Alexa Reais

Rising competition and new challenges mean even successful companies must review and improve their position in the market. Swiss companies have weathered crises from the pandemic to geopolitical conflicts, and now some companies will also need to handle tariffs. Rather than relying on government support, they focus on their own strengths—above all, high-quality products and services. In one of our more recent studies, we surveyed over 800 companies to learn how they stay resilient in turbulent times. For more information, see the full study: https://from.ubs/6045sde0l #shareUBS

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⚽ #WEURO2025 may be over, but the tournament’s legacy is just beginning!   Together with our commercial partners, Swiss academic institutions, the Swiss FA and local communities, we’ve launched the Women’s EURO 2025 Innovation Programme – a bold initiative tackling real-world challenges in grassroots women’s football.   The four pilot projects include: 🏟️ HEAD – Genève, University of Art and Design x UEFA: Interior equalities – redesigning the changing room experience 🎓 University of Geneva x adidas: Coaching styles and player retention 📈 HEIG-VD x Amazon: Recruiting the next generation of female coaches ⭐ ETH Game Technology Center x The Walt Disney Company: Keeping girls in the game   Learn how these projects are laying the groundwork to keep more girls active in football: https://lnkd.in/eEVKZStG

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✨ When I moved to Zurich as an HR professional, I quickly understood one thing: applying for jobs in Switzerland is different. Expectations are precise, details matter, and your application dossier is more than just a resume, it’s your professional “business card.” From my journey as an expat and my daily work with candidates, here’s what I’ve learned and what I’d like to share with you: ✅ Must-haves Keep a master CV and always adapt it to the role,one size does not fit all. A professional photo: in Switzerland this is not optional, it shows credibility. Clear structure, no gaps in dates left unexplained, and skills presented in a way that is easy to read. A tailored motivation letter that speaks to the company’s needs. 💡 Nice-to-haves Certificates and diplomas: highly valued and often requested. A LinkedIn profile consistent with your CV. A portfolio or work samples if relevant. 📌 One essential element that many expats underestimate: the reference letter. 📝 Das Arbeitszeugnis ist ein fundamentales und obligatorisches Dokument im Bewerbungsdossier in der Schweiz. It’s not just a formality, employers see it as proof of your performance and reputation. And about career gaps: don’t be afraid of them. If motivated, they don’t weaken your profile, they actually show resilience and adaptability, your ability to navigate moments of discomfort and still grow from them. Looking back, I see applications as a balance between three things: 🔹 Who you are and what makes you unique 🔹 What the Swiss market really needs 🔹 How you stand out from the competition 👉 My advice to all candidates, expats or not: position yourself where your strengths meet the market’s needs. That’s where opportunities open up. 📩 If you’d like support in reviewing your CV or personal career advising, feel free to contact me directly, I’ll be happy to share my insights and help you strengthen your application. #SwitzerlandJobs #RecruitmentTips #CareerAdvice #WorkInSwitzerland #ExpatLife #JobSearchJourney #CVTips #CareerDevelopment #HRInsights

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Is your organization truly ready for the next leap? Only 23% of organizations are realizing their full transformation potential. That’s a sobering number – and one we believe can be flipped. I had the privilege of hosting our McKinsey People Leader Forum Switzerland – Fall Edition at our Zurich office. Together with an incredible group of Swiss CHROs and Senior Leaders, we explored what it takes to thrive in a fast-changing world. We were joined by Deepak Mahadevan, McKinsey Partner in Brussels, who introduced the concept of the agentic organization – a bold new vision that challenges traditional structures and reimagines how organizations operate, adapt, and scale. Some insights: - HR is no longer just a function – it’s a force. HR leaders must act as architects of transformation and stewards of human potential. - GenAI hasn’t yet landed on the P&L – not because the tech isn’t ready, but because operating models aren’t. The missing link? Human agency. - Agents and humans working together isn’t science fiction – it’s already happening. The question is: Are we ready to scale it? The session was interactive and energizing, with participants sharing their own experiences, challenges and perspectives. The apéro afterwards was the perfect way to continue the conversation. Thank you to everyone who joined – and to Deepak for the inspiring insights, and to Anna Roth, Anna-Corinna Kulle with Rob Hamill and Thomas Barker, Janina Hebe and Edmond Platz. 📖 Curious to learn more? https://lnkd.in/eWs2fAEr #McKinsey #PeopleLeaderForum #CHRO #AgenticOrganization #FutureOfWork #GenAI #AgenticAI  

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