Note: This article summarizes insights from an interview with Justus Spengler, CEO of Rockstar Recruiting, published in HR Future (August 2025) .
Deep tech hiring isn’t traditional recruiting—it’s a discipline. Fields like AI, quantum computing, cybersecurity, and blockchain evolve at breakneck speed, talent pools are niche, and roles often shift as projects mature. In this interview, Spengler explains how to win innovators (not just employees): understand emerging research, engage with specialist communities, and move fast with credibility.
What Makes Deep Tech Recruiting Different
- Non-linear career signals: Portfolios, GitHub, papers, and conference talks can outweigh job titles.
- Fluid role definitions: Many roles are scoped around a problem, not a fixed JD—hire for curiosity and problem-solving.
- Trust-based outreach: Especially in cybersecurity, relationships beat cold messages.
Switzerland’s Edge
Switzerland stands out as a deep tech hub: world-class universities (ETH Zurich, EPFL), a dense R&D ecosystem with global tech players and spin-offs, strong IP protection, and a stable, pro-innovation environment. For employers, that means access to top researchers and engineers—and for candidates, meaningful work with real impact.
Key Takeaways from the Interview
- Hire for adaptability: The best candidates may not have direct domain experience—but they learn fast and ship.
- Go where talent lives: Niche forums, OSS communities, labs, and meetups beat generic channels.
- Partner or build in-house: Either invest deeply in internal expertise or work with specialist recruiters.
Read the Interview
Read the full interview below or download it via the link:
Conclusion
Deep tech recruiting is about finding people who push the frontier forward. With the right strategy—and the Swiss ecosystem behind you—you can turn hiring into a durable advantage.
