As HR leaders plan their organization’s talent pipelines, many are exploring new global recruiting pools. Could Swiss tech talent be an untapped treasure for recruiters?
Despite significant layoffs in the U.S. tech industry since 2022, the demand for tech talent is projected to grow. According to the U.S. Bureau of Labor Statistics, the tech sector likely will expand by 15% by 2031.
Amid this trend, Switzerland is positioning itself as a global hub for deep tech talent—roles serving scientific and engineering innovations, particularly in fields like artificial intelligence (AI), blockchain and machine learning. Experts suggest Switzerland could rival the San Francisco Bay Area as the world’s leading tech epicenter.
One key advantage is Switzerland’s competitive salary structures. Machine learning and AI professionals in Switzerland cost 17% less than their Bay Area counterparts, while blockchain specialists cost 26% less, according to a white paper from the Greater Zurich Area, the official investment promotion agency of the economic region of Zurich, Switzerland.
The report—featuring insights from recruiters and officials at Google Cloud, Rockstar Recruiting and DFINITY—highlights how this cost advantage is attracting global tech giants like Google, Apple, IBM and Microsoft to expand their presence in the region.
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Regulatory support for hiring Swiss workers
Switzerland’s labor regulations further bolster its appeal, particularly for addressing tech talent shortages. According to KPMG, the recruitment process for non-EU/European Free Trade Association (EFTA) employees is now streamlined for machine learning and AI roles, which are officially recognized as having skills shortages. Recent regulatory changes, implemented on Feb. 1, 2023, include:
Waiver of labor market tests: Employers hiring third-country nationals—neither citizens of the United States nor the country where they are assigned to work—in industries with skills shortages may no longer need to conduct these tests. These tests ensure that employers prioritize hiring local talent before recruiting foreign workers. According to AGS Relocation Group, waiving this requirement could shorten the work permit process by up to three months.
Flexibility in educational requirements: Candidates without academic degrees but with relevant training and at least five years of experience can now qualify for residency permits.
AGS warns that while these changes simplify the process, employers still must demonstrate an economic need for the hire and confirm local talent unavailability. Labor market tests may also be requested on a case-by-case basis.
Why look to Switzerland for tech talent?
Beyond regulatory benefits, Switzerland offers an unparalleled quality of life, marked by a strong economy and diverse culture. Consistently ranked as the top country to live in by U.S. News & World Report, it is a magnet for top-tier candidates, whether they are residents or willing to relocate, according to Justus Spengler, founder and CEO of Zurich-based Rockstar Recruiting.
However, hiring Swiss tech workers requires a specialized approach. “The relevant talent is extremely scarce, hiring opportunities require a very personalized and timely interview process, and common salary ranges do not always reflect the reality for every candidate,” says Spengler.
Spengler emphasizes the importance of building specialized talent acquisition teams or partnering with external recruiting experts with domain-specific knowledge and networks to access these “impossible” profiles.
Despite those challenges, Spengler says Switzerland’s strong academic foundation, with two of mainland Europe’s top three computer science universities, and its dense network of global deep tech companies make recruiting efforts in the country well worth it for HR leaders and their organizations. He says these factors, combined with business-friendly conditions and unmatched quality of life, make Switzerland a “campus for innovation” and a highly attractive destination for deep tech talent.
