It is striking to observe that many companies, even the largest and most established ones, miss valuable opportunities simply due to a lack of understanding. Some organizations systematically close their doors to non-European candidates, convinced that the recruitment process is too complex or even impossible. However, there are clear and accessible mechanisms in place to enable such talent to join the Swiss workforce.

Annual quotas: A Regulated but Feasible Access
Each year, the Swiss Confederation makes available a quota of residence permits for workers from third countries. For 2025 (as in 2024), for example, the government has announced the granting of 8,500 quotas, distributed as follows:
4500 B permits (long-term residence permits)
4000 L permits (short-term residence permits).
These quotas allow Swiss companies to access qualified labour from third countries when needs cannot be met locally. However, obtaining these permits is subject to strict criteria.
Economic interest: the pillar of admission
For a non-European candidate to be granted a work permit, his or her recruitment must serve the economic interests of Switzerland. This implies:
A demonstration of the positive impact of recruitment on the company and, by extension, on the country.
Taking into account the situation on the employment market, in particular the absence of local or European candidates with the skills sought.
Proof that the candidate will be able to integrate sustainably into the Swiss job market.
These criteria, defined in Articles 18 and 19 of the Law on Foreigners and Integration (LEI), require rigorous analysis and detailed documentation on the part of the employer.
A solution for specific needs :
While the Swiss and European labor markets are rich in talent, certain profiles remain scarce, particularly in niche sectors or highly specialized roles. In such cases, recruiting candidates from third countries may be essential to support innovation and competitiveness.
Why Rely on Experts?
The process of recruiting and obtaining permits for third-country nationals may seem daunting, but it is far from insurmountable. At HR Relocation, we assist companies with feasibility analysis, documentation preparation, and administrative procedures. With our expertise, we help mobility managers maximize their chances of success and access top international talent.
By opening their doors to non-European candidates, Swiss companies can not only meet specific needs but also enhance their attractiveness and positioning in a globalized market.
Conclusion
Refusing to explore the available solutions for recruiting non-European talent is equivalent to limiting opportunities in an increasingly competitive environment. With the right experts and a deep understanding of the rules and quotas in place, companies can successfully take this step.
Are you considering recruiting non-European talent for your business? Contact us for a personalized analysis of your needs and opportunities. We are here to guide you every step of the way.

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