SaaS and tech founders and leaders play a huge role in shaping and communicating their startup's employer brand! 🔥 Here’s are 3 tips our EB Strategist Nea shared on founders doing EB: ✅ Employer branding starts from within It all begins with what’s true inside the company. If the vision is clear, well-communicated, and your team understands it, they can align their work with that vision. Leaders who support their teams by removing obstacles and offering guidance make the day-to-day easier. And when the workplace runs smoothly, it’s much easier to share an authentic story with the world. ✅ People follow people, not companies When it comes to social media, leveraging the personal accounts of SaaS and tech founders and leaders is incredibly powerful. People want to connect with real humans, not faceless organizations. By speaking about topics that resonate with the talents you want to attract, leaders can expand the reach and authenticity of the employer brand. Talking about topics that resonate with the talents you want to attract, usually means talking about topics that resonate with YOU as a founder as well. So natural, yet so powerful! ✅ Start building your employer brand from day one For early-stage SaaS and tech startups, building the employer brand around founders is a smart move. While you’re talking about the product or service you’re creating, also share the vision for the workplace you’re building. Talk about the kind of environment you want to create and the type of people who thrive there. 👉 Founders and leaders have an unmatched ability to inspire and connect. By leading with authenticity and sharing your vision, you’re shaping the foundation of a company that people want to be part of. #EmployerBranding #SaaS #Tech #SaaSGrowth
TalentBee
Human Resources Services
Talent Acquisition Partner for Fast-growing SaaS Companies
About us
We help you hire top talent to fuel the growth of your business. We work with SaaS & tech companies like Metroc, Noice, Rakettitiede, Virta, Foodello–Fiksuruoka, ONEiO & Swarmia. We help SaaS companies with: 🙌 Building an Employer Brand that gets noticed 🙌 Optimizing your talent acquisition process 🙌 Building a talent acquisition strategy 🙌 Recruitment & headhunting 🙌 Talent Acquisition technologies 🙌 Talent Acquisition technologies & data We have two goals: 😍Be the best possible workplace for talent acquisition professionals 😍Be the best possible talent partner for fast-growing SaaS companies
- Sivusto
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http://www.talentbee.io
External link for TalentBee
- Toimiala
- Human Resources Services
- Yrityksen koko
- 2-10 employees
- Päätoimipaikka
- Helsinki
- Tyyppi
- Public Company
- Perustettu
- 2022
Sijainnit
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Ensisijainen
Helsinki, FI
Työntekijät TalentBee
Päivitykset
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Maintaining your company culture during rapid growth – is it possible? 🐝 One of the most exciting yet challenging phases for any growth company is expanding the team fast. Hiring incredible new talent is thrilling, but it raises an essential question: How do we ensure our cherished culture doesn’t slip through the cracks? 💡 Keeping your culture alive through rapid growth takes intentional effort. Here’s how you can do it: 1️⃣ Define and understand your culture What makes your company unique? Identify the values, attitudes, and ways of working you want to preserve. A clear definition makes it easier to communicate your culture to new team members and to embody it daily. 2️⃣ Live your values – don’t just state them Values aren’t just words on your website; they are expressed in the choices you make. From hiring decisions to how leaders behave in challenges, every action reflects what really matters. 3️⃣ Hire with culture in mind Every new team member shapes your culture. Look for people who align with your values and are ready to contribute to the unique environment you’ve built. 4️⃣ Communicate and involve your team Culture thrives when everyone feels part of it. Keep your team engaged through open discussions and celebrate wins that exemplify your values. Everyone should feel like an ambassador for your culture. 5️⃣ Leaders set the tone Culture doesn’t sustain itself; it grows through consistent behavior. Leaders, in particular, must showcase the values and practices you want your company to embody. Even as your team expands and the business landscape evolves, a strong culture can provide clarity and direction through every transition. What strategies has your company used to maintain culture during growth? Share your experiences in the comments – let's exchange ideas! 💬 #CompanyCulture #TeamGrowth #Leadership #ScalingWithPurpose
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Good times with TalentAdore & everyone who participated in our HR Breakfast event last week! Thank you! 💛 Check out the aftermovie from the event! 👇✨🐝
Last Wednesday we held an amazing breakfast for 70+ HR professionals dubbed "The Future Of Recruitment". 🔮 A heartfelt thank you to all our attendees, our fantastic co-host TalentBee and our inspiring keynote speakers. Relive the highlights in our aftermovie. 🎬 #HRaamiainen2024 #seminar #recruitment #RecruitmentTrends #AI #EmployerBranding
