Q4 2021: Switzerland's Finance Market of 2021 so Far

Q4 2021: Switzerland's Finance Market of 2021 so Far

As we enter the final quarter of 2021, it seems a good time to look at how the Finance market in Switzerland has evolved from the perspective of both job seekers and employers.


Job Seekers – more opportunities advertised direct, but high volumes of applicants and a frustrating lack of feedback when applying for roles.

Employers – a focus on advertising direct, rather than using recruitment consultancies, to save cost and take advantage of candidates needing work. The high application volumes masked a decline in relevance, as individuals who had been displaced were forced to apply for a number of jobs to maintain their support.


Job Seekers – as lifestyles were reviewed post-COVID-19 and the return to the office got nearer, the working from home factor became more important for candidates.

Employers – competition for talent increased and we saw more counter-offers from employers trying to retain employees. Companies unable to offer work from home flexibility struggled to attract high quality individuals. More recruitment processes required support from recruitment consultancies.

What happened in Q3?

Job Seekers

  • An increase in career moves from passive candidates, but a preference to work with recruitment consultancies, rather than applying direct, partly due to time restraints, but mostly due to very specific career aims
  • More opportunities for good candidates, resulting in multiple offers for some
  • Counter-offers by current employers are being experienced more frequently
  • Frustrations about directly-advertised positions – particularly relating to salaries
  • Negative employer brand experience, due to the lack of feedback from direct applications


  • Unexpected vacancies appearing as passive candidates re-engaged their career plan and started securing new roles
  • High levels of competition for talent resulted in some upward salary pressure
  • Work from home policies were challenged by potential employees
  • Recruitment timelines needed to be shortened to avoid missing out on desired candidates

What do we expect in Q4?

As the impact of COVID-19 reduces, the new normal becomes clearer and business confidence increases. Many projects and developments that were put on hold are now being brought back into current plans.

All of this is good news for Finance candidates seeking new opportunities, but it means we will see more movement in the Swiss market, as individuals who have been happy to sit tight for the last 18 months put their career plan back into action.

How can EMEA Recruitment help you?

In a market that is changing quickly, the most valuable commodity to both job seekers and employers is timely and accurate insight. As specialists in Finance recruitment in Switzerland, the Finance & Accountancy team at EMEA Recruitment has this in abundance, and is happy to share with both candidates and clients.

If there is anything you would like to know about the Finance market in Switzerland, to either help you plan your next career move or to assist you in recruiting more effectively into your business, we would be happy to talk to you.

Get in touch with the head of our Swiss Finance division, Mark Robinson: mark.robinson@emearecruitment.com

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Miles for Smiles Challenge for Operation Smile

Miles for Smiles Challenge for Operation Smile

The EMEA Recruitment team is participating in a Miles for Smiles challenge to raise money and awareness for Operation Smile.

During the month of October, EMEA Recruitment is challenged with virtually travelling the 1,900 miles/3,000km from our Nottingham office, to our Amsterdam office, our Zug office, around our key locations in the Netherlands and Switzerland, and back again.

Illustration of a map of the UK, Netherlands and Switzerland

Over the past year, we’ve missed face-to-face contact with our clients and candidates. Although we can’t currently see you in person, we thought we’d visit virtually and set a Miles for Smiles challenge for the team at the same time.

The team can decide whether to walk, run, cycle, swim, dance around our key markets to raise as much money and awareness as possible for children and adults with cleft lip and palate.

It costs just €180/182CHF/£150 and can take as little as 45 minutes to provide life-changing surgery on an Operation Smile medical mission.

Please donate as much as you can and check out our Miles for Smiles challenge progress through the Enthuse platform: https://operationsmileuk.enthuse.com/pf/team-emea

As a business, this is a cause close to our hearts, as the Founder of EMEA Recruitment, Paul Toms, was born with a cleft lip and palate himself.

Paul explained his connection to the charity: “I can’t compare the challenges I faced with those of the young children Operation Smile help. All I can say is that, from my experience over the years, I changed from being afraid my uniqueness would define me, to embracing the fact that it defined me.”

