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Choosing a placement agency

General · May 18, 2026 · 2 min read

Not all placement agencies are equal. Some become loyal partners who follow you over years; others simply enter your CV in a database. The difference lies in specialisation, quality of follow-up and transparency on contractual terms. Here is how to separate the wheat from the chaff.

Choosing a placement agency: criteria and pitfalls to avoid

Understanding agency types

There are three main categories in Switzerland:

  • Temp agencies (staff leasing): short or medium assignments, salary paid by the agency, contract under the Staff Leasing CLA
  • Permanent placement agencies: direct hiring with the client, you become the final company's employee
  • Headhunting firms: direct outreach to candidates already employed, usually for senior management roles

Some firms mix all three. Identifying the right channel for your goal (quick mission vs lasting role) is the first step.

Favour specialisation

A sector-specific agency has a clear edge: they know your trade, speak your technical language and have established relationships with internal recruiters. Specialised agencies:

  • IT and tech: Michael Page Technology, Adecco IT, Akkodis
  • Finance and banking: Robert Walters, Hays Finance, Selby Jennings
  • Medical and care: OK Job Santé, Permasoins, Adecco Medical
  • Industry and engineering: Manpower Engineering, Kelly Services

Avoid generalist agencies for specialised roles: your CV risks being misunderstood or poorly presented.

Check reputation

Signals to analyse before sending your CV:

  • Google and Glassdoor reviews: read the recent negative ones to spot structural issues (late payments, no follow-up)
  • Agency LinkedIn: number of employees, average consultant tenure, posting activity
  • Direct recommendations: ask colleagues who have been placed which agencies actually got them interviews

Be wary of agencies promising the moon at first contact without asking precise questions about your skills.

The first meeting

A good interview with an agency lasts 45 to 60 minutes and covers:

  • Your detailed background and motivations
  • Your salary expectations (precise range)
  • Your constraints (mobility, remote work, sectors to avoid)
  • The current market according to the consultant (signal of their knowledge)

A consultant who does not ask these questions will lack the elements to position you correctly. Treat it as a warning sign.

Read the contract carefully

For a temp assignment, check:

  • The gross hourly salary and overtime premiums
  • Holiday allowance (paid with salary or accrued)
  • 13th salary pro rata
  • Payment deadline (usually 5 to 10 days after timesheet submission)
  • Non-compete clauses if applicable

Doubts? Have the contract reviewed by a union (Unia, Syna) or consult the Staff Leasing CLA advisors for free.

Nurture the relationship over time

The classic mistake is to disappear after the first meeting. Instead:

  • Send a message every 2 months to signal your status (employed, searching, mission ending soon)
  • Share sector news or skill developments (training, certifications)
  • Refer the agency to acquaintances: a successful placement creates a favourable debt

The best placements often come from agencies that have known you for 2 or 3 years, not from those you just discovered.

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