On 2nd October, Trinnovo Group joined the ETH AI Centre in Zurich for the AI+X Summit, an event that continues to set the benchmark for collaboration between academia, industry, and the fast-moving world of frontier technology.

Together with guest speakers Michaela Ulicna, Adrian Ott, and Anthony Kelly, Managing Director of DeepRec.ai, we delivered a session on one of the most pressing challenges shaping Switzerland’s innovation landscape: how to be a leader in AI talent attraction and retention.

The session, led by our specialist Deep Tech recruitment brand DeepRec.ai, unpacked the realities of Switzerland’s AI labour market, where demand for specialised engineering talent dramatically outpaces supply, and explored the strategic imperative for organisations to rethink how they attract, engage, and retain world-class technical teams.

Why Academic Partnerships Matter More Than Ever
As a recruiter deeply embedded in the AI ecosystem, we see every day that sustainable talent strategies don’t start with proximity:

-       Proximity to research.

-       Proximity to emerging skills.

-       Proximity to the communities where the next generation of AI leaders is growing.

The AI+X Summit is a prime example of why this matters. Hosted by the ETH AI Centre in collaboration with the University of Zurich and ZHAW Zurich University of Applied Sciences, the summit is a bridge. It connects cutting-edge academic insight with the organisations who will shape how this technology enters the world.

Our recruitment model mirrors this approach. Trinnovo Group is embedded in the same networks, research groups, conferences, and academic communities that produce the talent our clients need.

This allows us not only to map the market with precision, but to give employers a realistic, future-proofed view of the skills, expectations, and motivations of AI specialists, from PhD graduates to seasoned researchers.

Talent Attraction Starts with Looking Inward

Most companies say they have a talent strategy. Few have one that goes beyond the operational and into culture, consistency, mission, and the lived experience of candidates.

Before organisations can compete externally, they must ask the harder internal questions:

  • Is our hiring process structured, flexible, and human-centred?
  • Can we clearly articulate the ‘why’ behind our mission and the environment we offer?
  • Are we designing the candidate journey with the same care we apply to our products?

Real-world contrasts illustrated the point. One company moved so slowly and communicated so little that a top candidate disengaged entirely.

Another won a candidate over a higher offer by taking them on a clear, transparent journey explaining share options, showing long-term vision, and building trust through face-to-face interaction.

As we emphasised on stage: top candidates want to be part of a story.

Building a Magnetic Talent Narrative

A compelling talent narrative aligns mission, vision, and values.
When those three elements are coherent, top talent gravitates toward you.
When they’re inconsistent, candidates feel the disconnect instantly.

This is particularly true in AI and frontier tech, where people want to work for organisations that live their values. The most effective employers are those where every hiring manager can communicate the company’s ‘why’ in a single, confident sentence.

The Wider Talent Challenge

Speed, fairness, and transparency are brand signals. 

Every touchpoint reflects culture, and every online presence (whether on Glassdoor, community Slack groups, or peer networks) contributes to an employer’s reputation long before a candidate walks into an interview.

With the AI skills gap widening, organisations must broaden their access points: diversify talent pools, rethink traditional requirements, and invest in the ecosystems that shape the future of research and industry.

Retention: Creating a Top 5% Environment

Talent retention is the new battleground. Not because salaries aren’t important, but because the best employees stay for meaning, growth, and an environment designed for them to thrive.

We spoke about the importance of:

  • Clear long-term pathways – particularly around complex topics like ESOP/VSOP
  • Culture architects – internal ambassadors who carry the organisation’s values daily.
  • Safe failing environments – where innovation is encouraged, not penalised.

As we shared in our session, you don’t need to hire the top 5% of talent; you need to create a top 5% environment.

Partner with Us

If your organisation is redefining its talent strategy, expanding its AI capabilities, or building long-term recruitment foundations, we would be happy to help you take the next step.

Contact us for a clear diagnostic of your current talent landscape, including quick wins and a tailored roadmap.

Let us know what you’re hoping to achieve, and we’ll help you get there with an outcome-led approach: https://www.trinnovogroup.com/general-enquiries.