EBITDA amounts to EUR 26.7 million. That's slightly down year-over-year, but up quarter-over-quarter. Reported EBITDA margin comes in at 35%. Reported EBITDA includes cost for restructurings in various parts of the group, which will help us with our cost base going forward. If you eliminate these effects, Pro Forma EBITDA came in at EUR 28.1 million. That's up year-over-year and also up quarter-over-quarter. Pro Forma EBITDA margin comes in at 37%. Now, margin is up quarter-over-quarter because of various factors. First of all, our cost counter measures. As you know, we've frozen hiring, we've reduced other costs, and we have improved marketing efficiency. But also, our cost seasonality helps. We traditionally do not invest as much in brand marketing in the second half of the year as we do in the first half of the year. And lastly, we did have some one-time positive effects on costs, on the cost side, which, however, will not repeat. So please do not extrapolate our Q3 margin better. Generally speaking, we continue to work on our productivity improvement projects in order to adjust our cost base to revenue development and to create headroom for investments to capture long structural long-term growth opportunities. Depreciation amounts to -EUR 8.1 million. That's up year-over-year. Compared to last year, we had mainly lower XO write-offs on software. Reported financial results amounts to +0.4 million EUR, up year-over-year, and the delta versus the previous year mainly stems from revaluation of financial assets. Same situation at most of our quarters this year. Last year, we had a negative book loss of -0.8 million EUR. Now we have a book gain of +1 million EUR. If you take out the revaluation of financial assets effect, pro forma financial result would be +0.2 million EUR, which compares to -0.2 million EUR in Q2 last year, and this is explained mainly by getting positive interest on our cash reserves. Reported net income amounts to 13.5 million EUR, down year-over-year, and up quarter-over-quarter. Pro forma net income amounts to 13.6 million EUR, also down year-over-year, and up quarter-over-quarter. Now, let's move on to segment reporting, which shows reported figures. The HR solutions and talent access segment came in at approximately EUR 17.5 million in segment EBITDA. That's up year-over-year. In this segment, we show revenues from recruiting, cost for go-to-market for recruiting, and cost for talent access. As you know, that segment shows the heart of our winning inspiration. This is where the future growth will come from and where we invest in go-to-market on the B side, and in increasing talent access through XING and kununu, primarily. The B2C segment had EUR 10 million in segment EBITDA. That's down year-over-year. As you know, that is the XING paid membership business and respective costs and allocations. This is our former historical core business, which is now a cash cow. The marketing solutions segment came in at EUR 0.7 million. That's down year-over-year. It shows the advertising business and the respective costs. It's a non-strategic by-product business. Now, if we dive into the revenue development, you can see that the HR solutions segment came in with revenues of EUR 54.4 million, which is up 3% year-over-year. The growth is impacted by the difficult macro situation. The economy is in a recession, and companies are just hiring less. At this point in time, we do not see any signs for short-term improvement. B2C revenues came in at EUR 18.2 million. That's down 18% year-over-year. As you know, this development comes as planned. Key driver behind this is the direct B2C monetization at XING. With our refocused strategy, we concentrate on building our access to talent through XING. Short term, direct B2C monetization is less of a focus because we monetize our talent access through e-recruiting on the B side. Finally, let's look at B2B marketing solutions segment. Revenues came in at EUR 3.1 million. That's down year-over-year on the back of a difficult advertising market. Let's have a look at our cost structure. Again, these are reported figures. In Q3, personnel costs before capitalization amounted to EUR 36.1 million. That's equivalent to 48% of revenues. That is slightly up year-over-year, and down quarter-over-quarter. Included are one-time negative effects from restructuring. We've talked about that. Also included are one-time positive effects, such as, for example, release of vacation accruals and the release of bonus accruals. These positive effects will not be repeated. But also, you see effects from a lower headcount base as a result from our hiring freeze and our various restructurings. Now, if you look at marketing in Q3, overall marketing costs came in at EUR 9.3 million. That's 12% of revenues. That's down year-over-year. It's also down quarter-over-quarter. Quarter-over-quarter development is driven mainly by the cost seasonality for brand marketing. Last cost line is other operating expenses, and as you all know, it includes, as usual, external services, legal audit, consulting, payment processing, server hosting, and other costs. In Q3, other operating expenses before capitalization amount to EUR 10.1 million or 13% of revenues. That's down year-over-year, driven by tight cost management. Now, on the next slide, you can see our cash flows. Operating Cash Flow, excluding organizer cash, amounts to EUR 7.1 million. That's down year-over-year. Cash conversion in Q3 is low compared to normal, and there are various factors behind that. Billings are low because B2C billings are declining as expected, and at the same time, HR solution billings in Q3 are not compensating that B2C effect, and they also have a higher share of installment payments. On top of that, if you look at the accounts