Switzerland’s “Real Mountain View” has become a magnet for AI, Web3, and DeepTech innovators. The 2024 DeepTech Talent Recruiting Whitepaper by the Greater Zurich Area Ltd (GZA) brings together insights from Google Cloud, DFINITY, Rockstar Recruiting, and the Canton of Zurich to help tech leaders navigate the European talent market and build world-class teams.
Summary: The Swiss DeepTech ecosystem — centered in Zurich — offers unmatched access to AI and Web3 talent, liberal labor laws, and a global network of innovators. This whitepaper distills practical lessons for founders and HR leaders recruiting in Switzerland’s competitive market. Contributors include Klaus Fuchs (Rockstar Recruiting), Léonard Collon (Google Cloud), Brandon Cohen (DFINITY), and Matthias Inauen (Canton of Zurich).
Why Switzerland Is a Magnet for DeepTech Talent
The report identifies the Greater Zurich Area as Europe’s most dynamic DeepTech cluster — a region blending technical excellence, multicultural accessibility, and business pragmatism. With ETH Zurich ranked 11th globally (THE 2024), and companies like Google, Microsoft, and DFINITY expanding local R&D, Zurich has become Europe’s go-to hub for AI, Web3, and cloud engineering talent.
The authors note Switzerland’s exceptional advantages:
- Employer-friendly labor laws: short notice periods, no mandatory severance, and high contractual flexibility.
- Global access to talent: EU/EFTA citizens can work permit-free; skilled non-EU hires are fast-tracked.
- Multilingual workforce: English is the lingua franca of Swiss business; 39% of residents are expatriates.
- High quality of life: ranked #1 globally by INSEAD for talent attractiveness and retention.
“It’s much easier here in Switzerland. The authorities are pragmatic — we don’t wait six to twelve months for visas. This helps both startups and global companies scale faster.”
Recruiting Strategies for DeepTech Success
The whitepaper outlines three proven strategies for companies building DeepTech teams in Switzerland:
- Engage locally and physically. According to Klaus Fuchs (Rockstar Recruiting), “The market is very physical. Find your community — meetups, conferences — and build up from there.” DeepTech recruiting relies on presence and authenticity more than pure online outreach.
- Build employer brand visibility. Founders and hiring managers should participate in local hackathons, ETH AI Center events, and meetups — increasing brand awareness and candidate trust.
- Use specialized tech recruiters. Agencies like Rockstar Recruiting connect international employers with local ecosystems — saving founders time and ensuring compliance with Swiss labor law.
“If you take your vision, funding, and team and articulate the ‘why,’ you get missionaries, not mercenaries.”
Key Takeaways for Employers
Companies hiring DeepTech talent in Zurich should focus on:
- Offering modern tech stacks (LLMs, AI, MLops, Blockchain) and learning opportunities.
- Providing above-market compensation and emphasizing impact-driven work such as sustainability or research partnerships.
- Establishing a network within the community — ETH, University of Zurich, digitalswitzerland, and GZA events.
- Building alliances with local stakeholders (cantonal authorities, research institutes, and incubators).
“Candidates here expect transparency, trust, and long-term perspective — not just a paycheck.”
Who Contributed to the Whitepaper
| Contributor | Role | Organization |
|---|---|---|
| Dr. Klaus Fuchs | Managing Director | Rockstar Recruiting |
| Léonard Collon | EMEA Executive Recruiter | Google Cloud |
| Brandon Cohen | Director of Talent | DFINITY Foundation |
| Matthias Inauen | Director, New Business Units | Canton of Zurich |
Published by Greater Zurich Area Ltd (GZA), January 2024.
About Rockstar Recruiting’s Role
As a featured contributor, Rockstar Recruiting represents the practical side of DeepTech hiring in Switzerland. With roots in the University of Zurich ecosystem, Rockstar helps international companies enter the Swiss market, connect with ETH AI Center spin-offs, and hire for AI, Web3, and robotics teams.
The firm advocates a community-first recruiting model — connecting employers and candidates through local events, conferences, and meetups — bridging the gap between academia and enterprise.
“DeepTech recruiting is about building trust — between companies, ecosystems, and people.”
