Hiring engineering and manufacturing talent

Hiring technical talent often requires much more than simply running a recruitment process. Skill requirements are often specific and the talent market is limited. Our recruiters specialize in technical roles, and we are comfortable discussing the required design software, production environments, project life cycles and SKOL classifications.

This is reflected in accuracy throughout the hiring process and in a consultative approach already when defining the role.

Many technical professionals do not actively browse job advertisements, so comprehensive visibility and carefully selected channels are critical. We use a broad selection of hiring channels, our own network and channels that are effective for reaching technical talent. Our long-term collaboration with educational institutions also allows us to reach engineers and MSc-level engineers already during their studies.

In practice, this means that:

• The role receives broad visibility, including in paid channels whose value is significant as part of the overall hiring campaign.
• We have access to a candidate database of 63,000 members and a job alert with over 7,000 subscribers, delivering roles directly to interested candidates by email.
• We systematically track which channels bring in the best candidates so that learnings carry over into future assignments.
• We lead a network of millennial leaders, bringing together 150 of the strongest leaders from the millennial generation every year.

We actively map and reach passive technical professionals who do not follow job advertisements themselves, but who may become interested in the right kind of role, projects and technical environment.

In addition, our LinkedIn job posts receive significantly more views and clicks on average than those of Finnish comparison operators, which supports reaching technical specialists who are otherwise difficult to reach.

Technical professionals value a direct and matter-of-fact approach. When we contact candidates, we clearly explain what kinds of projects and products they would work with, what the exact tasks and responsibilities are and what expertise is expected in the role.

We do not build our messages around empty phrases. Instead, we communicate what matters and approach carefully selected professionals who could genuinely be interested in the role.

Based on LinkedIn benchmarks, our messages are opened and responded to more often than average. This is especially critical in specialist and manager-level searches where the right candidates are difficult to reach.

When hiring business talent, managing the process is often just as important as the search itself. With us, you get a clear project plan and schedule, and we stick to it. We communicate what is essential, respond quickly and keep the situation clear without flooding you with messages.

For candidates, we are genuinely reachable. Our recruiters’ contact details are always visible, and every applicant has the opportunity to request personal feedback.

Our process is built so that top candidates are made visible quickly without compromising on quality. We typically present the most suitable, pre-screened and interviewed candidates at an early stage, and our average time to hire has been 37 days.

We measure quality continuously. In 2025, our client NPS was 84, and the candidate experience is also exceptionally high for the recruitment industry. For us, NPS is not a marketing phrase, but a quality metric.

The hiring fee is success-based. You only pay once an employment contract is signed. Our agreements are clear, and we offer a satisfaction guarantee. Our goal is a long-term partnership, not a single assignment.