Astrid Sundberg

👉 What’s a gig job? 👉 Who is a gigger today? 👉 What’s the status and the future of the gig economy? 👉 And why does it matter? These questions were discussed yesterday at Swedish JobTech's event about “How gig-jobs impact the labor market”. The panel, who to say the least were beyond qualified to answer these questions, all agreed that a growing number of today’s workforce want a more flexible and free way of working. It concerns anyone, in any industry, from any background, and in different stages of life. Because a flexible work structure offers students a way to make extra cash while studying, people a way to make money in between jobs, and others to build careers as entrepreneurs. However, what’s also clear is that independent workers wish they had access to better network, better society support and felt less financial insecure, which we need to work on. And I agree, but I have no doubt that we can solve this if all 3 core parts of the gig economy - the next gen workers + companies hiring flexible talent + society & politics - come together! 💪 Thanks Stephen Schad CEO at Frilans Finans Sverige AB, Johan Grönvall CEO at Wolt, Emelie Fågelstedt advocate for Future of Work and Adrian Adermon, researcher for labor market politics for sharing your qualified point of view on how we can foster a better future of work where a more free and flexible way of working is supported! #futureofwork #freelance #independentwork #gigeconomy

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Here is what I found interesting this week. Daya Ventures, a Nordics based women's health focused venture builder, has recently announced it has closed its pre-seed investment round. What I found interesting is that Daya started off as an accelerator, but found it difficult to find cohorts to support that were based on robust clinical data and evidence. This led them to starting Daya Ventures, where they work with founders who have a good idea, but not necessarily the data to support it. Their goal is to build five start-ups per year in fields such as digital health, biotech, medtech and beyond. https://www.daya.se/

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Thank you for inviting me to talk about how we can stop the “brain drain” in tech. Great discussion and interesting input from Susanna Glenndahl Thorslund & Marith Hesse ranging from attract, recruit, keep to menopause. How we through dialogue, information and understanding of differences would be more successful as organizations. Let us continue👏👏👏🙏 Thank you Women in Tech Gothenburg, Brittany Van Dyk , Annaam Butt among others. Link to read more about the opportunities https://lnkd.in/dr9kG99k Ps. According to a study by TechSverige, we need to increase tech people by 18000/ year to 2028 due to our rapid development within AI/digitalization and tech.

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I’m attending #PresidentsSummit2024 . Let me know if you want to meet, talk and share business perspectives on how to drive engagement and collaborate. How to be magneticed 🧲 #wellbeing #nordicGrowth #leadership #innovation #digitalHealth #networking #talent #talentManagement

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"The success factor for change is always to get the team onboard" Stanley Holsteiner has led major change projects primarily within the healthcare sector, both in Sweden and internationally. We have spoken with him about his career in change management and how leadership is the key factor in successful transformations. You have, among others, been Head of the Program Management Office at Karolinska Hospital, what was your assignment? "I was contacted by Birger Jakobsson and Mikael Forss at Karolinska University Hospital which was taking over the responsibility for New Karolinska Hospital from the NKS administration, which required a program office that I was offered to lead. Actually, I didn't feel that I was ready to leave Uppsala, but this was too exciting to turn down. Such a huge project happens very rarely. When the project was completed and we had closed down the program office, I was appointed Operational Chief of the Cancer Theme at Karolinska and also supported the then acting hospital director in various issues." What is most important when leading change? "Change leadership has a lot to do with your personality; you need to be honest and clear and show what is important right now, give responsibility, opportunities, and trust to be part of the change. I think you have to describe the journey in a way that the employees have a choice to join or step off, but that I need you and hope you choose to join. It's also incredibly important to choose the right people for the project and have internal ambassadors. Focus on individuals' success and celebrate milestones!" Read the whole interview here: https://lnkd.in/eWxCjhVN #interimmanagement #projectmanagement #interview

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Want to know more on Pay Transparency , yes🙌😍 Check out the webinar by Fairness & Friends 👌

