Career moves without a clear rationale raise concerns

At Rehwald Associates, we support financial institutions, asset managers, and global banks in Zurich in securing the right leaders and specialists for critical roles.

Which profiles are hardest to attract?

Currently, the most challenging profiles include IT & digitalization experts, compliance and risk management professionals, as well as specialists in ESG and sustainable finance. In addition, roles in relationship management, private banking, and investment advisory are highly competitive. Positions in relationship management, private banking, and investment advisory are also highly competitive.

The challenges lie in global competition for talent, the reluctance of highly qualified specialists to change jobs, and the specific requirements for regulatory expertise in Switzerland.

How do we approach recruitment?

We rely on direct, discreet search, our international network, and trusted referrals. Rather than posting job ads, we engage candidates individually – always with an emphasis on sustainable, long-term career development.

What matters most?

Perfect technical alignment is rarely necessary. Rather, qualities such as learning ability, motivation, and cultural fit are what count. These factors have a more lasting effect than a flawless resume.

Job changes – strength or weakness?

Frequent career changes are not automatically negative if they demonstrate a clear trajectory of specialization or growth. However, changes without explanation may raise doubts – particularly in Swiss finance, where stability, discretion, and trust are paramount.

Bridging generations in Zurich’s financial hub

Zurich’s financial teams are multilingual, international, and age-diverse. Success requires respect, openness, and two-way mentoring across generations. Modern communication tools and flexible structures ensure that all employees feel included.

What convinces candidates in Zurich?

Based on our experience, three aspects are key:

• Flexible working models (work-life balance, remote work, part-time options),
• clear career development and training opportunities,
• a culture of trust and high performance.

Financial incentives such as pension schemes or equity participation are most effective when tailored to individual life stages.