Executive Summary
An internationally operating industrial company headquartered in German-speaking Switzerland faced the demanding task of appointing a centrally responsible Chief Information Security Officer (CISO) for the first time. The role was closely tied to the corporate strategy and was intended to effectively bridge security, business, and technology.
The external market proved to be extremely tight, with numerous attractive CISO positions advertised in parallel. Through clear role positioning, targeted direct outreach, and a structured selection process, an ideal candidate was secured within just a few months—creating sustainable added value for the organization, its culture, and its security architecture.
Initial Situation & Challenge
A newly created key role meets an extremely tight CISO market
The client is an internationally oriented industrial company with several thousand employees and a high level of technological innovation. Digitalization, automation, and interconnected production processes shape its business model, as do global value chains. Against this backdrop, the importance of information security and risk management has increased significantly.
The CISO role to be filled was clearly strategic in nature. For the first time, it was intended to assume comprehensive responsibility for security and risk topics and to consistently derive these from the corporate strategy. In addition to conceptual work, a key requirement was the ability to anchor security across the entire organization—from processes and technology to culture and awareness.
At the same time, the external market was characterized by exceptionally high demand for experienced CISOs. Numerous companies were competing simultaneously for a very limited talent pool, rendering traditional job advertisements largely ineffective.
Key Challenges in This Phase:
- Newly created, business-critical leadership role with high visibility
- Extremely competitive candidate market in the CISO space
- High expectations regarding strategic thinking and stakeholder management
- Need to establish security across functions and countries
- Requirement for strong cultural fit within an innovation-driven environment
Our Approach
Clear role positioning and targeted direct outreach instead of traditional job postings
At the start of the mandate, the focus was on developing a deep understanding of the role’s objectives. Together with the client, the requirements profile was refined and deliberately defined beyond purely technical security expertise. The goal was to identify a leadership personality capable of acting as a bridge between business, IT, and engineering, and who views security as an integral part of corporate development.
The role was positioned in the market in a clear and differentiated manner. Rather than emphasizing operational execution, the focus was placed on strategic scope for shaping the function, international responsibility, and the opportunity to sustainably embed security within the organization.
Guiding Principles of the Approach:
- Deriving the security strategy from the overall corporate strategy
- A holistic perspective on organization, processes, culture, and technology
- International experience and the ability to manage complex stakeholder structures
- Strong communication skills at all levels—from C-suite to specialist departments
- Alignment with an entrepreneurial, innovation-driven culture
Market engagement was deliberately not conducted through open job postings, but exclusively through structured direct outreach.
Search and Selection Process
Structured execution, dialogue-driven approach, and a high level of commitment
Based on a systematic market assessment, relevant profiles were identified that matched both the professional requirements and the personal expectations of the role and its environment. A large proportion of the individuals approached were not actively seeking new opportunities; however, the clear positioning of the role and the depth of the discussions sparked their interest.
In personal conversations, the focus was on transparently communicating both the substantive requirements and the cultural context. At the same time, motivation, willingness to change, and long-term fit were carefully assessed. The process itself was tightly managed and clearly structured at every stage.
Selection Process at a Glance:
- Targeted identification of relevant profiles in the market
- Personal direct outreach and initial assessment of interest and fit
- Multi-stage interviews to evaluate professional expertise and cultural alignment
- Presentation of a qualified shortlist after five weeks
- Four candidates in the final selection round
- Ongoing coordination and feedback loops with the client
The dialogue-oriented, peer-level approach played a key role in building trust and ensuring commitment on both sides.
Outcome & Client Value
Successful placement in less than four months – with lasting impact
Despite the challenging market conditions, the position was successfully filled in under four months. The selected candidate matched the jointly defined target profile and impressed with strategic clarity, seniority, and strong credibility with both internal and external stakeholders.
For the client, this meant not only closing a critical vacancy, but above all achieving a sustainable strengthening of the security organization in an international context.
Added Value for the Client:
- Successful placement of a key role despite exceptional market pressure
- High confidence in the decision through structured, comparable evaluation criteria
- Acquisition of a leadership personality with both strategic and cultural alignment
- Relief of internal resources through a clearly managed process
- A trust-based, well-guided decision-making process at the management level
Key KPIs:
- 5 weeks to present the shortlist
- 4 candidates in the final interview round
- Less than 4 months total duration of the mandate
Lessons Learned
Success factors for filling strategic security roles
- A clearly defined and strategically positioned role is critical for success in the CISO market
- Direct outreach is essential to engage relevant senior candidates
- Cultural fit and stakeholder management capabilities are just as important as technical expertise
- Closely managed processes increase commitment and decision-making confidence
