As Switzerland continues to strengthen its position as a global hub for innovation, technology, life sciences and advanced industries, access to international talent has become a strategic priority for many companies. Yet hiring skilled professionals from outside the EU/EFTA often involves navigating a complex landscape of regulations, quotas and administrative requirements.
To help employers better understand these challenges and opportunities, we spoke with Michael Wood, Founder of PermitPro, a Swiss consultancy specialized in work permit solutions for startups, scale-ups and technology-driven businesses seeking to hire international talent.
La Relocation Group and PermitPro recently established a strategic partnership to provide companies with a more comprehensive approach to global mobility. While PermitPro supports employers throughout the work permit process, La Relocation Group helps ensure that employees and their families successfully settle into their new environment through relocation, lifestyle and destination services.
In this interview, Michael shares his perspective on the Swiss talent market, the realities of hiring non-EU/EFTA professionals, common mistakes companies make during the permit process, and why successful international recruitment extends far beyond obtaining a work permit.
Could you briefly introduce yourself and tell us about your background?
Essentially I am a B2B marketing professional with experience in building scalable content and demand engines for founders and tech businesses. I led marketing teams across Africa for several years, worked for two robotics startups in Zurich for 4 years, and launched PermitPro in 2025.
What inspired you to create PermitPro? What problem were you trying to solve when you launched the company?
The inspiration to create PermitPro came from a combination of wanting to be self-employed again and a perceived gap in the employment market. Swiss startups and scale-ups require specialized talent to grow. That talent is often not available in Switzerland or the EU. PermitPro helps Swiss tech companies navigate the complexity of hiring non-EU/EFTA talent.
Was there a specific moment or challenge that made you realize there was a gap in the market?
I had some exposure to the challenges tech companies faced when hiring non-EU/EFTA talent during my periods at the two robotics startups in Zurich. My son is a talent acquisition lead for a robotics company and the actual moment that made us think there is a gap in the market came from him. Once he explained the process, complexities, the timelines, and particularly the challenges, we realized this needed further investigation.
From your perspective, how has the Swiss hiring landscape changed over the last few years?
There is a greater appreciation and acceptance of the inevitable need for talent from outside Switzerland, particularly in tech sectors like robotics, software, machine learning and biotech. I experience this through a changing approach by startup and scale-up founders and the sentiment is supported by the Federal Government through not reducing the permit quotas for 2026.
Many Swiss companies rely on international talent. Why do you think attracting and retaining global talent has become such an important topic?
Attracting and retaining foreign talent became a major topic in Switzerland because the country has a structural mismatch. The economy is highly specialized and innovation-driven, but the domestic labor pool is relatively small. The universities produce excellent talent, but not enough volume. It’s an important topic because it is necessary for Switzerland to remain innovative and globally competitive.
What are the most common mistakes companies make during the work permit process?
Many companies don’t have experience or don’t understand the process and consequently avoid it altogether. From my experience, the most common mistake from those that do enter the process is starting the work permit application too late during the recruitment process. Technically the work permit application can only be submitted once a candidate has signed a job offer, but there is a lot of document preparation and proof of recruitment efforts that can be completed beforehand. Failing to do this often results in extensive delays, which can cost the employer the candidate.
Where do international candidates usually struggle the most?
Often because candidates don’t understand the Swiss Non-EU/EFTA work permit system, they unknowingly apply to roles that cannot sponsor non-EU/EFTA talent, underestimate permit timelines and quotas, assume qualifications alone are enough, and misinterpret rejection as a skills issue rather than a legal constraint. The Swiss State Secretariat for Migration (SEM) website is a useful resource for this.
Are there any recurring challenges you see among startups versus larger corporations?
For larger organizations, not really. Because they already have established immigration/legal teams, experience with Swiss work permit processes, and global hiring pipelines.
Startups and scale-ups may hesitate to sponsor due to administrative complexity. Given that about 75% of Swiss startups are founded or co-founded by foreigners, they are also often more familiar with the work permit landscape. All of PermitPro’s clients are startups or scale-ups.
Can you share an interesting case or success story that really stood out to you?
We submitted a work permit application for an Iranian robotics engineering candidate in the week that the US strikes started against Iran. The submission was in a Canton considered to be quite ‘conservative’. I was concerned and not really sure why. I guess it’s human nature. The application was approved in 5 weeks with great cooperation from the Canton authorities. I found this interesting and evidence that the Swiss work permit system is truly robust.
Getting the permit approved is one step, but moving to a new country is another. In your opinion, what happens after the paperwork?
For non-EU hires in Switzerland, the permit approval is often only the beginning of the real transition. Once the legal process finishes, the employee and sometimes family suddenly face a set of practical and emotional adjustments including housing, health insurance, bank accounts, schools and childcare, language barriers, and adapting to Swiss administrative culture.
This is where La Relocation Group’s established international relocation, lifestyle and corporate services play a vital role.
How important is the employee’s overall relocation experience for long-term retention?
For many international hires, especially families, the first 6 -12 months determine whether the relocation ultimately succeeds.
La Relocation Group’s broader, more integrated service offering ensures client support that goes beyond Swiss work permit solutions, covering the wider relocation and mobility services needed for successful transitions.
What support do international employees and their families typically need beyond immigration processes?
After the immigration process relocation goes far beyond logistics. From home search and school placement to lifestyle management and concierge support, a tailored approach can ensure individuals, families, and corporate clients feel at home from day one.
What changes would you personally like to see in Switzerland regarding international talent and mobility?
- Standardisation of work permit application requirements and documentation across Cantons
- Faster, digital access to work permit processes for non-EU/EFTA talent
- Relaxed mobility between Cantons for permit holders
If you could give one piece of advice to companies planning to hire international talent, what would it be?
Start the process early and involve experts. Done right, it is very probable.
Final Thoughts
As Michael highlights throughout this interview, attracting international talent is no longer simply a recruitment challenge. It is a strategic business decision that requires expertise, planning and the right support at every stage of the employee journey.
From navigating Swiss work permit requirements to ensuring a smooth relocation experience for employees and their families, every step plays a role in long-term retention, productivity and overall assignment success.
Through the partnership between PermitPro and La Relocation Group, companies can benefit from a coordinated approach that combines immigration expertise with comprehensive relocation and lifestyle support, helping international hires feel confident, settled and productive from day one.
If your organisation is planning to hire talent from abroad or would like to strengthen its global mobility strategy, our team would be happy to discuss your specific needs and explore how we can support your employees throughout the entire relocation journey.
Contact La Relocation Group today to learn how expert guidance can simplify international hiring and create a better experience for both employers and employees.