“Working with Recruiters and Headhunters in Switzerland: a practical guide”

5 Sept

Why recruiters are essential in Switzerland?

In Switzerland, a large part of job opportunities are never posted online. This may be due to a budget not yet approved, a confidential replacement (illness, dismissal), or a role not yet communicated internally. This is what is known as the hidden job market in Switzerland.

In this context, recruiters and headhunters in Switzerland play a key role. Yet many candidates don’t know how to interact with them effectively. Some even see them as “obstacles” who reject applications without much thought. The reality is more nuanced: not all recruiters are the same, and some can become valuable allies in your Swiss job search.

1. Understanding the difference between recruiters and headhunters

The recruiter

Usually works for an agency mandated by a company to fill a position.
In Switzerland, recruitment often works on a success basis: many recruiters decide to work on an opening without always being officially mandated.
As a result, you sometimes see the same job advertised by multiple agencies or even by the company itself.
To protect yourself, make sure to confirm in writing that you authorize one agency only to represent you for a specific role at a specific company.

The headhunter

Approaches candidates directly, often those who are already employed, for management, executive, or highly specialized positions.
Their role is to target and approach talent, often directly from competitors.
Methods include discreet calls, specialized databases, scenario-based approaches, or even dedicated “headhunting” phone numbers.
In Switzerland, headhunting is particularly common in industries such as finance, law, pharmaceuticals, and luxury goods.

2. What recruiters and headhunters really expect from candidates

Clarity: a clear CV, an easy-to-follow career path, and realistic expectations (salary, location).
Transparency: be upfront about your projects, availability, and constraints.
Personalization: contact the right person. For example, a recruiter specializing in supply chain won’t be the best contact if you’re looking for a marketing role.
Responsiveness: reply quickly to messages or calls – the Swiss job market values efficiency.
Professionalism: remember that you also represent the recruiter in front of their client.

3. Common mistakes to avoid

Believing that the recruiter works for you → their client is the company, not the candidate.
Sending a generic CV without adapting it to the role.
Trying to bypass the recruiter and contacting the company directly.
Accepting a process without asking questions → you also need to evaluate whether the role truly fits you.

4. How to build a strong relationship with a recruiter in Switzerland

Build a partnership: position yourself as a reliable, professional candidate.
Stay in touch: even if a role doesn’t fit, keep the contact for future opportunities.
Be honest: if a position isn’t right for you, say so early rather than dropping out at the end of the process.
Update your LinkedIn profile: most headhunters in Switzerland use LinkedIn Recruiter.
Add value: recommend other candidates if you’re not interested. Some professionals even share market insights or job leads with their recruiter — a gesture that strengthens trust and often leads to being prioritized for future opportunities.

5. Keep a balanced view

Most candidates have experienced frustrating situations: recruiters who “ghost” after receiving an application or even after an interview, or agencies that lack transparency. On the other hand, there are many excellent recruiters in Switzerland, sometimes even within firms with a poor reputation.

A good recruiter can become a key career partner. This relationship must be built on professionalism, transparency, and respect. Think of them as strategic allies rather than intermediaries.

In Switzerland, working with a recruiter or a headhunter is one of the best ways to access the hidden job market. By building a long-term, trust-based relationship, you greatly increase your chances of landing exclusive opportunities that are never advertised publicly.

Not sure how to approach recruiters and headhunters in Switzerland?
At Candidate Impact, I can help you: