In this week's episode of #TalentBuzz, I dive deep with Ilkka Mäkitalo, the dynamic CEO & Co-Founder of Howspace. What's it like leading a company that embraces such a unique organizational structure and champions autonomy in the digital age? Let's find out!

🌍 With operations across different cultures, how does Howspace strike a balance between remote and office work?

🔄 Their organizational structure is ever-evolving. What's the secret sauce to staying agile?

🤖 How do they navigate the fine line between automation and human touch in their recruitment process?

🌟 Autonomy is a buzzword, but how does it truly manifest at Howspace? Especially when decisions around tools like CRM come into play.

👥 The importance of collaboration in shaping roles and defining the company's path forward.

You won't want to miss Ilkka's insights on these and more!

Hit that subscribe button and dive into the world of Howspace.

PandaDoc scaled their team to +800 people while being e.g. Inc. Magazine's 2022 -2021-2020 Best Workplaces & 2021 Forbes 500 Best Start Up Employer

In this week's #TalentBuzz I chat with their Chief People Officer Robin Corralez to learn more about their journey & how they have structured their recruitment team:

🐝 Teams in the US, Belarus, Manila, Ukraine, Portugal & Poland.

🐝 How are the teams structured, and does every country have a team lead?

🐝 How is PandaDoc measuring the success of their recruitment?

🐝 How do they make sure that employer branding & recruitment is aligned?

🐝 How to ensure a great candidate experience with such a big recruitment team?

🐝 How transparent processes do PAndaDoc have for hiring/decision-making in hiring?

🐝 What kind of technologies are you utilizing in your recruitment?

Make sure the subscribe to the podcast & to learn more; check out the following links:

TalentBee.io website for more ideas on SaaS Talent Acquisition

My personal LinkedIn Profile to connect

TalentBee’s LinkedIn Profile

TalentBee’s Instagram (mostly stuff about working in a Talent Acquisition agency!)

In August 2022, Anna Gullstrand became the acting CEO of Mentimeter. 

Before that, she used to work as VP of People for the same company.

Now she’s again leading the people function.

What has she learned about running a SaaS company, and what has she changed as a people leader after that experience?

🐝 How did Anna end up leading Mentimeter?

🐝 What were the 6 months like as a CEO & what kind of feedback did Anna get from running the company?

🐝 Learnings & what Anna does differently now when you are leading your people & culture?

Make sure the subscribe to the podcast & to learn more; check out the following links:

TalentBee.io website for more ideas on SaaS Talent Acquisition

My personal LinkedIn Profile to connect

TalentBee’s LinkedIn Profile

TalentBee’s Instagram (mostly stuff about working in a Talent Acquisition agency!)

In this weeks #TalentBuzz I interview Grete-Maarja Tött from Bolt and we discuss everything related to Gen-Z and recruiting them:

❌ Email is dead. Gen-Z is a digital-native generation, so all channels from the initial attraction phase to internal communications must be digital and up to date.

💸 Values are more important than salary. A good salary is essential, but even more so, is the company’s mission, impact on society, and personal growth opportunities. Gen-Z (and I actually assume that most of us) don’t want to work just for work's sake.

🙋‍♀️ Diversity is a must. "If I don’t see someone like myself represented at the leadership level, it’s quick math on how long I am going to stay with a certain company." Constantly fighting to break glass ceilings is so 2000 and late.

🦠 Pandemic grief is real. Many missed out on landmark occasions in life such as having a proper graduation ceremony or being forced to start their first-ever job from their old childhood bedroom. So now returning back to “normal” life, they are looking to find a community at work.

💚 Mental health is not a taboo topic. They're very open about mental health and expect their employer to value it, too.

How to ensure the success of your new team member by building an onboarding?

When you do this successfully, you get two things:

I chat these topics with Sofia Sundbom, Chief People Officer at BIMobject.

🐝 Onboarding for different roles

🐝 Onboarding for your culture

🐝 How to evaluate the success of your onboarding?

🐝 Continuously adapting and learning as the company evolves

🐝 How can you implement this in an "MVP"/Agile approach to your onboarding?

Make sure the subscribe to the podcast & to learn more; check out the following links:

TalentBee.io website for more ideas on SaaS Talent Acquisition

My personal LinkedIn Profile to connect

TalentBee’s LinkedIn Profile

TalentBee’s Instagram (mostly stuff about working in a Talent Acquisition agency!)

