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Your team delivers. Your hires last. Your goals hold.
I make that happen. For 15 years, on site, with a clear method.

Something isn't running smoothly. You might not be able to name it exactly — but you see it: roles don't fit, follow-through is missing, a number is moving in the wrong direction. And in the end, it all lands on your desk. I come to you for two days and look at how things actually run — not in the meeting room, but where the work happens. Afterwards, you can name where it's stuck. And we rebuild until it works.

For executive teams at Swiss companies as well as cantonal and federal government organizations.

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Dr. Tobias Heilmann, Business Psychologist, Zurich, Switzerland

Trusted by

Binelli Group Scintilla Suva UZH ETH Zürich Raiffeisen AMAG BKW Mammut SIG

How clients come to me

A change is coming

Succession, a new leadership role, a new structure. You're taking over — and you have to let go of what you did best yourself. You want to lead clearly from day one, instead of second-guessing your successor or slipping back into your old role.

A number is moving in the wrong direction

Accidents, turnover, bad hires, missed targets. You've already acted — new instructions, new technology, new rules. The number keeps climbing anyway. Then it's not about the measures, it's about the behaviour behind them. Often the elephant in the room nobody talks about.

Something's off, but nobody can quite say where

Five locations that aren't a team. Meetings without follow-through. Everyone says "communicate openly" — but hardly anyone does when it gets difficult.

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Self-test · 7 min

How inclusive is your recruiting, really?

The NRI self-test checks your process across 10 dimensions — free, with instant results.

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What I offer

Four situations, one result: systems that keep running without me.

Leadership

Leadership development and sparring (retainer) — someone who thinks with you, not someone who writes reports.

  • Leadership development that sticks in daily work
  • Leadership rhythm: weekly situation reports from every site — management knows every Friday what's running. A system that stays.
  • Deputy and succession development: from your own ranks, with a clear requirements profile, supported until the role holds
  • HR sparring when the business piles on pressure. Direct. No slides.

Without having to explain everything first.

Team Development & Organization

2 days on site. Then you'll know where it's stuck.

  • Where exactly productivity is lost
  • Which leadership decisions make it worse
  • What to change, starting Monday

In 2 days, you'll know where it's stuck, and you'll be able to explain it.

Recruiting & Selection

Assessment & recruiting: hires that last, instead of positions that reopen after 6 months.

  • 42% hit rate vs. 19% industry average (meta-analysis, Sackett et al., 2023)
  • Candidates who truly fit, including the overlooked ones
  • Requirement profiles and structured interviews your managers can run themselves
  • Fewer rounds, faster decisions

Decisions you can stand behind.

Neurodiversity at Work

Workshops & awareness: your people don't get why some colleagues are "difficult." I explain it.

  • ADHD, autism, dyslexia in the workplace
  • For teams, HR, and managers
  • CHF 190 per person was CHF 250 · or CHF 1'900 flat for up to 15 people · 2.5h · proven at ETH

You, the manager, make the difference. →

Current example: 31 managers developed, hiring rebuilt, a leadership rhythm established across multiple sites — CHF 360'000 in annual potential identified, first savings realized. At one client, the system kept running through an entire week of holidays even though two key people were away at the same time — proof that it holds, even without me on site.

You lead before the receipt, not after.

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%.
Meta-analysis, Sackett et al., 2023
How I work →

Why me?

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

Before we look at performance, we get the team right.

Who are the individuals on the team?

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.

Is the team put together right?

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.

Are the goals right for this team?

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

15% of your employees are neurodivergent. Your hiring process filters them out, before you ever see their potential.

This isn't a social cause. It's a business problem. And a solvable one.

Workshop & NRI Test → Read the article →
"The new instruments carry our DNA. campaignfit did a really good job."

Felix Weber

CEO, Suva

One client once put it this way: "The day they don't need me anymore, I'll know I've arrived."
That's how I work too: I stay involved until it runs without me.

How we work together

1

30-minute call

You tell me where it's stuck. I listen.

2

Two days on site

I look at how things actually run — not in the meeting room.

3

Rebuild until it works

We change what you need starting Monday. I stay involved until it holds without me.

Common questions

What does working together cost?

Every engagement is tailored. The investment depends on scope and duration — in the 30-minute call you get a clear ballpark before anything starts.

Where do you work?

On site across German-speaking Switzerland. Based in Schaffhausen, on the road between Lake Constance and Zurich — and wherever you are.

How long does it take?

The starting point is usually two days on site. After that, you decide whether and how it continues — occasional or ongoing.

How do I start?

With a 30-minute call. You tell me where it's stuck. No sales pitch, no slides.

The next step is simple.

30 minutes. You tell me where it's stuck. I listen.

No sales pitch. No slides. Straight talk.

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