How consulting leads to partnership: the perfect match at albedis Bern

Transparency, cultural fit, and genuine support: Paolo Nocco, albedis Bern’s Business Manager, has been guided by this attitude while developing the company’s newest agency over the past year and a half. The agency’s focus is on recruitment in finance and HR, and the ambition is clear: to create relationships that extend far beyond a single recruitment process.

“Our job is not to send out CVs. Our job is to connect people and companies in a way that works long-term,” says Nocco.

What characterises HR consulting today

For him, excellence in HR consulting begins with transparency and honesty towards clients and candidates. “We don’t airbrush things, and we don’t dramatise things. We tell you what the market looks like, realistically and truthfully.” The second pillar is sound market knowledge: before albedis presents a profile, a clean market screening is conducted. Only when it is clear what the market is actually offering and which requirements are realistic does the active search begin – not merely in albedis’ own database, but wherever the best talent can be found.

The recruitment process follows a clear structure: mandate, logging of requirements and culture, market screening, longlist, shortlist. The team always conducts their initial discussions with candidates in person so they can assess not only a candidate’s professional qualifications but also their attitude, communication, and cultural fit. After the position has been filled, albedis supports the onboarding process for three to four months and remains the point of contact for both sides. “We’re so deeply involved because we have a more in-depth understanding,” emphasises Nocco.

Identifying needs – and reading between the lines

Often, the most crucial pieces of information are not found in the initial briefing with the client, but in the dynamics on the ground at the company: in the dialogue with the teams, in the routines, in the language, in the unspoken expectations. “We look at how a company runs, how teams work, what leadership means there,” says Nocco. These details are crucial for placing candidates that are not only a good professional fit but also a suitable choice in terms of work methodology and character.

Covert search, visible effect

One recent assignment highlights how this methodology works. The traditional methods were insufficient for a covert, highly specific search in Switzerland. Nocco’s team coordinated an internal active sourcing team, conducted detailed market analysis, and contacted targeted profiles from the relevant industry. The result? Within one week, albedis was able to present eight suitable candidates; three people were immediately shortlisted, and the whole process was wrapped up by the second week. The client’s feedback: “One hundred percent understood.” Need, pace, quality – everything was perfect. Nocco’s summary: “Speed is only worth something if the quality’s there. That’s why we first invest in understanding, and then deliver fast.”

Proximity, structure and empathy

Recruiter Laura Guidice primarily works on complex HR placements. In one challenging situation, she targeted and contacted around 50 suitable profiles, conducted structured initial interviews, gathered feedback from both sides after each round of meetings, and remained in close communication until the contract was signed. Her insight: the more complex the role, the more important continuous dialogue is. Only then do wishes, expectations, and reality truly align.

Matthias Hildbrand recruits in the area of finance, often for SMEs in the Bern and Solothurn region. His strength is empathy. “I consciously put myself in the candidate’s shoes. Only those who understand can advise.” What drives him are the stories behind the CVs – and the possible perspectives that arise from them. His promise is direct: “Why let me join you on your job hunt? Because I care about you. You’re really important to us. We want you to find your perfect placement.”

Sustainability as a basic principle of placements

For albedis Bern, sustainability is not a buzzword, but an attitude. Long-term collaboration takes precedence over short-term communication – the candidates of today are often the clients of tomorrow. Attentive support creates trust that lasts beyond the first day at work. Assisting with the onboarding phase for the first few months is therefore part and parcel of the offering: it creates clarity, prevents misunderstandings, and strengthens the connection to clients and candidates.

In sum: the perfect match is born out of expertise and attitude

albedis Bern combines market intelligence with human sensitivity. The result is placements that are not only professionally suitable, but also culturally and personally sound. And what remains is what counts in Bern: reliability, proximity, substance.