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Unlock the Power of Preglife for your Business 🚀 Partner with Preglife, northern Europe’s leading pregnancy and parenting app, to enhance your offerings and connect with a highly engaged audience of expecting parents. Since start we have had over 9 million🥳 users across the Nordic region and beyond, Preglife is trusted by families to provide expert-backed guidance, personalized content, and invaluable tools that support them from pregnancy through the early years of parenting👶. Why Partner with Preglife🧐? Reach a Targeted Audience - Preglife connects you with expecting parents and new families who are actively seeking products, services, and advice to support their journey. Whether you’re in healthcare, baby products, or family services, Preglife’s audience is your ideal customer base. Enhance Brand Visibility - Align your brand with a trusted, well-established platform that offers credible and authoritative content. Preglife’s reputation 💯 for quality makes it an ideal partner to enhance your brand’s credibility and visibility. Innovative Collaboration Opportunities 🤝 - Leverage Preglife’s robust digital platform to offer in-app promotions, sponsored content, and tailored campaigns that resonate with our engaged users. Whether it’s through native ads, expert collaborations, or interactive content, Preglife offers flexible solutions to meet your business goals. Data-Driven Insights - Gain access to valuable target group data and insights that help you understand the needs and behaviors of expecting parents. Use this information to refine your offerings and develop targeted strategies that drive growth and engagement. Interested in hearing more - DM 💌 me here or email 📧 @ [email protected]

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Is there any other person or company working to improve employability in Finland? So far, I have seen: Lidiia Salo with: 📕 Get Hired in Finland: Providing direct coaching and digital resources ✍Helsinki Creators: Community support for creatives in Finland Dafne M. with: 👩‍💻 Hei Dingo: A job matchmaking platform specialised in international female professionals and Slack community support. Mari Luukkainen and Viivi Marttinen from: 👩‍🎓Herizon: Providing staffing, GH internship matchmaking, and Discord community support. Talent Boost Program 2023-2027 that is currently in the implementation process. Riikka Loisamo at the head of 👩‍🏫 The Shortcut, providing upskilling/reskilling programs and job matchmaking, and 👥 Startup Refugees operating with a similar scope. As Vaida Kavaliukaitė-Kaijanmäki mentioned some weeks ago, there are people working to address the same challenge, each one collecting information and insights. It would be very useful to have at least one gathering to share our findings. If you know of any other person, program, or initiative, please tag them.

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What does good leadership communication look like? What do your employees expect from you? And what are the global trends that impact the way we communicate as leaders today? This week, Kasper Beck Steensen and I were invited by DOVISTA and Resonans Nordic to talk about leadership communication for a group of 85 senior leaders. In DOVISTA, effective leadership communication remains vital for driving organizational success and building strong employee connections. On that background, we shared insights, inspiration, and a few tips and tools on how to become an even better communicator.  Key take-aways were simple, yet important reminders:   👉 3 out of 4 employees consider effective communication the top leadership quality. The Number One skill. You may lack other skills, but not this one. So, don’t forget to prepare and practice your messages and you’ll be rewarded tenfold. 🤩 Leaders and managers bear responsibility for no less than 70% of employee motivation and satisfaction. And we all want motivated colleagues, don’t we? They stay longer, speak well of the company, spread positive vibes, and go the famous extra mile. Involving your employees and engaging them in team discussions isn’t a new task in your busy schedule – it helps you take on the responsibility you already have as a leader. 💚 Balancing ethos, pathos and logos is key in being a great communicator. Walk the talk, boost your listening skills, and make your messages resonate with both the hearts and minds of your employees. Yes, it’s a classic. And yes, it works.   Thank you Christina Birch and Annette Palmelund-Jahn from DOVISTA for inviting us and thank you Anders Schroll and Pelle Nilsson for the great collaboration and opportunity.

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Thanks to Kreab Stockholm for hosting an excellent event yesterday featuring Carl Henric Svanberg, Chairman of the Swedish AI Commission. His insights on how Sweden plans to address its lag in AI adoption were enlightening. Special thanks to Pelle Ahlin Olofsson for the invitation! While there were discussions about the potential risks of AI, I was encouraged by Carl-Henric's perspective that all new technologies come with some level of risk. Over the past few months, the commission has engaged with around 100 organizations and companies. Interestingly, only a few cultural workers have raised concerns about AI risks, while most see it as a tool to tackle significant challenges. Another key point was the impact of our democratic system of municipalities on AI adoption. It seems we may need a governmental directive to streamline this process, much like how Skatteverket has simplified tax declarations or how Swish has become a given payment tool for us daily. SKR has an important job to do here. I’m looking forward to seeing how Sweden, with this commission, could use AI to assess how other countries are doing this. I’m sure there are lots of great learnings out there, with massive documentation, analysis, and research where there are plenty of great AI use cases to strategically plan Swedens' AI journey.

