Pitch N Hire's executive search helps Basel, Switzerland companies hire senior engineering and leadership roles — heads of engineering, architects, and functional leaders — through a discreet, research-led process. PNH maps the market, approaches passive candidates and runs structured assessment, so a Basel business fills business-critical leadership roles with rigour rather than relying on inbound applications.
Executive search is a targeted, research-led method for hiring senior and hard-to-fill leadership roles, where the best candidates are usually employed and not actively applying. Instead of posting a job and waiting, Pitch N Hire maps the relevant talent market, discreetly approaches qualified passive candidates, and runs structured, evidence-based assessment against the role's real requirements. This is used for engineering leadership, architecture, and specialist senior roles where a wrong hire is expensive and confidentiality matters. PNH's search process pairs experienced recruiters with structured interview tooling to keep the assessment consistent and defensible, whether the role is based locally or leads an offshore team.
We work with you to define the mandate — responsibilities, the outcomes the leader must deliver, and the competencies and experience that predict success in your context.
PNH researches and maps the relevant talent market, building a longlist of qualified people in comparable roles at comparable organisations — including those not actively looking.
Candidates are approached confidentially and professionally, protecting your employer brand and the candidates' current positions while gauging genuine interest and fit.
Interested candidates go through structured, evidence-based interviews and scorecards against the success profile, so the shortlist is comparable and defensible, not gut-feel.
You interview a small, high-quality shortlist; we support referencing, offer negotiation and a careful close, given how much a senior hire matters.
Research-led search suits senior and business-critical roles where a mis-hire is costly:
Basel is the heart of the global pharmaceutical and life-sciences industry, anchored by Roche and Novartis and a dense network of biotech, diagnostics and medical-device firms. Engineering demand here is heavily regulated and data-intensive — clinical data systems, bioinformatics, laboratory software and validated cloud platforms — and the specialised, compliance-aware talent these employers need is scarce and highly sought after locally.
Basel talent skews toward regulated, data-driven engineering: bioinformatics, clinical-data and laboratory-information systems, backend and cloud with a strong emphasis on validation, quality and GxP compliance. Skills in Python, Java, data engineering and healthcare interoperability standards are in steady demand. With pharma majors and their vendors competing for the same specialists, filling niche roles locally can be slow and costly.
Basel developer pay is high by European standards, with senior engineers frequently in the region of CHF 115k–160k plus employer costs, reflecting pharma sector budgets. Offshore augmentation from India typically provides comparable seniority at a much lower blended rate, so life-sciences teams often keep regulated, on-site work local while running an offshore pod for broader software delivery.
For Basel life-sciences and software teams, an offshore pod adds engineering capacity for non-regulated build work: PNH sources and vets India-based engineers, overlaps working hours with CET for collaboration in English, and manages employment and compliance through its Employer of Record, so there is no Swiss entity or payroll to establish.
You can engage Pitch N Hire in whichever way fits your Basel team's stage and workload — and mix them as you scale:
A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.
You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.
Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.
Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.
Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.
Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.
Staffing and recruitment services, the applicant tracking software, and hiring resources — all in one place.
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