Bankers, wealth managers, and sales managers all know exactly what they bring to the table – and what they’re worth. A sector known for excessive salary demands? In practice, the reality looks very different, as Kerstin Brüffer, Senior Consultant at Manpower Switzerland, explains to finews.com:
«Most of the people I work with are reflective. They’re not just looking for the next best job, but for one that fits in the long term.»

Salary plays a role – but not the decisive one.
«Of course, there’s a salary expectation. But people are willing to wait longer for the right offer,» Brüffer adds.

Kerstin Brüffer from Manpower. (Image: zVg)

Succession, Not Mass Layoffs

What’s causing the most movement right now is the generational shift in many companies – particularly among wealth managers. Those born around 1960 are gradually retiring, leaving behind vacant leadership roles. This forces firms to realign their strategies and find suitable replacements in good time.

«The challenge lies less in the availability of candidates and more in matching them correctly,» says Brüffer.
«It takes a deep understanding of both the company’s needs and the candidate’s skill set.»

Applying on Equal Terms

A shift is clearly underway: In the past, specialists applied to companies. Today, both sides are sizing each other up. Candidates with strong profiles scrutinize potential employers just as much. What’s the company culture like? How is the team structured? What does the website promise, and what do review platforms say?

According to Brüffer, many companies have caught on:
«To attract good people, the company’s overall impression has to be right.»

Salary: Realistic – But Not Undervalued

Today, anyone switching jobs within finance can generally expect a comparable salary.
«Someone who earned 180,000 francs a year won’t sign on for 150'000,» Brüffer says. She sees no evidence of salary dumping.

Quite the opposite: Employers recognize the value of strong talent. When they’ve found the right candidate, they’re willing to negotiate:
«They know they have to dig a little deeper into their pockets for a great hire.»

However, candidates who set unrealistic salary expectations – ones that don’t match their profile – quickly lose their edge. Likewise, those urgently seeking new work or applying from a weaker position must prepare to make concessions.