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Switzerland heads into yet another year shaped by innovation and cautious investment, where the tech market is showing a mix of energy and recalibration.

It’s not the same environment we saw eighteen months ago, and that’s partly why this moment matters so much.

The companies that understand the fine detail of today’s hiring trends will be the ones that secure the talent they need before demand rises again.

Here are five points that the Trust in SODA team expect will take up the lion’s share of headspace in the new year.

1. AI Capability is Outrunning Internal Infrastructure

As the dust settles on the last wave of frontier tech hype, many Swiss organisations are realising that their AI ambition is running ahead of their internal readiness.

The technology can deliver remarkable outcomes, yet the supporting structures are often not in place.

Data quality, governance, legacy architectures, and team capacity are all limiting factors, and these gaps shape the hiring decisions companies will need to make in the new year.

Businesses should focus on outcomes, not tech for tech’s sake. Interestingly, we’re seeing this reflected in the shape of today’s hiring models – we’re having more conversations about our Statement of Work service, an option for businesses that need defined outputs rather than additional headcount.

2. Start-up resilience is resurfacing

While overall investment remains measured, pockets of growth are showing strong momentum.

Swiss start-ups in deep tech, climate innovation, and digital health are planning hirings that focus on precision rather than volume. These organisations are moving towards niche hiring, often seeking engineers with highly specific skill combinations.

We expect this selective growth to stand out as a bright spot in the quarter ahead.

3. Cloud teams are maturing

The era of large-scale cloud migrations is easing, replaced by a focus on fine-tuning what already exists.

Swiss firms are leaning into consolidation, cost control, and platform hardening. Reliability, platform engineering, and security awareness are rising as core requirements.

This is particularly evident across financial services, where cloud teams want engineers who can balance performance, governance, and stability.

4. Product Maturity Will Influence How Teams Hire

As Swiss organisations steady their roadmaps for the year ahead, many are focusing on maturing the products they already have rather than expanding into new territory.

This shift places more emphasis on engineers who understand long-term product behaviour, can work closely with customer teams, and can help refine features without introducing unnecessary complexity.

We expect hiring briefs to reflect this, with more attention given to problem-solving, clarity in decision-making, and the ability to progress incremental improvements that have a measurable impact.

5. Flexible hiring models will become a core part of workforce planning

Early 2026 is likely to bring careful decision-making around team growth, yet projects still need to move forward.

To balance both, many Swiss organisations are preparing to rely more on flexible models, particularly for assignments with clear outcomes. This includes interim roles, short-term engagements, and project-based work that allows teams to progress without making long-term commitments too early.

For engineering and product teams, this shift offers more room to bring in expertise at the right moment, rather than waiting for wider budgets to settle. It also opens up opportunities for people who prefer work that’s varied, time-bound, or delivery-focused.

As companies map out their plans for the new year, this kind of flexibility is set to become a practical tool for maintaining momentum while keeping hiring measured.

Looking ahead

The next year will favour teams that plan with intent. Clear briefs and outcome-led hiring will make a real difference as Swiss tech moves through a steady but selective market.

For organisations, this means knowing exactly what each role needs to deliver. For candidates, it’s a moment to deepen skills and stay visible.

At Trust in SODA, we’re spending time with teams across Switzerland to help them map out their year with confidence. Whether it’s permanent hiring or outcome-led project support, early planning is already shaping better decisions.

The more intentional the approach, the steadier the year ahead becomes. Let us know what you’re hoping to achieve in the new year, and we’ll connect you with the right specialist from Trust in SODA: https://www.trustinsoda.com/looking-to-hire.