Through supporting us in our challenge, you’re helping children like Nazifa. Nazifa was born with a cleft lip – it was something no one in her village in Ethiopia had ever seen before. They were scared and thought it could be the work of an evil spirit.

Watch Nazifa’s story:

Operation Smile is the official partner of the EMEA Recruitment podcast. Through this partnership, we are raising vital funds and awareness of the work Operation Smile’s volunteers do around the world. If you’d like to find out more, read about the partnership on our website: https://www.emearecruitment.com/operation-smile

Operation Smile United Kingdom is incorporated as a company limited by guarantee in the UK (No.04317039) and is a registered charity in England and Wales (No. 1091316).

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Logistics Leads the Way

Logistics Leads the Way

“The line between disorder and order lies in Logistics…”

Given the past 12 months have seen some of the most challenging moments of our lifetimes for Supply Chains, economies, and mobility of goods and people, the value on robust Logistics has never been more prominent.

Prices are increasing, mobility is being challenged on unprecedented levels and we are seeing a global container crisis to boot. So, how is this affecting the job market in Switzerland?

Unsurprisingly, the job flow in the Logistics area, in particular, is seeing a significant uptick. This is not to downplay the increases across other Procurement, Supply Chain and Operations areas that we are seeing, but it is the movement of products where businesses (whether that’s Consumer Goods or even Pharmaceutical) are seeing the biggest challenges.

The response has been clear – the businesses with the strongest, resilient Supply Chains and Logistics operations are not only surviving, but look set to flourish as we enter the next phase of the COVID-19 pandemic.

Of course, in turn, this drives the need for top senior talent and niche skillsets in the Logistics function. Here at EMEA Recruitment, we are seeing first-hand how this is something that businesses across Switzerland are looking to address.

Positions driven towards global strategic Logistics responsibilities are significantly up year-on-year and, with the impacts of Brexit still filtering through, alongside the ongoing challenges around the pandemic, this is a trend that we are fully expecting to continue.

During these ever-challenging times, we work with our clients to understand their changing business requirements. To discuss your specific Logistics needs across Switzerland, please contact our Manager of Swiss Procurement & Supply Chain, Neil Cope at: neil.cope@emearecruitment.com

If you are based in the Netherlands, our Procurement & Supply Chain Specialist, Aaron Bargrove, will be able to help you – get in touch at: aaron.bargrove@emearecruitment.com

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Q2 2021: Finance Market Update in the Netherlands

Q2 2021: Finance Market Update in the Netherlands

Having moved full steam ahead into 2021 (albeit mostly still from our home offices), it is now time to take a look back and reflect on market trends as we move into Q2.

EMEA Recruitment has been working with clients across a range of industries, including FMCG, Chemicals, Pharmaceuticals, Aviation, Energy, Technology and Services to name a few. Required profiles from these clients have varied in terms of seniority, but we have noted demand for Finance and Business Controllers across all levels.

Finance Managers have also been in demand, with a number of Commercial Finance posts becoming available. Additionally, we have been recruiting for Technical Accounting, Reporting and Audit professionals within the mid-senior range, with IFRS specialists being a particular focus.

Businesses have continued to move out of prior recruitment freezes, with many reinvigorating projects that had been parked during the COVID-19 pandemic.

We have observed a continued focus on automation and digitalisation within the Finance arena, with clients keen to make processes more efficient. This has seen an increase in interim and temporary requirements within Finance teams, with a range of roles ranging from short-term, 3 to 6-month assignments, to a year plus.

EMEA Recruitment has a strong network of immediately available Finance candidates across all levels. So, if you would like to find out about ongoing opportunities, or would like assistance with your interim or permanent recruitment processes, please don’t hesitate to contact us.

We have dedicated Finance & Accountancy specialists working in our key locations:

If you are based in the Netherlands, please contact Becky Kitson, our Senior Consultant, on: becky.kitson@emearecruitment.com

For those of you based in Switzerland, Mark Robinson, our Associate Director, is available on: mark.robinson@emearecruitment.com 

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In-House D&I Training: Speaking to Clients about D&I

In-House D&I Training: Speaking to Clients about D&I

Following a recent Diversity & Inclusion training session for all EMEA Recruitment staff members regarding bias, we welcomed back our Ambassador, Valentina Coco, for more in-house D&I training.

