THE ROLE / THE STORY
Positioning
What makes this role worth leaving a good job for, told honestly. Weak positioning attracts the wrong market; we fix that first.
NT / SERVICES
Two ways to find the right person.
Executive search for the people who are not applying. Advertised recruitment where the market is active. In both, the same standard: alignment before anyone signs, and follow-up long after.
01 / EXECUTIVE SEARCH
DIRECT / DISCREET
For candidates
nobody reaches.
Senior, specialist and hard-to-reach people. They need a reason, a route and an honest conversation before they consider moving countries. This is how we run it.
Who holds this competence across the Nordics, where they sit today, and what would move them. Built name by name, not scraped.
Personal approaches, full discretion in both directions. No mass messaging, no job-board noise.
The conversations that turn "not looking" into "listening": role, market, leadership, and what an international chapter could mean.
Structured interviews past the résumé: ambition, motivation, leadership preference, and what a life abroad would ask of them.
Expectations on the table before any offer. This is where placements are protected. See the method.
A handful of names worth your time, each one qualified far past the paper.
02 / ADVERTISED RECRUITMENT
ACTIVE MARKET
Where the market
is already moving.
Some roles have an active candidate market. Then the work is sharp positioning, the right channels, and a process that protects both employer brand and candidate experience.
WHERE THEY READ
Channels
The channels this specific market actually reads, in the right mix. Not everywhere, the right where.
LIVE / MANAGED
Campaign
The campaign runs, is measured, and is adjusted while live. Response quality decides the next move, not vanity reach.
FAST / RESPECTFUL
Screening
Every applicant gets an answer, and the relevant ones get a conversation quickly. Candidate experience is employer brand.
SAME BAR / EVERY TIME
Structured interviews
The same structured bar for every candidate: competence, motivation, and readiness for the international dimension of the role.
DECISION / ALIGNMENT
Selection
Selection with expectations aligned on both sides before the offer goes out, and the 30 / 90 / 180 follow-up after the start.
03 / IN BOTH
PART OF THE PROCESS
Built into every search.
These are not add-ons with their own price tags. They are how every Nordic Talent search runs, in either mode.
FOR THE CANDIDATE
- Support and honest perspective through the whole process
- Practical guidance around the international move
- Expectation setting before any offer is signed
- Follow-up at 30, 90 and 180 days after the start
FOR THE EMPLOYER
- Advisory on the Nordic candidate market and expectations
- Cultural translation between Nordic and local ways of working
- International placement logistics around the hire
- A structured read on retention risk, early