+4000 applications & NPS of 69 from the candidates: How to create a candidate experience like this?

I invited Grace Woods, Talent Acquisition Lead at Oneflow, to discuss these topics:

🐝 Why should companies care about their candidate experience?

🐝 How to collect feedback?

🐝 What creates the candidate experience in different stages?

🐝 How do you create a good experience for those you don’t even interview?

🐝 How to get the whole company to focus on candidate experience?

TalentBee.io website for more ideas on SaaS Talent Acquisition

My personal LinkedIn Profile to connect

TalentBee’s LinkedIn Profile

TalentBee’s Instagram (mostly stuff about working in a Talent Acquisition agency!)

In this week's #TalentBuzz, I talk with Cooper Miller, Head of Tech Recruiting, EMEA at Uber, and we discuss the learnings from scaling their tech team:

🐝 How to build a successful engineering site?

🐝 How does culture differ in different sites & combine with the HQ culture?

🐝 How to make sure your strategy is aligned with the HQ?

🐝 You are doing a lot of relocations. How has this one changed your recruitment strategy?

🐝 Batched pool interviews 

Make sure the subscribe to the podcast & to learn more; check out the following links:

TalentBee.io website for more ideas on SaaS Talent Acquisition

My personal LinkedIn Profile to connect

TalentBee’s LinkedIn Profile

TalentBee’s Instagram (mostly stuff about working in a Talent Acquisition agency!)

How to make talent acquisition a strategic business function?

In this week's #TalentBuzz, I talk with Heini Tuomola, Head of People & Culture at Visma, and we cover how talent acquisition can become a business-critical function:

🐝Does Talent Acquisition talk the same language with the organization?

🐝How to identify what an organization needs? No to “Yes yes” recruitment.

🐝What kind of skill sets do growing SaaS companies need?

Make sure to subscribe to the podcast & to learn more, check out the following links:

TalentBee.io website for more ideas on SaaS Talent Acquisition

My personal LinkedIn Profile to connect

TalentBee’s LinkedIn Profile

TalentBee’s Instagram (mostly stuff about working in a Talent Acquisition agency!)

How to utilize SCARF model in recruitment?

In this week's #TalentBuzz, I talk with Arsaman Bahrami, Head of People at Precisely, and we break down the SCARF model and how you can take your recruitment to the next level with this.

SCARF stands for:

🐝 Status: We all want to stand out from the crowd and feel important, and in a recruitment process, our perceived status can be affected either positively or negatively.

🐝 Certainty, the C in the model. As humans, we naturally like to know what's going on and to have certainty about what will happen. In a recruitment process, a lack of certainty can affect our ability to perform.

🐝 Autonomy is our sense of control over events. In a recruitment process, the perceived control over the process and the power balance can often swing in favor of the recruiter or hiring manager.

🐝 Relatedness is the sense that we belong and are in the in-group. The ability to connect with others stands as one of the strongest motivators we have, but how can we use it to improve the recruitment process?

🐝 Fairness - the "F" in the SCARF model, which is a crucial but potentially damaging aspect of recruitment

Make sure to subscribe to the podcast & to learn more, check out the following links:

TalentBee.io website for more ideas on SaaS Talent Acquisition

My personal LinkedIn Profile to connect

TalentBee’s LinkedIn Profile

TalentBee’s Instagram (mostly stuff about working in a Talent Acquisition agency!)

Learnings from scaling Blinkist to +200 employees 

In this week's #TalentBuzz, I talk with the Founder & CEO of Blinkist about their talent acquisition journey. Here are the things we will cover in this episode:

🚀 Don’t be fooled by someone who seems to be great just because the average of applicants is low

🚀Sometimes you don't know what great looks like until you've seen it

🚀 The first employees you hire define your culture alongside with you

🚀 Active sourcing & building Talent Pipelines all the time.

🚀 Learning: hire a recruiter early on, and/or don't be afraid to spend money on recruiting agencies for high-impact roles.  

🚀Funding rounds: A, B & C rounds in 2016, 2017 & 2018 → How these affected the hiring at the time?

Make sure the subscribe to the podcast & to learn more, check out the following links:

TalentBee.io website for more ideas on SaaS Talent Acquisition

My personal LinkedIn Profile to connect

TalentBee’s LinkedIn Profile

TalentBee’s Instagram (mostly stuff about working in a Talent Acquisition agency!)