Celebrating 20 years at Swisslinx: An interview with Director Jennifer Bego

Posting date: 28 February 2020
Swisslinx is celebrating its 20th birthday this year, and to celebrate, we’re speaking to some of the people who’ve helped make Swisslinx become the business it is today.

Jennifer Bego has been with Swisslinx since 2005, when she arrived in Switzerland after spending a year in Australia. While she never anticipated such a long and successful career in recruitment, she’s loved every step of it. Here’s her story:

“At university I never really imagined a career path for myself”


Like many in this industry, Jenny didn’t grow up dreaming of becoming a Recruiter. Rather, the career is one she fell into, and she’s not looked back in 14 years. During her schooling and uni days Jenny wasn’t sure what career pathway might interest her, although she had the fundamental skills that make up a good Recruiter: communication, confidence and social intelligence. After graduating she was eager to start earning, and when searching for jobs within her skill set and qualifications she kept coming across recruitment vacancies. With no reason not to, Jenny interviewed for her first role – and the rest is history. 

“Swisslinx is family – literally”


Many people say that their work is like a family, but Jenny really means it. Her then-UK-based father was recruited by Swisslinx whilst Jenny was travelling in Australia, and after her trip ended she returned to her new home of Zurich to join them. Her father suggested she consider a role at Swisslinx, and since then the company has had a hand to play in bringing her brother, his best friend and Jenny’s school friend to Zurich. She says the ripple effect of that first call from Swisslinx to her father has been amazing, changing the course of not only her life, but those of many people she knows.

“My reasons for joining weren’t strategic – I really just liked the Partners”


When Jenny first joined Swisslinx, she had no idea she’d had such an illustrious career with the business. With little thought to her future or any strategic reason for joining a company, Jenny says she simply liked the people she met at Swisslinx and wanted to work somewhere that seemed friendly and focused. Starting out as a researcher on the finance desk, Jenny soon saw herself drawn to the speed and style of the IT side of the business, where she’s been ever since. 

“In my 15 years I’ve experienced different roles all over the business”


Jenny’s time at Swisslinx has spanned research, consultant and management roles, before she moved into her current Director position in January 2018. She says it’s important for her to remain hands-on and play an active role in managing accounts, particularly as Swisslinx retains the number one position in numerous Preferred Supplier Lists (PSL). Managing a team of Consultants, Jenny has contributed significantly to the strategy and growth of Swisslinx with the creation of new service offerings such as RPO.

“15 years in any industry brings a lot of change”


Jenny says one of the most dramatic changes she’s seen during her time at Swisslinx has been the introduction of automated and system-driven recruitment delivery models. Relationship building will always be a crucial part of recruitment, but the addition of new technologies has allowed many processes to become more efficient and effective. This has meant well-written CVs have become more important than ever in the recruitment process, as Recruiters can no longer discuss certain attributes of a candidate directly with line managers.

In addition, Jenny has seen a growth in interest for flexible talent solutions such as RPO has stemmed from an increase in scale-ups and start-ups, as well as the candidate-driven market which requires more manpower to reach the top talent. Many roles end up being filled by the passive candidate market who can only be reached by active sourcing, which is in itself a hugely time-intensive task. This is an activity that is not a part of traditional HR responsibilities and is therefore typically outsourced to active sourcing specialists, such as Swisslinx, to run in tailor-made solutions such as project or long-term based RPO. 

“The people are what I love most about Swisslinx”


Swisslinx has become a family to Jenny over the years, and she says the way employees are treated is unique. “They truly care and make you feel valued as a person” says Jenny. “The trust and freedom they provide creates a natural and deeply rooted sense of loyalty which I am sure is shared by many here.” Jenny says Olivier and Caroline extend so much trust in their team members and are flexible, understanding and supportive. 

In addition, Jenny says she’s stayed with the company due to its ethics and ways of working. Swisslinx has a strong moral compass, says Jenny, and will not “make a deal at any cost”. 

“It’s been great to see the evolution of the company and the success we’ve had over the past 15 years”


Jenny says Swisslinx has become so well regarded in its market space and its expansion into new areas is testament to its ongoing growth and success. She’s particularly proud of the success the RPO model has already had and says the level of transparency Swisslinx works with fosters a high level of trust with both clients and relationships. 

“We’re seeing demand for RPOs and dedicated talent acquisition teams, and I’m excited about what’s coming in terms of the service lines we’re growing and offering,” she says. Start-ups and scale-ups are increasingly looking to Swisslinx to help fill their talent pipelines and build a database of candidates, which Jenny is keen to see develop into the future. 

“As long as I’m working in recruitment, I’m working at Swisslinx”


Loyal to Swisslinx and excited for the future, Jenny is looking forward to helping consultants on her team develop and grow with the company – just as she has. 