payable side, we've had some negative phasing effects. Cash outs for operating investments amounted to -EUR 5.4 million. That's down year-over-year and down quarter-over-quarter. We have a cash in of EUR 12.2 million from investments in financial assets. That is because we have liquidated an investment because the respective fund manager had changed. According to IFRS, we have to show that in our cash flow statement, although it is just an asset change from a financial asset to a cash asset. Cash out for interest paid, foreign exchange, and especially rent, amount to EUR 2.2 million, and that is mainly the lease cash outs. With that, free cash flow before dividends and before organizer cash amount to EUR 11.7 million. But for interpretation purposes, please remember that this includes the cash flow from liquidating a financial asset into cash. If you exclude that, free cash flow in Q3 is slightly negative, given changes in working capital. Last but not least, a few words about our guidance from May. Based on our Q3 results, we confirm our guidance of a Pro Forma EBITDA between EUR 92 million and EUR 100 million. And as we, as we've already said in the last call, we see the likelihood higher that we end at the lower end of this bracket. So to sum it up, the macro situation continues to be weak, which impacts our revenue development. We continue to work on our cost position to adjust our cost base to current revenue development. Now, in Q3, we do see quarter-over-quarter bottom line improvements from our short-term cost measures. And on that basis, as we said in Q3, we confirm our adjusted guidance from May with Pro Forma EBITDA between EUR 92 million and EUR 100 million. So that's it for the numbers, and we're now happy to take your questions. Thank you very much, first of all, for the presentation and all the insights. Coming to the Q&A session, you can either submit your question by audio line, by raising your virtual hand or by phone. Please press the key combination star nine and star six. If you cannot speak freely at the moment, please use the chat box and we will read out the questions for you. We will start with the questions from Marius Fuhrberg. Please, go ahead. Yeah. Hi, hope you can hear me. Yes, we can hear you well. Great. So I have three questions. Given that, the challenging environment and the ongoing decline of revenues in B2C business, and looking at 2024, do you expect growth in the next year at all? Second question is, do you see any potential of higher monetization of Kununu as it performs very well on an operating level? And the third question, can you give us an update if you plan to, like, position XING any different over in the next year, so that there is a clearer differentiation between LinkedIn and also where you're going, in terms of, yeah, job portal- LinkedIn. and LinkedIn, so where your clear positioning will be and how you make sure that you stay hold on your customer data? Well, very happy to take your questions. Starting with the first one, concerning the outlook for next year. As always, in Q4, we are in the middle of a budget process, so, unfortunately, it's too early to give any guidance now. Moreover, as the market is difficult out there and visibility is low, we really cannot give any guidance for the next year at this very moment. We will obviously do that as soon as possible, when time has come. Concerning kununu monetization, actually, we launched, as we have announced in the last call, Kununu Jobs. So we have job ads and offers now available for the kununu C-side already, and we will expand that offer on the C-side, and that is obviously linked to a monetization potential for jobs on kununu. We see both a C-side relevance and a B-side relevance for that, given that kununu has also a large potential in the blue-collar sector. So we believe in a additional monetization potential for kununu in the jobs field. And talking about the XING positioning, Yes. I mean, if you look at the XING starting page now and compare it with LinkedIn, because you asked for positioning, you can also see that product-wise, we are already, quite different, to what we used to be in the past. We now showcase all kind of, job inspiration and job search inspirations, bringing the customer to our new value proposition. And the, those job offers will, on the product side, continue to be brought forward toward, towards our users. And we will also underline that new positioning with marketing campaigns, for our positioning as a job network. So, yes, we are in the beginning of a journey. You can already see, on the product and, and on the starting page of XING, how different we are already. This process will continue further to make sure that our audience and all job seekers out there and everybody grasps the new positioning and the very relevant job positioning of XING as a jobs network. I hope that answered the questions. Yeah. Thank you very much. Thank you very much for your questions. We will continue with the questions from Wolfgang Specht. Yes, hello. Can you hear me? Yes, we hear you well. Okay. Two questions from my side. First, on the XING side, you obviously demonstrated members up, but can you give us some details on paying members? Can we assume that paying members are rather correlated to the 18% revenue slide we saw? And do you expect this to accelerate or to decelerate? And second question on HR solutions, can you give us any details how the, let's say, booking of package size is working? We saw this 68K less customer number, but can you give us any details out of which product classes these cancellations are coming? Yeah, let me start with the HR solutions business. Actually, when we stated that kununu or the employer branding business grows by 20%, it's clear that that is also linked