Swiss Re’s Bold Approach to Talent: Returnees, Rotations, and AI
Swiss Re, the world’s second-largest reinsurer, is reshaping how it attracts and retains talent. Moving beyond traditional resumés, the company focuses on career returnees, job rotations, and AI-assisted hiring. Their strategy is straightforward: develop internal talent first, use data to spot skill gaps, and embrace diversity and inclusion to stay competitive.
Building Talent from Within
Swiss Re hires about 250 people annually in Switzerland alone but prioritizes “Build before Buy.” This means investing in career planning, upskilling, and creating strong succession pipelines. The urgency is clear—over the next five to eight years, around 20% of employees and 21% of managers will retire. The goal is to keep current employees engaged and ready for future challenges.
To align talent with business needs, Swiss Re forecasts skill gaps on a three-to-five-year horizon. HR works closely with the CEO and business units to ensure the workforce matches future demands.
Attracting Talent Beyond Switzerland
While Swiss Re enjoys a strong employer brand in Switzerland, the challenge abroad is to make reinsurance appealing. The company competes with tech giants for IT talent but offers something different: a meaningful mission and diverse teams that include doctors, climatologists, and AI specialists. This interdisciplinary nature of reinsurance often surprises candidates.
Targeting Young Professionals
Swiss Re connects directly with universities by sending specialists—not just HR—to engage with students. Alumni also play a role by sharing their experiences. The company runs a graduate program featuring job rotations, training, and learning platforms. Apprenticeships have been expanded, and programs for career returnees have been introduced. In Switzerland, 21 apprentices are trained each year in various roles.
Supporting Career Returnees
The Career Returnees@Swiss Re program offers support for professionals returning after career breaks, often due to family commitments. These candidates bring valuable experience but may hesitate to re-enter the workforce. Swiss Re provides the support they need, gaining expertise, motivation, and loyalty in return.
Innovative Work Models: The 58+ Flex
Swiss Re also supports employees aged 58 and over with the 58+ Flex model. Initiated by a retiree who wanted to return part-time and share knowledge, this program allows older employees to reduce their workload by up to 50% but maintain full pension contributions. This approach keeps experienced professionals engaged while passing on their knowledge.
Inclusion as a Business Priority
Diversity is deeply embedded at Swiss Re. With employees from 120 nationalities and five generations working together, inclusion isn’t optional—it’s essential. Ignoring diversity means missing out on a vast talent pool, which is risky given demographic trends tightening the labor market.
The Role of AI in Swiss Re’s HR
AI is changing HR tasks across the board. Some skills are becoming outdated, making upskilling critical. Swiss Re trains employees to use AI effectively—after all, the quality of AI output depends on the user’s input. AI supports recruiting by matching candidates to roles, but humans make the final decisions.
Rather than replacing HR professionals, AI handles repetitive tasks like CV screening. This frees up HR experts to focus on strategic work that adds value and makes their roles more meaningful.
Remote Work and Culture
Swiss Re has embraced hybrid work long before the pandemic with its “Own the way you work” approach. Remote work is part of the deal, but the office remains the main place for building culture. Physical presence matters, especially for new hires, to foster a sense of belonging and teamwork.
Swiss Re’s talent strategy is practical, inclusive, and forward-thinking. It balances technology with human judgment and focuses on developing people rather than just filling positions.
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