Jenny Callum, Manager of our Swiss Finance & Accounting recruitment team, reviews the recruitment market in Switzerland...

As we predicted in January, economic growth remained steady in Switzerland over quarter one, with particular progress in the manufacturing, retail, electrical engineering, and logistics industries.  

With growing pressure on Switzerland's businesses to drive growth, hiring managers were looking for a more streamlined and efficient hiring process in order to source the right talent to take the business forward.  

As a result, there has been growing demand for video shortlists prior to interview, as hiring managers seek to judge softer skills earlier in the hiring process to ensure the right personality fit.  

This is saving businesses time and money, and ensures personal and technical skills can be fully evaluated before taking candidates forward to meet the business.  

Niche Skillsets in Demand 

Tougher market conditions are also driving demand for hybrid skillsets. For example, demand for Financial Controllers with cross-functional business partnering experience remains, while Accountants with Power BI expertise are highly sought-after – especially those with industry-specific skillsets in logistics, audit, and the Big 4. 

In response, we witnessed a rising trend in candidates taking the initiative to upskill in Data Science, with increasing interest in machine learning and AI.  

There is a growing curiosity about the level of technical expertise required for senior Finance roles: Should leaders have direct knowledge, or is it acceptable to manage those with specialized skills? 

As businesses navigate workforce changes and look to prepare for the future, detailed market insights are becoming more important than ever, so if you’d like to discuss what’s happening in your industry and with your competitors, let’s arrange a time to chat. Or if you’d like to explore new opportunities yourself, please don’t hesitate to get in touch with me at [email protected]

Over the past three months, our recruitment teams in Switzerland saw positive signs of economic recovery in Switzerland, with job vacancies on the rise. Our Swiss Country Director, John Byrne, dives into the details...

Confidence heading into the New Year marked a positive start to 2025. For instance, we’ve seen several major transformation projects move forward and a strong commitment to hiring key strategic roles. Obviously, the tariff challenges in April do add some uncertainty, but reflecting on the past three months, the market has responded well in 2025.

Key Trends

Human Resources is becoming increasingly strategic as digitalization and AI take on much of the groundwork in data gathering and administration. As a result, businesses are shifting HR away from operational tasks and focusing more on business partnering and delivering actionable analytical insights, even at junior levels. Professionals with such skills remain in high demand.

The high volume of vacancies mirrors trends seen post-pandemic. The October to December period indicated a market low, with hiring activity picking up in the New Year.

We’ve also observed a growing demand for office-based flexibility. This discussion will remain a strong talking point throughout 2025 and beyond, as enforcing strict return-to-office policies may make it difficult to attract top talent, especially in tougher markets.

Stay Ahead

The coming quarter should see more companies making decisive recruitment moves. Many organizations are looking to commit to senior hires before the summer, presenting opportunities for professionals seeking leadership roles. 

Where hundreds of applicants may be pitching for the same role, a strategic approach is key for job seekers. Leveraging your network can open doors and create opportunities beyond standard applications. 

If you’d like to discuss hiring trends or explore new opportunities, please don’t hesitate to contact me at [email protected] or our Swiss recruitment team at +41 41 508 7007

EMEA Recruitment's Netherlands Country Director, Hannah Mallia, reflects on the Dutch Finance & Accounting recruitment market in Q1 and the roles in demand across the region. 

The past quarter has seen demand remain strong for skilled Finance professionals in traditional roles like Controlling and Reporting, despite a long-term focus on professionals with technical skillsets.

While technology remains a key driver in Finance & Accountancy roles, demand for Financial Controlling and Reporting professionals has surged since the start of the year, demonstrating the importance of these skillsets in maintaining business operations.

The predicted demand for professionals with technical skillsets – particularly SAP S/4HANA, NetSuite, Power BI, and blockchain – continued in quarter one, and we expect this trend to persist into the longer term. However, the need for Financial Controlling and Reporting talent, especially in manufacturing, real estate, and technology, has rocketed. Businesses still require skilled professionals who can interpret and manage data effectively.

Interim hiring has also remained strong, with projects spanning ERP implementations, centralization, outsourcing, and IPO preparation. Industries actively hiring interim professionals include real estate, FMCG, pharma, tech, construction, and oil & gas. A mix of project-led work is emerging, leading to both freelance (ZZP) and full-time hires.

A shift back to office-based work continued over the quarter, however candidates are telling us they want to work for companies with a more flexible approach - raising concerns that companies may be missing out on top talent by enforcing stricter policies. However, the benefits of in office collaboration, such as peer-to-peer learning and community, should not be overlooked, particularly for younger generations. Balance is the key to ensure business needs and job seeker preferences are met.

Looking Ahead

As we approach the summer period, businesses are putting teams in place to maintain operations. During these busy hiring cycles, effective planning and ownership are essential to keeping processes smooth and efficient.

At the same time, many professionals are seeking insights into the job market - how active it is, what factors could impact their job search, and reassurance on finding a new role.

We encourage candidates to think long-term when considering career moves. While salary is an important factor, career longevity, development opportunities, and overall job satisfaction should take precedence over short-term financial gains. Making informed decisions based on market realities will lead to more fulfilling career choices.