to a customer growth on the kununu side and on the employer branding side. So the limiting factor and the declining factor is currently the sourcing business, which is both the active sourcing, so the XING TalentManager, where people research for talents, which is obviously directly linked to their recruiting demand, and the transactional job business. So, the negative effect comes from the XING TalentManager, as this is a subscription product. And when we look at XING paying members, yes, obviously there is a correlation between paying members and decline in revenues. We expect that decline to continue given the strategic change of XING. All right, Mr. Specht, we hope your question is answered thoroughly. If you have any- Yes, thanks a lot. Follow-up questions, please let us know. In the meantime, we will continue with the questions from Benjamin Yokyong. Please go ahead. Yes, thanks very much. Thanks for the presentation today. Two questions, if I may. Firstly, on HR solutions, we're keen to understand what kind of feedback you're seeing when you're approaching new corporate clients. Are many not spending at all in the current environment, or are they delaying HR investments more until next year? Also, what products are they still willing to pay for or to subscribe to? Secondly, it's great to see the step up in margins during Q3, despite the revenue decline. Should we expect any further restructuring or one-offs impacting Pro Forma EBITDA in Q4? You also mentioned that marketing spend tends to be lower in H2. So could you share any more color on how you're thinking about marketing spend into the fourth quarter? Lastly, is there any seasonality in other cost lines that we should be aware of in Q4? Okay, I'll leave the margin and cost question to Ingo and start with the first one. The feedback from the HR clients is clearly that they are facing a recession and difficult situation, so that many clients do have either hiring freezes or very limited recruiting capacities out there, so they need less of our products. They still consider our products relevant and are happy with what we deliver. For example, on the job ads fields, they clearly see that we increased customer value, so the feedback to the products we get is good. But given the limited need in the current macroeconomic environment, they kind of postpone their invests to a later stage. Okay. So about your questions regarding margins in Q4. First of all, as I've said, Q3 margins are extraordinarily high, as we've had not only cost seasonality, and we did not only have the effects from our strict cost management, but we also had some one-time positive impacts, and they will not, the positive impacts will not repeat. If you look at, margin seasonality, in Q4, generally it's similar to Q3 without the positive effects, okay? So we expect, you know, headcount a little bit to decrease from fluctuations. We're working on that. Marketing is at the same level because in the second half, so both quarters of the second half of the year is rather lower on marketing than the two quarters in the first half of the year. When it comes to restructuring, as you know, we are working on productivity improvement projects, and I cannot exclude restructuring at this point in time. It's still early. Yep. Okay, great. Thank you very much. Thank you very much for your questions. A kind reminder at that stage, if there are any further questions, kindly let us know. We have for now one question left in the chat. We roughly touched it already during the presentation. However, maybe you could give some more color on it. It's regarding the loss of the net 90 B2B subscriptions. What is the gross change, and how many subscriptions were canceled, and how many new ones taken out? Yeah, we have had that question in earlier calls already. Actually, for competitive reasons, we do not give detailed churn rates on our products. What we give is an indication, how the different products do perform, and what we can say is that, our ATS, the Applicant Tracking System, has the lowest churn rates, followed by kununu employer branding profiles. Because those are stable investments, companies do or software they use in case of the ATS system that you don't exchange on a regular basis. The products linked more to recruiting do have slightly higher churn rates, and that would be the XING TalentManager. We have different churn rates in our product and also different number of net gains, obviously, for those subscription products, but we don't give out any details. I'm sorry for that, and hopefully you understand it. Thank you very much. We received a follow-up question on that, why you do not provide a split of the B2B revenue at a model at a module level, or is that maybe planned for the future? No, it's not planned for the future. You know that we generally comment on it so that you get a feel of it. The reason for not providing that is also, competition. But at this point in time, also in Q3, you could say if you allocate the bundles, then it's about a third active, a third passive, a third employer branding, and the rest is applicant tracking. All right. Thank you very much for elaborating on that. We did not receive any further questions in the meantime, though, which means everything might be answered for the moment. In case any further questions come up afterwards, Patrick Möller from Investor Relations will be happy to take your concerns and questions. For now, thank you very much for your interest and dialing in, and of course, to you, Mrs. von Strombeck and Mr. Chu, for taking the time, giving us the insights. I hand over to you for some final remarks before closing. Well, I thank everybody for participating and for your questions. See you soon. Bye. Bye-bye. Bye-bye. Recording stopped. Bye-bye.