Case studies

Stories rather than a brochure

Each mandate is told as it happened: the situation, the roadblock, the approach, the result.

They trusted us

Michelin R&TDiorEgis AviaSloclapADEOHospice général de GenèveEuromasterBOBSTAW.viLEMOLeroy MerlinTEDxGenevaKarumASMHermèsL'Occitane en Provence

What clients say

Laurent Clément
Head of Human Resources · Bobst SA

Cyrille Callari
Co-Founder & COO / CIO · AWvi

Situation: A biotech company was opening a new site under construction, under heavy regulatory constraints and strict confidentiality.
Roadblock: The profile had to hold all the required pharmaceutical certifications. Eight months without a candidate.
Breakthrough: Market mapping brought out a profile on a break, eventually won over by a role in the region close to their heart.
Result: Position filled in 5 weeks.

Situation: A selection committee convened urgently.
Roadblock: Targeted candidates to convince quickly, without having met them.
Breakthrough: A video showing the role in action, sent even before the first conversation.
Result: Mandate completed in 4 weeks.

Situation: A luxury house in the middle of reorganising for its European clientele, with no offices or team in place apart from the future head of the department.
Roadblock: Everything to recruit: support functions (IT, quality, HR…), multilingual advisers, floor managers.
Breakthrough: Support functions first, then 90 multilingual advisers and their managers.
Result: 110 people hired in 7 months, including 11 managers.

Situation: A high-end bespoke cosmetics brand wanted to build an international distribution network, with the US east coast and Asia as priorities.
Roadblock: No permanent contract and no client portfolio to offer: we had to convince “free spirits”, independents serving ultra-high-net-worth clients (UHNWI).
Breakthrough: Brand ambassadors recruited among influencers and beauty professionals, with qualified applications sent to the client every week.
Result: 35 brand ambassadors recruited in 2024.

Situation: A technical department was about to see nearly a third of its staff leave within the same eighteen-month window.
Roadblock: Nobody had measured the scale in time.
Breakthrough: A rapid diagnosis to prioritise the most critical positions.
Result: An action plan targeting those roles, launched before the departures.

Situation: A person had just been laid off after more than 15 years with the same company.
Roadblock: Skills that had become obsolete internally, shaken confidence, a profile hard to present.
Breakthrough: Coaching, company targeting and direct contact, filmed interview, reworked CV.
Result: A complete repositioning in 4 months.

Situation: An industrial R&T centre is refocusing on composites and digital. A senior engineer, author of several dozen patents, no longer has a position matching his expertise.
Roadblock: After years with the same company, turning the page is hard. And his highly analytical profile can look like a brake in an industry that must decide fast.
Breakthrough: A predictive assessment confirmed this way of working. Targeting turned to universities, major laboratories and research spin-off scale-ups, where this trait becomes an asset. Monthly psychological follow-up alongside.
Result: Ongoing mission.

Situation: A senior enterprise architect, recruited by us a few years earlier for an industrial group, is looking for her next challenge.
Roadblock: A highly specialised profile that job ads describe poorly and few recruiters know how to read.
Breakthrough: A filmed interview shared with targeted IT and HR decision-makers in Switzerland, to show her in action before any conversation.
Result: In progress.

Situation: A collective redundancy affected six members of an automation team, whose jobs were disappearing with the arrival of AI.
Roadblock: Six technical profiles, six different plans, and a budget to keep under control.
Breakthrough: Shared targeting and method work, and one-to-one support for each person.
Result: Six repositionings run in parallel, at a group rate.

Situation: In a renowned manufacture, a cross-functional performance support team has just been created and must make its services known to departments.
Roadblock: Imposed communication governance would have put off teams already overloaded with information.
Breakthrough: A focus group with its internal clients, then an internal marketing plan that starts with the team itself: collaborative space, a launch video as a pilot, a co-built charter.
Result: Ongoing mission.

Situation: A long-standing customer service provider to luxury houses, which also recruits for them.
Roadblock: Its best advisers left after two years, hired directly by the houses.
Breakthrough: A certified in-house Academy: new recruits train at the provider, commit for at least three years, then join the client houses in a more senior position.
Result: The departure of talent became a service sold to the houses and a recruitment argument.

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