5 Minutes With Christian Biedermann: Navigating the Swiss Market – What UK Companies Need to Know Before Recruiting There

Chris Biedermann is the Founder & Managing Director of Coopers Group AG , the Talentor International partner for Switzerland. With over 20 years of experience in executive search and workforce consulting, Christian has helped build Coopers into one of Switzerland’s largest owner-managed recruiting agencies.

Doug Mackay, Collingwood’s Managing Director sits down with Christian to discuss the unique appeal of the Swiss market, the intense competition for talent, and the cultural nuances UK companies must understand to succeed.

Doug: Christian, it is great to speak with you. Coopers has been a cornerstone of the Swiss recruitment market since 2010. For UK companies looking at Switzerland as their next expansion target, what makes the market so attractive right now?

Christian: It is a pleasure, Doug. Switzerland really does have a unique appeal. Foreign companies appreciate Switzerland’s political and economic stability, its strong legal framework, and its position as one of Europe’s leading innovation hubs. Combined with an exceptional quality of life and access to highly qualified international talent, Switzerland remains a very attractive destination for international expansion. We offer a highly international environment, which is particularly attractive for companies in sectors like #LifeSciences, Information Technology, and #Engineering.

However, it is a premium market. Switzerland is one of the most expensive countries in the world, and both the cost of living and salaries reflect that. The administrative infrastructure is incredibly well-organised and supportive for businesses setting up here, but you have to be prepared for the investment required to secure top talent.

Doug: You mentioned Life Sciences and IT. Are these the sectors where you are seeing the most acute talent shortages?

Christian: Absolutely. While the Swiss labour market has become somewhat more balanced in recent years, competition for highly qualified specialists remains intense in a number of key sectors. Switzerland continues to benefit from one of the lowest unemployment rates in Europe, and companies are still competing fiercely for individuals with niche expertise, strong leadership capabilities, and international experience.

In the IT sector, demand remains particularly strong for professionals in Cloud, Cyber Security, Data & AI, SAP, and Software Engineering. In Life Sciences, where Switzerland, and particularly the Basel region, is one of the world’s leading innovation clusters, we continue to see strong demand for specialists in R&D, Clinical Development, Regulatory Affairs, Manufacturing, and Quality Management.

The #healthcare sector is also facing significant talent shortages, particularly for physicians, nursing professionals, and specialised medical experts. In addition, we continue to see shortages in selected Engineering disciplines and senior leadership positions, where the combination of technical expertise, international experience, and cultural fit can be difficult to find. As a result, many Swiss employers increasingly recruit talent internationally to complement the relatively small domestic talent pool. For companies entering the Swiss market, having access to local networks and international talent pools is often a key success factor.

Doug: When UK companies start recruiting in Switzerland, what is the most common cultural misunderstanding they encounter?

Christian: It usually comes down to communication style. A very direct, demanding style of communication can really bother Swiss professionals. The Swiss tend to operate on a “need to know” basis. They make requests, not demands.

We are very careful, perhaps even a little reserved, when it comes to communicating. We love nothing more than subjunctives, could, would, and should are our best friends. A Swiss person orders coffee by saying, “I would like to have a coffee, please,” whereas others might just say, “I’ll get a coffee.” We say please and thank you for everything. UK leaders need to adapt to this polite, consensus-driven approach; coming in too aggressively will quickly alienate your Swiss team.

Doug: How does this consensus-driven culture affect the hiring process itself?

Christian: It means the process is often highly collaborative and can take longer than a UK company might expect. Hiring decisions often involve several stakeholders, particularly for leadership and specialist positions. Employers typically place significant emphasis on cultural fit, long-term commitment, and alignment with company values. Candidates expect to meet multiple stakeholders and understand how they fit into the broader team dynamic.

Furthermore, because the market is so candidate-driven, the interview process must be a two-way street. You are not just assessing them; they are assessing your company’s stability, culture, and long-term vision. If a UK company tries to rush the process or fails to sell the opportunity effectively, they will lose out to local competitors who understand how to court Swiss talent.

Doug: For a UK company making its first senior hire in Switzerland, perhaps a Country Manager, what is your top piece of advice?

Christian: Do not underestimate the importance of local market knowledge and established networks. Switzerland may be a relatively small country geographically, but it is highly diverse in terms of language, culture, and business practices.

Your first hire should not only bring the required technical and commercial expertise but also understand how business relationships are built in Switzerland. Trust, reliability, and long-term commitment matter enormously. Companies that invest in these relationships and partner with local experts typically establish themselves far more successfully than those trying to apply a one-size-fits-all international approach.

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