About us

Experience in Recruiting

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Experience in Asset Management

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Meaningful Interviews

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Hires

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Our Story & Mission

Born From Experience

After 20+ years in Swiss financial recruiting, we built Traxel Talent to do things differently: with the right mix of technology, market knowledge and personal commitment.

Swiss Roots, Global Reach

Headquartered in Horgen and Zurich, we’re strategically positioned to serve Switzerland’s financial powerhouses across Zurich, Geneva, and Zug and beyond.

Mission: Optimal Connections

We don’t just match CVs to job descriptions—we forge strategic partnerships through tailored, tech driven solutions that create competitive advantages for every client.

Candidate Champions

More than recruiters, we’re long-term sparring partners for your career.

Vision: Boutique Excellence

Our goal: becoming a trusted name in Swiss financial executive search through consistent quality and long-term client relationships.

Integrity as Identity

“We say what we do and we do what we say”—this isn’t just a tagline, it’s our operating system. Transparency, honesty, and accountability in every interaction.

Our Founder’s profile

Professional Background

Long recruiting tenures at Switzerland’s financial titans UBS and Credit Suisse as well as in a reputable agency in Zurich. Vast experience as well in front roles in wealth management, relationship management and financial analysis/investment management.

Three Areas of Expertise

Combination of Financial Analyst/Asset Manager at UBS/CS, Senior Relationship Manager in UHNW wealth management and Recruiting Professional with necessary formal education credentials: Master in Business Administration, Swiss Certified Financial Analyst and Wealth Manager (“Eidg. dipl. Finanzanalytiker und Vermögensverwalter”) and Swiss Certified HR-Manager (“Eidg. dipl. HR Leiter”.)

17 Years of Proven Results in Recruiting

No Translation Needed

We speak the language of finance. Expect conversations at eye level, whether about AuM, mandate structures or regulatory requirements.

Multilingual Expertise

Old School vs. Modern Recruiting

Contrasting innovative, AI-powered recruitment with traditional methods.

Features

Old School

Modern Recruiting

EXPERIENCE vs. DATA AND EXPERIENCE

Old-school recruiting often relies on personal networks and intuition, with interviewing techniques that have not always kept pace with current research. This can lead to decisions that are more subjective than evidence-based, and to processes that take longer than necessary.

Combination of human intervention with data-driven insights: modern systems analyze millions of profiles, data points, outcomes, and behaviors, leveraging ongoing machine learning to continuously improve matching over time.

REGIONAL LIMITATIONS vs. GLOBAL DIGITAL REACH

Traditional recruiting is limited by geography and recruiter networks, making cross-regional expansions difficult and resource-intensive.

Use of AI-driven systems that instantly search and match candidates throughout Switzerland, analyzing language skills and cultural fit for jobs in Zurich, Geneva, Zug or beyond.

CONNECTIONS vs. PRECISION MATCHING

Old-school methods often match CVs to job descriptions with manual interpretation and often miss hidden talents or passive candidates.

Use of tools that screen thousands of profiles in minutes, using advanced algorithms to match candidates on nuanced criteria—skills, potential, even inferred abilities. Nevertheless: Human oversight and final assessment as an overarching principle.

HAPPINESS METRICS vs. DATA-DRIVEN SUCCESS

Traditional recruiters frequently measure success by anecdotal satisfaction and subjective self-image, leading to lengthy processes and distorted results.

Enabling structured reporting on satisfaction rates, and predictive job fit with significant drops in time-to-hire and better retention rates.