In the previous session, Valentina focussed on bias, specifically, our own biases, and how these affect our lives.

In this follow-up session, we explored whether our clients are aware of internal biases and D&I, how to bring this topic up with them, and managing the most common pushbacks to D&I initiatives.

We explored how to introduce the subject in conversations with our external clients, and how to explain the benefits of a diverse workforce and inclusive culture for businesses.

Valentina explained the consequences of an employee or group of employees feeling excluded in the workplace.

We also discussed why diverse teams and inclusive environments foster higher performance, better decision-making and stronger growth.

Valentina acknowledged why it may not be easy to discuss and implement D&I practices, but explained that that’s why it works. If something is easy, it typically doesn’t challenge people or go to the next level.

Although differences can be hard to manage, they often spark creativity and innovation when you embrace them.

Due to the global focus on D&I, our Consultants are regularly having conversations with clients regarding building diverse workforces and creating an inclusive environment.

Some of these conversations can be difficult, so Valentina explored some common pushbacks and challenges that we may be faced with. As a group, we discussed why some clients might struggle with D&I and how to address any concerns or issues that may arise through such topics.

Valentina created an open environment for us to ask questions and raise discussion points throughout the training session. She will continue to deliver in-house D&I training on a regular basis for all EMEA Recruitment staff members.

Valentina Coco is an Ambassador of EMEA Recruitment, as well as the CEO and Founder of Coco Consulting & Coaching. She trains teams to develop an inclusive working environment.

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Q3 2021: Finance Market Update in Switzerland

Q3 2021: Finance Market Update in Switzerland

Following the first two quarters of the year, we have insights on the Swiss employment market for Finance & Accountancy professionals…

The recovery continues! Q2 2021 saw a continued increase in the number of Finance opportunities in Switzerland and further evidence of movement at more senior levels.

Business confidence is growing; some industries are already seeing increased revenue, either from traditional markets or as a result of exploring new markets, due to a more agile approach developed through changes forced by the pandemic.

Flexibility within the Workplace

As we prepare for a return to a more normal life, the question of flexibility is high in the agenda of both employees and employers. Our recent Swiss employment market poll on employee working preferences produced a startling change in attitude over the last eight months:

  Oct 2020 Jun 2021 Change
1-2 days from home, the rest in the office 47% 42% -5%
3-4 days from home, the rest in the office 38% 43% +5%
5 days from home 10% 11% +1%
5 days in the office 5% 4% -1%

The June 2021 poll produced the highest engagement levels we have ever seen on LinkedIn, but we were surprised to see such an increase in those wanting to work 3-4 days from home, compared to the previous top ranked answer of 1-2 days.

When comparing to employer sentiment, it is noticeable that most company return-to-work announcements have focused on three days in the office, highlighting an obvious difference in expectations between employees and employers.

After the return to the office happens, we may see a change of view from individuals, as they get used to commuting and engaging with colleagues, but either way, flexible working will be a hot topic for some time.

How is this Impacting the Swiss Employment Market?

We have already experienced candidates rejecting job offers due to lack of flexibility being offered by new potential employers. Once working from home conditions end, we are expecting to see an increase in candidates entering the marketplace if employers are not prepared to accommodate flexible working.

In the meantime, companies offering enhanced flexible working arrangements are likely to have a competitive advantage in the market, which will assist with both retention and attraction.

Market Hotspot

We have seen a significant increase in Finance roles requiring skills with data visualisation tools, such as Tableau, Power BI and Qlik suite. Considering the small candidate population with significant exposure to this software, we predict a battle for talent in the coming 12 months, as companies assess rapidly changing marketplaces.
EMEA Recruitment has led Finance in Technology events in the region over the past few years and is therefore well-positioned to discuss any plans you are considering in this area.

If you are a candidate with experience of any of these tools, we would like to hear from you immediately regarding Finance opportunities in Switzerland: mark.robinson@emearecruitment.com


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