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Dear Friends, our current model of HEALTHCARE is not sustainable (Staff shortages, unprecedented demand, population growth etc) and YOU can JOIN US as we build a platform that LEAVES NO-ONE BEHIND! A few weeks ago we set out our VISION in Helsinki, Finland. We will empower citizens to manage their own health and wellbeing and deliver health for all. For 25 years I've been working in healthcare and our global platform gives us a unique opportunity to empower people to manage their own health and wellbeing. Today, I'm delighted to announce we're launching web pages in 3 languages: 1) Italian https://lnkd.in/eq9RBMCa  2) Spanish https://whis.world/espanol  3) French https://whis.world/french We will be adding more languages and starting activities in countries around the world with an event in Italy announced soon! Calling funders and Investors who wish to support our efforts. We have the opportunity to support and build out innovative health models with the ability to target specific ailments and facets of the healthcare system through World Health Innovation Summit CIC World Health Service and trusted partners. Outcome and Impact £1 invested £36 SROI: The model will empower communities and individuals to manage their own health and wellbeing. Investors have the opportunity to create new and meaningful jobs while pursuing the UN sustainable development goals. Investments will be made to strengthen health systems and reduce demand on Health and Social care using proven, evidence-based research. All investments would be collaborated on with trusted partners to establish a new model of healthcare focused on preventing disease to facilitate healthier communities and within a sustainable economic system. For further details and investment discussions contact myself or David Ruxin Montcalm TCR [email protected] // [email protected] Find out more: www.worldhealthservice.net www.whis.world “The greatest wealth is health.” Virgil #HealthforAll #SDGs #WHIS

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Last week, I enjoyed participating in a live webinar about AI in HR with the amazing Carl-Johan Hamilton and Malin Holmberg! We had a fantastic discussion and much fun 😂 (best image I could find), sharing the recording with you in the comments. During our conversation, it was clear that we're still in the early stages of the AI revolution in HR. The space is evolving rapidly, driven by early adopters who are paving the way for broader adoption. Johannes Sundlo & Hung Lee are two thought leaders I follow when it comes to keeping up with AI in the HR space. It will be fascinating to see how this impacts organizational efficiency in the future. I'm using AI every single day and constantly try to learn about all the new and exciting tools and use cases. My favourite is the All-In Podcast, and on the topic of AI, the recent conversation with Sam Altman was very insightful: https://lnkd.in/dnc6-z_u On another exciting note, ChatGPT-4o was released yesterday, and I spent all evening testing it out! This new version is pretty incredible, a lot more responsive and even more user-friendly; I especially like the improved real-time voice conversations. Enabling this for free really removes the barriers for people to start adopting the use of AI and for those laggers who aren't using it yet, it's time to get to on the train: https://lnkd.in/dUhcdpwf The pace of innovation in AI is truly exciting, and I can't wait to see what's next! Wishing everyone a fantastic week ahead! 👋

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I get a lot of questions about our systematic work with High Performing Teams at Mentimeter - Join this webinar to learn more! I am happy to be invited by Elevayte at February 5th, 2025, for an exclusive webinar. 🎤 This session dives deep into the proven Integrated Model of Group Development (IMGD)—a step-by-step framework that’s driving collaboration, growth, and exceptional results across Mentimeter. We'll cover: ✅ Insights into building a high-performance culture from the ground up. ✅ Tools to identify the stage of development your teams are in. ✅ Strategies to leverage data to accelerate performance. ✅ Actionable tips to foster collaboration and excellence at every level. 💡 Who Should Attend? Chief People Officers, People leaders, team leaders, executives, Head of L&D —or anyone passionate about unlocking potential and creating a culture of high performance. 📅 When: February 5th, 2025 💻 Where: Online: https://bit.ly/3ZLIxzd 🔥 Plus, get your burning questions answered during an interactive Q&A session. Don’t miss this opportunity to kickstart 2025 with practical strategies to transform your team and organisation. 📌 Reserve Your Spot Now here: https://bit.ly/3ZLIxzd #mentimeter #highperformingteams #elevayte

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Urgent action needed for Equal Pay in Sweden👇 Great article in Dagens industri explaining why organizations must act immediately. Sweden set to incorporate the new EU regulations on pay transparency into its law, aiming to reduce the gender pay gap. When? June 7 2026 at the latest. However, immediate action and resources are needed to make these changes effective, according to Sweden’s Equality Ombudsman, Lars Arrhenius, and Clara Berglund, Secretary General of the Swedish Women’s Organizations. What does the EU Pay Transparency Directive mean for employers? 🔍 The directive requires employers to ensure equal pay for equal work and will introduce mandatory reporting. It is scheduled to be implemented in Sweden by June 7, 2026. The Equality Ombudsman (DO) is proposed to oversee these new regulations. This means companies with over 100 employees will need to submit reports regularly, something not currently required unless specifically requested. DO will manage this data, ensure compliance, and impose fines on non-compliant employers. Why action is needed now ⏰ Though the implementation date may seem distant, preparations must start immediately. Employers need time to adapt to these new rules, while the necessary infrastructure and processes for data reporting and oversight need to be built. At Sysarb, we are well-positioned to serve employers throughout Europe, streamlining necessary activities and enabling compliance. Has your organization started yet? 🧐