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Why is "The Challenger" the best first hire for a startup? When TalentBee began, we were bursting with excitement and big ideas. But we quickly realized one thing – we couldn’t do it alone. Enter Nea, our very first hire from more than 2 years ago, who became so much more than just a team member. 🐝 From day one, Nea didn’t just support us – she challenged us. Her curiosity and courage to question everything helped us see flaws and fix them before they became bad habits. Some of our favorite phrases from her early days: ✨ “Why are you doing it this way?” ✨ “I just thought I’d say this out loud!” ✨ “I’m not sure about this, but shall we try?” Nea became the mirror that showed us where we needed to grow, both as an employer and in our client work. Her willingness to call things out constructively pushed TalentBee onto a faster path to success – and for that, we’re forever grateful. Here’s what we’ve learned about making your first hire count in a startup: 1️⃣ Hire someone who dares to question AND keeps it constructive. 2️⃣ Value critical thinking – it’s better to find cracks early than rush ahead. 3️⃣ Don’t fear that challenges will slow you down. They’ll speed up your long-term success. Thank you, Nea, for being part of this amazing ride for over two years now. We’re so happy you chose us! 🥰 What about you? What do you think is the most important quality for a startup’s first hire? #StartupLife #FirstHire #TalentBeez #Challenger
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The future of recruitment – Where is the industry headed? 🔮 Here are insights from our Co-Founder & Talent Acquisition Strategist, Saara: 💬 "Automation and AI are reshaping recruitment faster than we could have imagined. Yet, I believe the future of recruitment won't be all about technology – it will become even more network-driven." ❤️ As we navigate a world where we can't always discern what's genuine online, true interpersonal relationships will reclaim the spotlight. Trust and authenticity will be paramount as candidates and employers seek honest, meaningful connections in an increasingly complex digital landscape. 💬 "Future recruitment will hinge on who you know and what those relationships say about you and your organization. Those who begin nurturing these connections now will have a distinct advantage," Saara says. Do you believe the power of networks will become even more crucial in the future? Share below 👇 #FutureOfRecruitment #NetworkDriven #HumanConnection #AIinRecruitment #TalentBeez #DigitalTransformation #TalentAcquisition
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Building a global Go-To-Market employer branding plan? 🌍 Our Co-founder & EB Strategist Siiri's 5 tips to craft a great employer branding plan across multiple locations: 1️⃣ Localized content creation 💬 "Tailor your EB content to fit local cultures and values. Translate your messaging, adjust the tone, and showcase local office vibes and employee stories that resonate with specific regions." 2️⃣ Global career site with local landing pages 💬 "Maintain a central career site that reflects your global brand, while offering localized pages that include details about local office culture, job openings, and contact info to engage regional talent." 3️⃣ Strategic social media use 💬 "Set up region-specific social media accounts to post localized content. Use targeted ads on platforms like LinkedIn, Facebook, and Instagram, ensuring content aligns with regional preferences." 4️⃣ Engage with local talent communities 💬 "Participate in industry-specific regional communities. Share thought leadership, join discussions, and host virtual events to build relationships and showcase your team's expertise." 5️⃣ Employee advocacy & user-generated content 💬 "Encourage employees to share their work experiences. Highlight their stories on your company’s channels to offer authentic insights into your company culture across locations." 💡💬 "And remember, always test, collect data, optimize, and iterate!" What kind of experiences do you have in building EB in various markets? Share your thoughts below👇 #EmployerBranding #GlobalTalent #Recruitment #CompanyCulture #TalentAcquisition #TalentBeez #Localization #TalentStrategy
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Best practices to eliminate bias in hiring? 🐝 The journey to a bias-free recruitment process begins with acknowledging biases and understanding their origins. But recognizing them isn't enough – we must actively combat them. Here's a toolkit of best practices from our Tech Recruiter Sami to guide you towards informed and unbiased hiring decisions: 🎯 Focus on role alignment 💬 "Evaluate candidates against the role's requirements, not against each other. If a candidate meets the criteria, avoid the risk of losing them by waiting for someone else. Only compare candidates when making a final decision between two options." ✅ Look for green flags 💬 "Instead of hunting for red flags, identify strengths that indicate potential success. We should seek those who CAN excel, not those who can't. Focusing on red flags can lead to a negative bias, overshadowing a candidate's true capabilities." 💡 Ask, don’t assume 💬 "If you have uncertainties about a candidate, ask questions to gain clarity. Remember, you don’t know what you don’t know." 👍 Good enough vs. almost there? Trust your instincts 💬 "Don’t settle for "almost" if the perfect fit is available, but also recognize when a candidate is "good enough" to succeed." Let’s focus on hiring for potential, not preconceived notions. What are your tips for tackling recruitment biases? Share below 👇 #BiasFreeHiring #Leadership #RecruitmentBestPractices #TalentStrategy #InclusiveRecruitment #TalentBeez