Interested in learning more about what it’s like to work at Swisslinx or do business with the company? View our blog to find out more, or click here to meet other members of the team

How to get your first executive job

It’s widely reported that more than 50% of jobs aren’t advertised, and this proportion stretches much higher when it comes to executive roles. Therefore, landing your first executive job will be an entirely different process from any other job you’ve gone after. With fewer executive roles on the market, securing one of these coveted positions can be a highly competitive process. You need to strategise how you will distinguish yourself and position yourself on executive recruiters’ radars. Here’s our advice on getting your first executive job, right from the point of personal development up to preparing for your interview: Develop your personal brand  45% of executives agree that a CEO’s reputation will directly impact the reputation of the company. So it will come as no surprise that an executive’s reputation – or personal brand – comes under serious consideration during the hiring process. Just as it’s important for any company’s success to have a strong brand, your personal brand is a powerful way of showing hiring managers why you’re a good fit for the role. When portrayed correctly your brand will highlight your ROI and specifically how you will add value to the organisation if you get the job. Since many professionals at this level work with Personal Branding Strategists and Career Coaches you can’t afford to leave your reputation as just an afterthought. Your personal brand should be crafted so that it accurately reflects not just who you are but how you solve problems, your authority areas and ultimately what your unique positioning is. Though this may seem a daunting process, Blue Step’s Global Guide to Personal Branding for Executives offers helpful advice, starting with the question “What do you want to be known for?”. Start by asking yourself this and the rest of your approach should come easily. Get personal with an executive search firm On average it takes 71 days to place a C-suite candidate, which is considerably longer than the 43 days spent filling the average role. But for the job seeker, finding an executive role can sometimes take six months – or longer - because these senior positions aren’t as common as the jobs you’ve searched for before. So you need to position yourself on executive recruiters’ radars and you want them to know you on a personal level. One way of doing this is to share your career goals with these expert recruiters. As they’re in the business of finding candidates for executive roles they can provide insight as to whether you have the right skill set or experience. If they advise that you need more time to hone your leadership skills, don’t despair - you now have that contact at an executive search firm to reach out to once you’ve hit the necessary experience level. These recruiters have seen thousands of CVs and applications so you can trust their verdict. Remember that it’s about nurturing these relationships with executive recruiters. You won’t land a job in a few weeks, it can take months to find the right executive role so you need to stay in touch with them. Get networking  The Executive Career Brand reports that only 10% of executives are hired from job board advertisements. This supports the notion that your chance of getting an executive job is heavily reliant on networking and a great place to begin is by developing a strong online presence. It’s no new information that your LinkedIn profile is a powerful tool in the job-hunting process but have you considered optimising yours for search engines? To improve your LinkedIn profile’s visibility you need to include targeted skills and keywords, set your location and industry, and use all the characters available in each section. This will ensure executive recruiters find your profile and will help you make connections in your field of work. Consider upping your game and establish yourself as a thought leader on LinkedIn by posting and sharing articles on topics in your industry. Beyond the digital world, you should be attending industry conferences and reaching out to old contacts. After all, networking isn’t always about making new connections. Time for the interview You’ve put a lot of time into your personal development and nurturing connections – the next step is impressing at the interview stage. A good executive recruiter will only put forward a very small number of candidates for roles at this level, most of which will have exclusivity, so if you make it to interview stage you have a strong chance of securing the role. Now all that’s left to do is show the company how serious you are about working for them and improving their bottom line. Beyond a deep understanding of the organisation's verticals, the current state of the market and opportunities for you to add value, you should also research the business's financial status and their current challenges. Some businesses will have an investor relations tab on their website which will tell you a lot about how they are performing. To delve a little further, search their company filings and public financial statements - and if the company you’re interviewing for is private you can get a good picture of their status from news releases and articles. As for the competitors, beyond knowing who they are you need to search how the company is performing compared to them and what they have in the pipeline. Having this knowledge for the interview will show that you’re invested in the company and will allow you to have a genuine conversation about what you plan to do within your first three months. Think of this research as background information to create your 90-day plan.Take your next career step with Swisslinx Want more advice on finding your first executive job? As a market-leading recruitment firm in Switzerland, our expert consultants can offer valuable guidance when looking for your next senior-level position. Whether you’re job searching in financial services, digital and technology, or healthcare and life sciences we’ve got two decades of insight to help you.

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COVID-19 - Swisslinx is fully operational at this time!

We want to reassure you that Swisslinx is prepared and working to ensure continued service delivery during these challenging times. To facilitate business continuity we remain fully operational, with our motivated and dedicated teams set up to work remotely, as well as from our offices. Our internal processes and systems allow us to continue offering seamless service delivery to Clients and Candidates, from any location using virtual tools. Swisslinx is closely following developments relating to employment and immigration and is happy to provide guidance on these matters. Despite current market volatility, we assure you of our continued commitment to offering complete talent solutions. We wish you and your families good health and remain available for any queries should you require assistance during this time. ​Kind regardsOlivier RuedinCEO

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