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Empirically keyed biodata assessment – is the juice worth the squeeze? Lately, there has been some buzz in the Nordics around Empirically keyed biodata questionnaires and what they could add to a hiring process. This is a really interesting selection method and thank you to our esteemed college Linnéa Jönsson that dug up a lot of useful information on the topic! This is how I understand it: By focusing on structured questions about past behaviors and experiences, the selection method identifies patterns linked to job performance. Think along the lines of concrete and verifiable questions like: "How many people have you managed in a previous role?". Why consider using this type of assessment? ✅ It shows consistently good validity in predicting job success. ✅ It gives unique information beyond traditional assessments like personality tests or logical reasoning. ✅ Objective and scalable (once developed that is). The questionnaire is typically role-specific, making it highly focused on competencies crucial to a given job. While broader applications are possible, specificity seems to be the key to its effectiveness. The standard questionnaire contains between 10 and 30 questions. The bottom line is that the questionnaires can be a powerful tool for predicting job success when implemented thoughtfully but I am wondering, is the juice worth the squeeze? ⚠️ Complex development: Requires time, significant data and sample sizes. ⚠️ Perceived fairness: Some questions may lack face validity ("how many books have you read in the past six months"), leading to concerns about fairness or relevance. ⚠️ Susceptibility to faking if developed poorly: Like some other self-reports, responses can be distorted. ⚠️ Dependent on specific experience: Is it possible to build a questionnaire that suits all candidates, regardless of background? I'm not sure. What do you think? Have you worked with Empirically keyed biodata questionnaires or seen them in action? How do you see their role in the future of recruitment? 🚀

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Seeking the Right Opportunity – Where My Expertise and Values Align The job market is more than just a place to find work—it’s a space where we seek alignment between who we are and where we can contribute the most value. For me, navigating the Swedish job market comes with unique challenges, but also the potential to bring a fresh perspective to the right organization. Here’s what I believe might set me apart—and also, at times, pose challenges: 1️⃣ Non-Traditional Credentials, Deep Expertise I don’t fit the conventional mold of formal academic pathways. Instead, my qualifications come from decades of deep, hands-on work across AI, IQ research, biohacking, neuroscience, IT projects, investigative journalism, and strategic business systems. My learning isn’t limited to institutions; it’s rooted in practice, persistence, and a multidisciplinary approach. 2️⃣ Age as a Strength, Not a Barrier With experience comes clarity. I bring a wealth of knowledge that spans multiple industries and global contexts. I can identify patterns others might miss and focus on long-term solutions, not just quick fixes. 3️⃣ A Refusal to Settle for Mediocrity I don’t align with “good enough” solutions. While the Swedish liberal radical feminist society often emphasizes collective decision-making and control, I bring an independent, analytical, and high-performing perspective that strives for the best outcomes—not just the most convenient and politically correct ones. 4️⃣ Cultural and Intellectual Flexibility Having worked and lived in more than ten countries and travelled to more than sixty, I’ve developed an intellectual flexibility that allows me to adapt to various contexts and provide innovative solutions. My approach is pragmatic but rooted in high-level thinking, challenging the status quo where necessary. What I Offer: 🔹 Unique, high-level problem-solving rooted in cutting-edge AI and data analysis. 🔹 Proven ability to innovate in unstructured environments and thrive in complexity. 🔹 A strong personal ethos of delivering excellence, even under unconventional circumstances. With ethics placed No. 1. What I’m Looking For: 🔸 A role or project that values deep thinking, independence, and innovation over conformity. 🔸 An environment where long-term impact is prioritised over immediate convenience. 🔸 A team or organisation open to diverse perspectives and ambitious ideas. If you’re an organisation that values unique expertise and bold problem-solving—or if you know of an opportunity that fits—I’d love to connect and discuss how I can contribute to your goals. I don't care about titles; I can be an SDR but also the presale visionary that the CEO brings with him to customers, to win hearts and brains. Let’s collaborate to challenge the limits of what’s possible and deliver outcomes that matter. #JobSearch #Innovation #AI #StrategicThinking #OpenToWork

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Looking forward to meeting you all who are interested in digital health in Helsinki while we will be navigating the future of healthcare . Come visit our stand where we could discuss our digital solutions for prevention, personalised care planning and data analysis Vitec Raisoft Minna Wentus Markus Ketola Stella Pon-Onnela Miikka Puumala #prevention #healthcare #careplanning #bigdata #datanalysis

