The workspace for people who run searches · Zürich
Leadership hiring on evidence, not gut feel.
We map the leadership team, lock the weighted criteria, then measure every finalist against them. Each finding carries its evidence and its confidence, and a named person signs off the call.
Swiss hosted. GDPR and revised FADP aligned. A human decides.
01 Why now
Capability is becoming cheap. Fit isn't.
When every candidate has the same tools, the CV stops telling you anything. What still separates a good hire from an expensive one is whether they fit the team, the culture and the gap you are actually trying to fill. That is the part we read.
02 The problem
Volume went up. Certainty did not.
0
applications per open role.
LinkedIn Talent Solutions
0h
of screening work per hire.
SHRM benchmark
40 to 0%
of senior hires leave or are moved inside 18 months.
Heidrick & Struggles
03 What we do
One framework, from first look to signed call.
It first maps the existing leadership team to identify strengths, gaps and what the new role requires. These requirements are agreed, weighted and locked before candidates are assessed. Evidence from interviews, references and track record is measured against the same framework, with the confidence behind each finding made explicit. Clarytt shows how each finalist could complement the team, while a named person makes and signs off the final decision. The rationale is recorded and reviewed after 30, 60 and 90 days, so every outcome improves the next hire.
Map the team
We start with the leadership you already have: strengths, gaps, and what the new role actually requires.
You get: a role brief grounded in the team it joins.
Locked, weighted criteria
The requirements are agreed, weighted and signed before a single candidate is assessed. Nobody moves the bar mid-process.
You get: a framework everyone committed to up front.
Evidence with confidence
Interviews, references and track record are measured against the same framework, with the confidence behind each finding made explicit.
You get: a shortlist you can challenge line by line.
For founders, portfolio-company CEOs, executive-search partners and in-house talent leaders. Any role where the shortlist has to hold up to questions. Switzerland and the wider EU.
04 How it works
From 400 applicants to a shortlist you can defend.
Map
The existing leadership team is mapped to surface strengths, gaps and what the role requires.
Lock
Those requirements are agreed, weighted and signed before the first candidate is assessed.
Assess
Interviews, references and track record measured on the same framework, confidence stated per finding.
Decide
How each finalist complements the team, evidence first. A named person makes and signs off the call.
Review
The rationale is recorded and revisited at 30, 60 and 90 days, so every outcome sharpens the next hire.
05 The product
Workspace, scored longlist, evidence pack.
Three views carry the whole search. Everything that leaves them, in Excel or a deck, cites the criteria it was scored against.
- DecideNeeds you37 of 37 scored
+3Chief Information Officer
Helvetia Industrietechnik AG · Zürich
Send the shortlist of six to Dr. Brunner
- ScoreScoring in progress172 of 184 scored
Chief Commercial Officer
Vallonex Mobility · Geneva
184 CVs scored, 12 left in the batch
- DecideWaiting on client96 of 96 scored
+2VP Operations
Rothbach Group · Uzwil
Client review open since Tuesday
- CalibrateNeeds you0 of 0 scored
Head of Finance
Sarine Precision · Schaffhausen
Criteria drafted, not signed off yet
Status is assembled from what actually happened on the mandate. Nothing is set by hand.
- 135.426.22687.6%
M. Keller
Group CIO · Wildhorn Automation
- 234.125.925.885.8%
L. Roussel
CIO · Vallonex Mobility
- 333.825.625.685.0%
S. Bachmann
VP Group IT · Rothbach Group
34 more scored below. Job fit 40 points, persona fit 30, potential 30, weights signed off before any CV was read.
M. Keller
Group CIO · Wildhorn Automation · Keller_CV_2026.pdf
- Job fit35.4 / 40
ERP and core IT systemsStrong
From the CV: Led two brownfield S/4HANA conversions across a multi site estate.
3 more scored lines in this group
- Persona fit26.2 / 30
Stakeholder influenceStrong
From the CV: Board reporting in German and English, quarterly, for four years.
2 more scored lines in this group
- Potential26.0 / 30
DeterminationAdequate
From the CV: Held a five year programme through a stabilisation quarter.
3 more scored lines in this group
Every score cites the line it came from, so a client can challenge any one of them. A named consultant still makes the call.
06 The cycle
Twenty days of screening, or three.
The same role, run the usual way and run with Clarytt, on one shared day axis.
Conventional process
about 20 days
- Intake · 2 dBrief agreed, criteria stay verbal
- Screening · 9 dCVs read one by one
- Interviews · 6 dPanel aligns late
- Shortlist · 3 dRanking argued from memory
With Clarytt
about 3 days
- Calibrate · 1 dCriteria weighted and signed
- Score · 1 dEvery applicant scored with sources
- Pair · under a dayShortlist read against the team
- Shortlist · under a dayEvidence pack exported
Illustrative, based on a real mandate cycle run before and after Clarytt. The screening week is what disappears. At 30, 60 and 90 days we compare the read with what happened, which is what keeps the next set of criteria honest.
07 Principles
Every score has a source.
- Criteria before candidates.
- The criteria are weighted, dated and signed before anyone is assessed. Nobody moves the bar mid-process.
- Every score cites its source.
- The CV line, interview timestamp, reference call or work sample behind each score is on the page.
- A human decides.
- Scores rank and explain, they do not reject. A named person makes and signs off the call, and the rationale is recorded. Audit ready, works council ready, built to the EU AI Act high risk bar.
08 Trust and data
Candidate data is the most sensitive data you hold.
We treat it that way. Swiss data sovereignty, European data protection standards and the EU AI Act requirements for hiring are the frame the product is built inside, not a page we added afterwards.
Swiss hosted, Swiss handling
Data stays in Swiss and European infrastructure, under Swiss contracts, with access restricted by role.
GDPR and revised FADP
We act as processor on your instructions under a written data processing agreement. Deletion and export on request.
Built to the AI Act high risk bar
Hiring is high risk under the EU AI Act. Scores rank and explain, they never reject. A human decides and the decision is logged.
Your data stays yours
Your criteria and candidate data are not used to train models shared with anyone else, and are returned or deleted at the end of the engagement.
Audit and works council ready
Signed criteria, cited evidence and an access trail, so a decision can be reconstructed months later.
09 Born from practice
The method ran on live hiring before it was software.
The method has run on live searches inside a Swiss executive search boutique since 2020. Clarytt is the software built around it. The same criteria and pairing work on client mandates, internal reqs and internal moves.
“Clarytt cut Tagliabue & Partners’ executive search cycle from 20 days to 3. The screening week is gone, and they can show a client exactly why candidate two is on the list.”
Mirko TagliabueFounder, Clarytt
Proven on live mandates at
5,000+
candidate profiles assessed with the method
~90%
of that work at senior and leadership level
2020
first run on live searches
The team
Mirko Tagliabue
Founder, Clarytt
Owns the search practice and the method. Six years of senior mandates are what the rubric is made of.
Mike Zurbrügg
CEO, Clarytt
Owns product and client work. Runs the intake sessions where panels settle the criteria.
Ansuya Ahluwalia
CTO, Clarytt
Owns engineering and the evidence trail, so every score opens into the line it came from.
Bring us a live mandate.
One open role. Client mandate, internal req or internal move. We calibrate the criteria with your panel, score the longlist, pair the shortlist, and review at 30, 60 and 90 days.