Hiring IT & Tech talent

Hiring tech talent is not generic application processing. It requires understanding skills, technologies and operating environments. Our recruiters specialize in roles in the technology field, and we assemble a team for each assignment that understands the specific area in question, whether it is modern web development, a data platform or industrial software.

For the client, this means accurately targeted candidates and realistic sparring already when defining the role.

In the tech market, the best talent is rarely actively looking. That is why reach matters. We have an exceptionally broad selection of hiring channels, our own specialized channels and a strong proprietary network, allowing us to reach talent that clients typically cannot reach on their own.

In addition, for each search, we select and tailor the channels position by position. Typically, we use around 15 to 20 different channels per search to ensure comprehensive visibility.

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.

In addition, our LinkedIn job posts receive significantly more views and clicks on average than those of Finnish comparison operators. We therefore do not rely only on our existing network, but always map the full relevant market.

Technology professionals value concrete information and technical understanding. We invest in making our messages concrete and technically credible. We share the essentials right away: the responsibilities of the role, the team structure, the technologies used, the development stage and, whenever possible, the salary range.

We do not attract candidates with vague messaging. Instead, we build trust through openness. At the same time, we make it as easy as possible to join the process. Once interest is sparked, getting involved does not require long forms or heavy first steps. Instead, discussions continue with a low threshold while exploring the opportunity together.

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

In tech hiring, efficiency and agile decision making are critical. The best talent moves quickly, which means the process must be clear, proactive and candidate friendly. 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.

At the same time, we ensure an excellent candidate experience. We are genuinely available to candidates throughout the process. Our recruiters’ contact details are openly visible, and every applicant has the opportunity to receive 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, with a score of 50. 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, we offer a satisfaction guarantee and we act fairly even in challenging situations. The goal is long term cooperation, not a single assignment.