As featured in
The fine art of deep-tech recruiting.
By the numbers
% AI salary jump on a switch (vs the usual 10-20%)
deep-tech domains, each hired differently
of Europe's top CS universities (ETH, EPFL)
#1 in Europe · patent-holding startups per capita
Written for HR Future by our CEO Justus Spengler, this piece is close to a manifesto for what we do. Deep tech - AI, quantum, cybersecurity, blockchain - takes recruiting to another level: candidates are highly specialised, the pool is small, and the tech moves faster than any job description. Finding the right people isn't about scanning CVs; it's about following the research and building relationships in niche communities. Either you invest heavily in internal expertise, or you partner with specialists who truly understand the field.
Deep-tech companies don't just need skilled employees - they need innovators. New fields emerge overnight; today's hot skill is outdated tomorrow. Unlike traditional industries where past experience predicts success, deep tech rewards creativity and adaptability - the strongest candidate may have no direct experience but the ability to push what's possible.
And each domain hires differently. In blockchain, a strong GitHub can matter more than a degree and founders make the call - so move fast. In cybersecurity, the best people hide inside trust-based networks where cold outreach fails; you earn access by showing up. AI is academic and fierce: research pedigree decides it, and salary jumps of 100-200% on a switch are not unusual.
For teams expanding in deep tech, location is decisive - and Switzerland is a global hub. ETH Zurich and EPFL feed spin-offs across AI, robotics, security and biotech; Google, Apple, Meta, Microsoft and OpenAI run R&D centres here. The strategy that makes the difference is a strong in-house team or a specialist partner who understands this landscape. That partner is techxecutive.
“Either you invest heavily in internal expertise, or you work with specialists who truly understand this field.”
What this means
The read for both sides of the market.
For companies
- There is no generalist playbook. Blockchain, cybersecurity and AI each reward a different approach - one process won't reach all three.
- Speed and credibility win. The best deep-tech people are scarce and rarely on the market; you reach them by being present, not by posting.
- Build the capability or borrow it. Either invest in a specialist in-house team, or partner with one that already has the networks.
For candidates
- Adaptability beats a perfect CV. In deep tech, the ability to learn fast and push limits matters more than direct experience.
- Switching pays - a lot. AI moves command 100-200% jumps on a change, far beyond the usual single-digit raise.
- Switzerland is a serious base. Top universities, global R&D labs and Europe's densest patent-holding start-up scene.