Why skills alone do not make a good match

Many talents do not think in terms of a single job title

A classic matching via job title falls short. In the analyzed profiles, talents state an average of 3.5 possible roles. Almost three quarters indicate at least two desired roles.

This fits well with the reality in the IT sector. A product owner can also think in the direction of business analysis. A software engineer can find software architecture exciting. A project manager might bring consulting experience. Many profiles lie somewhere between technology, product, business, and leadership.

So, anyone looking only for that one perfect title runs the risk of overlooking relevant talent.

Salary is not a topic for the very end

The median salary expectation is CHF 120’000. Especially from the mid-30s onwards, median salary expectations are significantly above CHF 100’000.

This is not a minor matter. Particularly for experienced IT profiles, salary is not just a detail to be clarified at some point in the process. If expectations and the budget are far apart, a match can look ever so good technically, but it will still be difficult to find common ground.

Transparency saves time for everyone involved.

Flexibility has long been a standard expectation

The data also shows a clear picture regarding the working model:

72.6 % of talents want to work from home.
74.5 % prefer flexible working hours.

This does not mean that everyone only wants to work remotely. But flexibility is no longer a bonus point in the IT job market; for many, it is a key part of job attractiveness.

A job can be a perfect technical fit. However, if the working hours model and the home office policy do not fit the reality of life, it still won't result in a strong match.

The commute is a hard filter

More than three quarters of talents want a commute of a maximum of one hour and only 5% would accept a commute of more than 1.5 hours. 

That sounds trivial, but it is often crucial in recruiting. Location, commute time, and home office go together. A job in Zurich, St. Gallen, Bern, or Basel is not just a location specification, it is part of the matching reality.

Particularly in the IT sector, where many roles work at least partially remotely, a rigid location logic can unnecessarily exclude suitable talent.

The talent pool on seekme.io is highly experienced

The median age is just under 40 years.

This is relevant because experienced talents often know more precisely what they want. They bring not only skills, but also clear expectations regarding responsibility, autonomy, culture, salary, and working model.

This does not make matching any easier. But it does make it more honest.

Culture is more than a gut feeling

Differences are also apparent in cultural values. Empathy, collaboration, and openness to change are particularly prominent. Stability and ambition are also present, but much more differentially distributed.

This means: values are not just a nice topic for the final interview. Talents differ in how important autonomy, security, change, structure, recognition, or team orientation are to them. And precisely these factors often determine whether the collaboration works in the long run.

Conclusion: A match is multidimensional

Skills remain important. You can't do without a technical foundation.

But skills alone do not make a good match. Not in IT recruiting, not with experienced profiles, and not in a market where talents know exactly how they want to work.

The data shows: if you want better matches, you have to talk about more than just technologies and experience earlier on. About salary, workload, home office, role development, and team culture.

Or in short:

A good resume shows whether someone can do the job.
A good match shows whether the company, the job, and the person really fit together.