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7 traits of people who do well at Nansen | Part 2/3 Alex Svanevik, our CEO, recently shared an internal blog post of what a good fit looks like at Nansen. "Today I’d like to highlight what I think are 7 traits (+1 bonus) that are characteristic of people who do really well here. This is an exercise in #transparency, to make it very clear what I value in our people. Let’s go through each trait one by one. 3. You’re passionate about our mission. Our mission is to surface the signal and create winners in the future of finance. We really want the future of finance to become reality, and we believe we play an important role in making that happen. The vast majority of us are #crypto-natives and (very) excited about our space. Some of us are more curious and still learning. But this mission resonates with us, and we feel it’s worthwhile spending our time on. Lacking this trait is one reason some folks have voluntarily left the company. They thought they’d develop an interest in crypto, but our mission ultimately did not resonate with them. 4. You’re a clear and structured communicator Communication is about leverage. If you can communicate clearly, you have high positive leverage. If you do not communicate clearly, you can create negative leverage - causing confusion. To me, this dimension is not just about language: it’s also about other pieces of work like your coding, your Notion pages, your spreadsheets, etc. It may sound trivial to you, but clarity and structure are incredibly important in artifacts that others around you will use. Interestingly, I’ve seen people overcome their own shortcomings by using #AI to improve their communication. And I think this is a great idea. Instead of going full stream-of-consciousness with typos and poor grammar - let AI polish your message first. You shouldn’t be ashamed to let AI level up your communication. 5. You value #transparency and #speed over hierarchy and constant alignment. Imagine two companies: One which is hierarchical and punishes people for taking actions without aligning with everyone all the time. Another which allows people to run ahead and communicate transparently across the org, creating some noise and misalignment as a result. One isn’t better than the other. But they are clearly very different. Nansen is company number 2, and we’re not ashamed about this. We’ll take more actions and make more decisions. We’ll likely also make a few more errors than company number 1, but that’s OK. This doesn’t mean that we don’t make use of hierarchies and reporting lines, or that we don’t spend time aligning on certain things. Of course we do. But our natural instinct is to optimize for speed and transparency." For traits 1 and 2, read https://lnkd.in/gUZH6gCs For traits 6, 7 & bonus, read https://lnkd.in/gbyHKTmj Photo credit: DALL-E

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7 traits of people who do well at Nansen | Part 3/3 Alex Svanevik, our CEO, recently shared an internal blog post of what a good fit looks like at Nansen. "Today I’d like to highlight what I think are 7 traits (+1 bonus) that are characteristic of people who do really well here. This is an exercise in #transparency, to make it very clear what I value in our people. Let’s go through each trait one by one. 6. You stick to our strategy There are a lot of good ideas out there. That doesn’t mean Nansen should do them all. People who really succeed at Nansen - perhaps especially managers - have awareness of what our #mission is, where we play, how we believe we’ll win, and what our #capabilities actually are. Challenging our #strategy is welcome - on the right occasions (for example when we review our strategy, during quarterly planning, etc). But it’s also important to disagree and commit, and actually just go ahead and execute, on a day-to-day basis. 7. You love feedback This is another point I learned from my first workplace. Constructive #feedback is a gift. I will admit that I’ve been puzzled that on a few occasions I’ve given people constructive feedback in private, and they’ve become extremely defensive and even hurt by it! I can think of at least one example where a person actually left the company after I gave them some harsh - but necessary - feedback. Candidly, it was best for us, and them, that they left. “Feedback is a gift” is the cliché, but it is really true. It’s very easy for me to recognize when someone is genuinely grateful and eager to receive feedback - even when it’s harsh. Again, these are people who are set up for success at Nansen - and in life. Bonus: You’re #resilient. When Fridtjof Nansen’s crew set out to make it to the North Pole, there was no going back. Same thing when Christopher Columbus and his 85 crew members traveled across the Atlantic for the first time. The analogy of a startup-as-an-expedition is not bad, but it breaks down in this aspect. In a startup, you can get off the ship. On an expedition across the Atlantic, you can’t. In a sense, this means that resilience becomes even more important in a startup! You always have the option to give up. We’ve gone through a lot at Nansen in a short period of time. I believe this has helped us become more resilient as individuals. And I have a lot of respect for people who are tough enough to go through adversity and overcome one challenge after the other. It’s not always easy, and we need to encourage each other to carry on. We can only reassure each other that we will eventually make it to land." For traits #1 and #2, read https://lnkd.in/gUZH6gCs For traits #3, #4 and #5, read https://lnkd.in/gYHBkjwt Photo credit: DALL-E

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