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Switzerland’s job market is undergoing a recalibration. Talent mobility has slowed, candidate optimism has softened, and hiring cycles are stretching. Yet, agile solutions - such as temporary and interim placements - are gaining traction. In this evolving landscape, culture, clarity, and customisation are emerging as key imperatives for attracting and retaining talent. Discover how flexible benefits, internal development, and a strong EVP can unlock opportunity in a cautious but forward-looking market.
As we head into 2026, salary levels across most sectors remain flat. While this may not sound like good news, it signals a stabilisation after years of volatility. Employers and candidates alike are adapting to a new normal - one that increasingly relies on temporary and interim roles to manage uncertainty. Encouragingly, over 50% of these roles convert into permanent positions, making them a strategic gateway for both companies and professionals.
The Swiss job market is currently navigating a period of reduced talent mobility, marked by cautious candidate sentiment and slower hiring activity - though pockets of momentum remain, particularly among bankers in Private Equity, construction and project engineering.
Professionals are adopting a “wait and see” approach, leading to fewer replacement hires and longer recruitment cycles. The overall effect is reminiscent of being stuck in traffic on the motorway - progress is possible, but slow and unpredictable. In this context, temporary and interim roles function much like motorcycles navigating through congestion - more agile, responsive, and capable of progressing where traditional hiring routes remain constrained.
While 2021–2023 were years of growth, 2026 is shaping up to be a year of strategic recalibration. Yet, just as traffic eventually clears, this pause may be temporary. Companies that remain proactive and adaptable will be best positioned to accelerate when momentum returns.
To reduce attrition and attract available talent, employers must understand what employees and jobseekers truly care about. Culture plays a significant role in their decision to stay with or join an organisation. Candidates typically seek inclusive environments that support career development and continuous learning.
Compensation packages remain a critical part of the talent equation. While base salaries may stay relatively flat, candidates’ expectations around salary increases have softened. According to our Candidate Confidence Salary Index, the proportion of jobseekers anticipating a salary increase has dropped from 74% to 59% since the start of 2025.
In this context, flexible benefits can be a powerful differentiator. Move beyond a “one size fits all” model - customise benefits to reflect the diverse priorities across your workforce. For example, gym memberships may appeal more to younger employees, while enhanced pension contributions could resonate with more experienced staff. Flexible benefits not only boost retention but also reinforce your commitment to employee wellbeing.
Most importantly, ensure hiring managers can clearly articulate the full value of your offer. Candidates are quick to walk away if the benefits aren’t communicated clearly and effectively. Organisations that train their leaders to discuss compensation transparently gain a distinct competitive edge in attracting and retaining top talent.
Candidates are seeking flexibility and relevance over perfection; a well-articulated offering is often enough to meet expectations.
Flexibility remains a defining trend. For experienced professionals, it offers valuable opportunities - remote work, part-time arrangements, and even sabbatical-style scheduling (e.g., working 90% and taking the remaining 10% as a block).
Once avoided by many Swiss-based professionals, temporary and interim roles are now widely accepted. These “plug and play” positions offer agility and access to talent while helping employers manage headcount constraints. At the same time, they offer candidates opportunities to potentially convert to a permanent role while keeping their skills and CVs marketable.
Switzerland faces a talent shortage, exacerbated by low unemployment and the retirement of skilled Baby Boomers. Temporary and interim roles play a further role in helping this transition. Notably, they tend to benefit experienced professionals the most, offering them a flexible yet impactful way to stay active in the workforce.
In today’s evolving job market, both candidates and employers must adapt strategically to remain competitive and resilient.
For candidates, staying active and marketable is key. Temporary and interim roles can offer valuable experience and keep your skills sharp while opening doors to long-term opportunities, especially if you are currently unemployed. At the same time, don’t overlook the potential for internal growth. Sometimes, the best move is to nurture the grass you’re already standing on - invest in your current role and explore ways to expand your value within your organisation.
For employers, retention is more than just a metric - it’s a mirror reflecting your culture, leadership, and alignment of values. To build a compelling talent strategy, it’s essential to anchor your offering around a strong Employer Value Proposition (EVP). This defines the unique combination of experiences, values and benefits your organisation provides to attract, engage, and retain top talent, serving as the strategic backbone of both employer branding and talent acquisition. Ensure that hiring managers can confidently articulate your company’s culture, growth opportunities, and total compensation package to reinforce the EVP at every touchpoint.
AI is also reshaping the talent landscape. In our latest Talent Trends study in Switzerland, 55% of respondents reported regularly using AI-enhanced and generative AI tools. Among them, 69% said these tools have increased their productivity - highlighting a real shift in the playing field. Employers who embrace AI as a tool for augmentation - not replacement - will be better equipped to innovate and attract future-ready talent.
To help employers, employees, and candidates stay informed about current salary benchmarks, we are pleased to present the Michael Page Salary Guide 2026. This comprehensive resource covers 530 job types across 14 key sectors and is based on nearly 20,000 hiring interviews, as well as our extensive database of over 630,000 candidates.
2026 may be a year of recalibration - but it’s also a year of opportunity. With the right strategy, mindset, and tools, organisations and professionals can navigate change with confidence. We look forward to supporting your journey toward successful, informed salary decisions and a thriving workforce.
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Key insights on salaries by sectors and market trends.
Yannick Coulange is a seasoned leader in recruitment and HR services, with over 23 years of experience. A graduate of Kedge Business School and Portsmouth University, he began his career in Zurich before expanding internationally. In 2009, he led ...