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"A robot would never choose this person, but I would." 💡 Recruitment automation has advanced immensely. Chatbots conduct initial interviews, AI scans CVs, and algorithms suggest top candidates in seconds. Technology saves time and can highlight a standout star... or does it? 🤔 Insights from our Co-Founder & Talent Acquisition Strategist, Saara Kyllönen: 💬 "The reality is, automation might overlook a brilliant candidate who doesn't fit the standard criteria mold. What algorithms fail to see is the person behind the data. They miss potential, personality, tenacity, and hidden talents that might make an "imperfect" candidate the perfect addition to a team." 🤖 While automation brings efficiency, it cannot replace the human touch – and it shouldn't. 💬 "As a recruiter, I still find value in getting to know applicants, hearing their stories, and recognizing qualities a machine could never notice." So, when is automation sensible? 💬 "For handling large applicant volumes or performing tasks that are simple and repeatable. But when it comes to complex roles, the significance of personality, or team dynamics, humanity cannot be automated." Will there come a day when algorithms grasp all human nuances and make flawless decisions? 💬 "Maybe. But by then, I'll be happily retired." What are your thoughts on automation in recruitment? Share below 👇 #RecruitmentAutomation #HumanTouch #AIinHR #TalentAcquisition #TalentBeez #FutureOfRecruitment
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Is recruitment like sales? 🤔 Our Talent Acquisition Specialist, Linda says absolutely! Here's why: 💬 "Just like in sales, it's crucial in recruitment to thoroughly understand the candidate's skills and career aspirations. This allows us to determine if the job is truly the right fit for them." According to Linda, in both fields, asking the right questions and, most importantly, listening, are key. 💬 "Listening helps us uncover what's truly important to the customer or candidate, providing valuable insights from their perspective. The goal in sales and recruitment is to successfully complete the process with an ICP – ideal customer or candidate profile. This requires persistence, a solution-oriented mindset, and a customer-centric approach. And, of course, a bit of a results-driven attitude." Without a customer, there's no sale, and without a candidate, filling an open position is challenging. That’s why treating candidates with the same respect as customers is essential. So, is recruitment like sales? ✅ Absolutely, yes! ✅ What other similarities do you see between recruitment and sales? Share your thoughts 👇 #CandidateExperience #CustomerCentric #TalentBeez #Sales #Recruitment #TalentAcquisition
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Insights from our tech recruiter Sami: is your company ready to embrace international talent? If not, now is the time to dismantle some self-imposed barriers. 🌍 💬 "Hiring the best talent without limitations means being open to global possibilities," Sami says. Here are Sami's tips to pave the way: 1️⃣ Support English as a working language 💬 "Ensure that all communication platforms, from emails to team chats, are accessible in English. This inclusivity in communication is the first step towards a diverse workforce." 2️⃣ Cultivate an inclusive culture 💬 "A welcoming and inclusive environment is crucial. Evaluate your company culture to make sure it avoids cultural silos and helps international hires feel at home. Everyone should feel they belong." 3️⃣ Tailor onboarding programs 💬 "Develop onboarding processes that cater specifically to international hires. Ensure that HR policies, materials, and all necessary documentation are easily understandable in English. This support helps new team members feel confident and valued from day one." 4️⃣ Offer language support 💬 "While Finnish might not be necessary for the job, offering language lessons can greatly benefit international hires in their everyday life. Similarly, supporting Finnish-speaking employees with English resources can enhance communication and integration." The ability to hire internationally is about enriching your company culture and expanding your talent pool beyond borders. Are there other factors you've found important in improving international hiring? Share your thoughts 👇 #InternationalHiring #GlobalTalent #InclusiveWorkplace #Onboarding #FutureOfWork #TalentBeez #DiversityAndInclusion