Senior managers and executives: remaining attractive in Switzerland

1 To begin with, could you introduce yourself, tell us about your career and explain what you do now as a senior recruiter in Switzerland? 

My name is Marie Roussel and I've been working in recruitment in French-speaking Switzerland for nearly 8 years. I've built up my career through direct contact with companies, candidates and the realities of the current and local job market. I started my career in administrative and commercial roles, and naturally the human element, advice and decision-making drew me to recruitment, a job that combines strategy, listening and performance. 

Since 2018, I've been working in 360° recruitment, within recognised employment agencies in Geneva. I manage permanent and temporary assignments in a wide range of sectors, including administration, legal, technical, construction, real estate, accounting and human resources. Today, I practise my profession with a global vision of recruitment: from needs analysis to candidate integration, including strategic advice to management, thanks to my knowledge of collective labour agreements, Swiss employment law and the issues specific to local companies. 

I provide personalised support to companies and talented individuals, with a real focus on quality, transparency and results. My role is that of a trusted HR partner: understanding needs, securing recruitment and building lasting collaborations in an ever-changing Swiss market. 

2 In your experience, how can an executive or manager remain attractive on the Swiss market after the age of 45 or 50, in a context of strong competition and high demands? 

With age and experience, the challenge is to be fair and clear in your positioning. An executive or director remains attractive when they are able to explain in simple terms what they bring to the table, how their experience creates value and how it responds to concrete, current challenges for the company. 

In Switzerland, employers are very sensitive to efficiency, reliability and the ability to adapt quickly. The senior profiles that work best are those who take their experience on board, but don't set it in stone, and who are willing to settle down over time, since stability is very important for positions of responsibility.  

They remain curious and open to changes in the market, whether these involve digitalisation, new management methods or cultural changes in organisations. Experience becomes a real asset when it's alive, up to date and aligned with current realities in the field - we've heard enough of «we've always done it this way».  

3) What are the key signals that you look for in a senior profile, over and above the CV and academic background?

Beyond the CV, what strikes me very quickly is the general attitude. The way a candidate talks about his or her career, successes and future aspirations; someone who knows how to stand back and learn from experience. 

I'm also very attentive to energy levels, dynamism and the ability to question. In a fast-changing professional environment, the ability to work with younger teams, to pass on ideas without imposing, to listen and to adapt has become essential.  

Finally, for positions of responsibility, the alignment between the candidate's personal values and the company's culture is often decisive for a long-term collaboration.  

4 To what extent is continuing training a real factor in attracting managers and executives, and what types of training are really valued by recruiters in Switzerland? 

Continuing training is a strong signal today. It shows that candidates are not settling into their comfort zone, but are continuing to invest in their professional development.  

In Switzerland, recruiters particularly appreciate practical, hands-on training. Topics related to leadership, safety at work, mental health, health and safety at work. Finance, change management, digitisation and the environment.’artificial intelligence are clearly valued.  

That said, it's not the accumulation of certificates that makes the difference, but the consistency between the training taken, the position targeted and the way in which these skills are actually put into practice in the career path, which makes them more attractive. 

5 Artificial intelligence is gradually transforming jobs and recruitment processes. What AI-related skills are becoming essential for senior profiles, and how can training support this development? 

Senior profiles do not need to become technical experts in their field. AI. However, they do need to understand what is at stake and how it is used.  

Knowing how to use decision support tools, data analysis and process automation tools, or how to integrate AI into strategic thinking: these are all skills that are gradually becoming standard. More and more, teams are using AI as a support tool to lighten time-consuming tasks, redefining the way they work.  

Training plays a key role here, provided that it is accessible, business-oriented and ethical. It enables managers to remain legitimate in their decisions and credible with their teams, without losing the human dimension and the many skills/techniques they bring with them. 

6. To conclude, what strategic advice would you give to an executive or manager looking to secure their employability and strengthen their position in the Swiss market in the years ahead? 

Above all, I would advise them to take a step back and think about their career as a real strategy. This requires a clear vision of the added value they bring, good communication about their expertise, a well-defined project and a regularly maintained network. 

These days, investing in training, keeping abreast of the market, looking after your visibility (especially on LinkedIn) and being prepared to challenge yourself have become essential. 

More than ever, employability is based on a subtle balance between experience, skills, personality, environment and the ability to adapt to one's field of activity. These are the elements that make the difference, at every level.