EMEA Recruitment is here to support our network with valuable insights and expert recruitment guidance. If you’d like to explore new opportunities or discuss hiring trends, please don’t hesitate to contact me at [email protected]

In 2024, as the Dutch job market began to recover from geopolitical uncertainties, EMEA Recruitment observed that the emphasis on technology continued to drive job opportunities in Human Resources.

Companies adopted more flexible working arrangements, allowing employees to work remotely and maintain a better work-life balance. Upskilling also stayed crucial, with professionals who adapted to new technologies and industry trends in high demand.

Opportunities and Outlook

Looking ahead, 2025 is set to be an exciting and transformative year. The rise of people analytics is opening up new avenues for HR professionals to leverage data in innovative ways, improving recruitment, performance management, and workforce planning.

There's also a strong focus on employee wellbeing, with companies eager to implement comprehensive programmes that support mental health, work-life balance, and a positive workplace culture. Equity, Diversity & Inclusion (ED&I) initiatives will continue to be a priority, creating demand for HR professionals who can drive these important changes.

As HR technology evolves, there will be more roles for people who can manage automated recruitment tools and HR systems, as well as those who can effectively manage remote teams.

As technology progresses, work practices evolve, and the economic landscape changes, the HR sector will offer plenty of new opportunities for adaptable, innovative professionals. Flexible work arrangements will remain key to helping professionals succeed, while businesses will increasingly look for individuals who value learning, development, and growth.

At EMEA Recruitment, we are excited about the year ahead and eager to support our clients and candidates as they navigate this dynamic landscape.

Our HR recruitment team continues to support clients and candidates in managing an evolving HR profession. If you’d like to discuss your requirements, please don’t hesitate to contact Katie Insley for a confidential discussion: [email protected].

Historically, the Netherlands has been one of the most proactive countries when it comes to monitoring temporary labour and supply chains, to make sure that workers are protected, and functions are in place to ensure compliance. From 1st January 2025, the Dutch government has lifted the enforcement moratorium that has been placed on the Tax administration, and they will be actively reaching out to companies to ask if they are utilizing any self-employed individuals and will be asked to provide evidence to demonstrate that an employer-employee relationship doesn’t exist.

EMEA Recruitment is proud to support our clients with their temporary and interim recruitment needs. Whether you’re looking for a ZZP’er (self-employed professional) to lead a project, or require cover for maternity or sick leave, we work with an active network of workers ready to take on their next assignment.

The rules

This law isn’t new - it has been in place for the last eight years – but the Tax administration has been limited in actions it has been allowed to take, unless it was aware of an obvious misuse. It can now be much more proactive in identifying such misuse.

The rules are simple: A ZZP’er – or freelancer – must work on a specific project, with complete autonomy over their schedule and working patterns. Essentially, they must not work like an employee of the client company.

Both the worker and the client company are responsible for preventing false self-employment and could face enforcement action from the Tax Administration.

Your options

If you’re a company trying to navigate the new landscape, we can help you understand your position and options. EMEA Recruitment’s dedicated team in the Netherlands has assessed the legal and financial requirements of the rules, giving you confidence that you are operating within the guidelines.

It is still possible to hire a freelancer to manage a special project, like a transformation, while temporary workers are the way to go for situations where you need to cover an employee who has left the business quickly or is on leave.

Whatever your requirements, make sure you get the help you need and the right advice by reaching out to Rebecca Spicer, who leads our Interim recruitment division: [email protected]

CH Country Director, John Byrne, gives an overview of the Swiss recruitment market and EMEA Recruitment's activities in 2024, along with our predictions for 2025. 

Over the past year, EMEA Recruitment has partnered with clients to navigate the toughest market conditions since the pandemic. Looking ahead to 2025, we anticipate steady growth in Switzerland.  

We have worked closely with our clients to navigate 2024 with resilience and strategic adaptability, despite global economic uncertainties such as fluctuating global markets, a strong Swiss franc, and ongoing geopolitical tensions.

2024 overview

2024 started with the continuation of our clients adopting flexible work arrangements and upskilling initiatives to attract and retain talent, reflecting a shift toward employee-centric recruitment strategies.

However, the second half of the year challenged this, with a few businesses looking to establish a stronger presence in the office. We oversaw a number of projects offering market consensuses for our clients to identify the right balance for them and expect this to be an ongoing theme into the New Year and beyond.

Did your business change its flexible work arrangements in 2024? Our recruitment team would be happy to discuss the market’s holistic stance for insights.

Tech & Transformation

The demand for our services remained robust across key sectors like technology and life sciences, and among a host of newly settled businesses establishing themselves here, driven by Switzerland's continued reputation as a hub for innovation and global business.

We continued to invest heavily in our Tech & Transformation division, focused on senior leadership roles, as the demand for talent increases across sustainability and digital transformation. We’re also seeing new roles in green energy, AI, and data analytics.

Outlook for 2025

Looking ahead, the outlook is cautiously optimistic. Despite global economic uncertainties, Switzerland's low unemployment rate and stable economy continue to provide a solid foundation for the recruitment market.

Our indications suggest that the market is poised for steady growth, with opportunities continuing in newly settled businesses and emerging industries (including AI, biotechnology, and sustainability initiatives).

These factors signal optimism for both candidates and clients alike in 2025. If you need our support in your own career or within your current team, please get in touch and I will connect you with the right expert:  [email protected]