Dr. Tobias Heilmann, business psychologist for Swiss organizations. I come on site. In 2 days, you'll know where it's stuck.
Trusted by
Leadership development and sparring (retainer) — someone who thinks with you, not someone who writes reports.
Without having to explain everything first.
On-site diagnostics: when your team isn't delivering, I'll show you why — in 2 days.
In 2 days, you'll know where it's stuck, and you'll be able to explain it.
Assessment & recruiting: hires that last, instead of positions that reopen after 6 months.
Decisions you can stand behind.
Workshops & awareness: your people don't get why some colleagues are "difficult." I explain it.
Current example: 31 managers developed, hiring rebuilt, a leadership rhythm established across multiple sites — CHF 360'000 in annual potential identified, first savings realized.
Numbers and titles show where you've been, not what happens tomorrow. The number is yesterday's receipt. The title grants the position, not the capability. The only lever sits upstream: behavior. I make it visible and build the conditions where it works: capability, opportunity, motivation. On site, until it holds.
What a mis-hire costs
CHF 80'000–280'000
Recruiting. Onboarding. Underperformance. Exit. The meter keeps running as long as nobody looks.
This is where it stops. Structured selection: a 42% hit rate instead of 19%.
How I work →
Finding what others overlook — on site, with a clear method.
The way I like to put it: I'm a bit like a Supernanny for Swiss organizations. I make sure the place runs, that everyone knows how they work best. I provide stability, management and leadership tools, and I help the whole team work better.
My specialty: neurodiversity in Swiss organizations. The hurdles that slip through standard processes — I know them firsthand too. It makes me attuned to talent and dynamics that would otherwise go unnoticed.
Three questions where it all starts
Who has which strengths, who feels stretched where, who quietly carries more than shows. Before any intervention, I understand the people, not just the roles.
Does the mix of roles, personality, and experience fit, or is something crucial missing? Using work styles and aptitude diagnostics, I check where friction is productive and where it just costs.
What you expect, what's achievable, what truly comes first. No wishful thinking, goals the team actually stands behind.
Only once these three questions, and others, are answered can we talk about performance.
That's exactly where my work begins.
Neurodiversity & Recruiting
This isn't a social cause. It's a business problem. And a solvable one.
Or start right now: Free NRI self-test (7 min) →
"The new instruments carry our DNA. campaignfit did a really good job."
30 minutes. You tell me where it's stuck. I listen.
No sales pitch. No slides. Straight talk.