Why skills alone do not make a good match

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

Classic matching via job titles falls short. In the analyzed profiles, talents mention an average of 3.5 possible roles. Almost three quarters specify 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 along consulting experience. Many profiles lie somewhere between technology, product, business, and leadership.

Those who only look for that one perfect title therefore run the risk of overlooking relevant talents.

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 with experienced IT profiles, salary is not just a detail that is clarified at some point in the process. If expectations and framework are far apart, no matter how good a match may look from a professional standpoint, 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 when it comes to the working model:

72.6 % of talents desire a home office.
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 central part of job attractiveness.

A job can fit perfectly from a technical perspective. If the working hour model and home office regulations do not match life's reality, 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. 

This 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 function at least partially remotely, rigid location logic can unnecessarily exclude suitable talents.

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 doesn't make matching any simpler. But more honest.

Culture is more than a gut feeling

Differences are also evident in cultural values. Particularly visible are empathy, collaboration, and openness to change. Stability and ambition are also present, but significantly more differentiated in distribution.

This means: values are not simply 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 term.

Conclusion: A match is multidimensional

Skills remain important. Without a professional foundation, it doesn't work.

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 very well how they want to work.

The data shows: those who want better matches must talk about more than just technology and experience earlier. About salary, work pensum, home office, role development, and team culture.

Or in short:

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