Do people want to live & work in Luxembourg? How do you stand out on LinkedIn? Just some of the questions we ask in this week's show.

My guests this week cover a range of outlooks on the talent market in and needed in Luxembourg.

Roger Krämer is Head of Innovation & Project Management at Spuerkess, where he has worked for 35 years.

Christophe Regnault is Head of Marketing at the Luxembourg House of Financial Technology, the LHoFT, which cares passionately about connecting talent to industry, whether than be start-up or large-scale.

Dr. James Mulli is the Academic Dean and Founder at the European Business Institute of Luxembourg. He has lived and worked all over the world, and is an expert in Blockchain and AI. James gives us some pertinent examples of how to educate competent employees of the future.

Fanni Koncz is Head of Operations at Next Gate Tech. With a specialism in management and leadership, plus organisational development, Fanni has many years experience in different settings of how to build teams that work.

Manuel De Vits is co-founder of Digital Pipl and, alongside telling us about how he approaches a talent search, he also gives us great insights into how we should set out our LinkedIn page; it seems to be an extremely important part of a talent search.

Luxembourg is not necessarily an attractive place to live and work for certain professions. It turns out that some tech specialists can earn more in Poland or Ukraine (before the war), for example, than in Luxembourg. There are other comments: "The technology is too old", "The management style is antiquated". And so it goes on.

Why should people move to Luxembourg? The talent hunters are selling Luxembourg as a good place for families. Would this be your experience? We'd love to hear from you.

Roger Krämer from BCEE tells us that they have to work hard to find the right talent. A lot comes from internships. BCEE have to work hard to become more attractive to new talent. They also have to focus on upskilling current staff to develop the necessary profiles the bank requires to function. Retaining talent is another, new, issue this bank has not faced before.

Fanni Koncz and Manuel De Vits are more used to seeing new talent and the requirements of a young work force. People want flexibility in their working environment.

Younger people choose the company as much as the company chooses them.

James Mulli discusses the way in which remote working is a clear possibility for the future. And so the circular issue for Luxembourg rears its head once more... how to attract talent to this country.

In this discussion we have a focus on the financial sector, since that is the one which pays the most into the tax system of Luxembourg, but we would love to hear your experience.

Do you think Luxembourg is worth moving to?

What are the pros and cons?

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