Image courtesy: InHunt World

Finland and Sweden are each other’s most natural growth markets. For Finnish companies, Sweden is often the first international step and is even described as the “second home market.” At the same time, Swedish companies make up the largest group of foreign-owned enterprises in Finland, generating more turnover than firms from any other country (Statistics Finland, 2021).

This close economic relationship means that many companies will at some point recruit their first role across the border. And when that happens, understanding how positions are profiled locally becomes a decisive factor for success.

What Is Profiling?

Profiling lays the foundation for every recruitment process. It’s where company needs, role expectations, and candidate qualities are structured into a coherent framework. This blueprint influences who gets approached, how candidates are assessed, and ultimately, who gets hired.

Through InHunt World, clients can access both the Finnish and Swedish perspectives — and benefit from a more complete understanding of the Nordic market.

The Swedish Approach: Dialogue and Broad Fit

Our Swedish partner, Level Recruitment, emphasizes a profiling model built around dialogue:

  • Why the role exists and reporting lines.
  • Tasks and responsibilities.
  • Candidate background split into requirements and merits.
  • Practical matters such as salary and benefits.

It’s functional, direct, and leaves ample room for discussion. Profiling is treated as a starting point for conversation, not a final checklist.

The Finnish Approach: Structure and Measurable Outcomes

In Finland, InHunt’s profiling model digs deeper into context and proof points:

  • Business need and link to company strategy.
  • Critical success factors and key assignments.
  • Concrete goals and indicators for 100 days, one year, and beyond.
  • Required experiences, skills, and personal traits backed by evidence.
  • Cultural context, values, and motivational factors for success.

This creates a detailed, almost 360-degree view of the position, giving both client and candidate clarity on what success looks like.

What These Differences Tell Us

  • Role vs. Person: Finland profiles the role in detail; Sweden profiles the person in broader strokes.
  • Formality vs. Flexibility: Finland codifies expectations; Sweden allows flexibility and evolution.
  • Decision-making culture: Finland favors structured clarity, while Sweden relies more on consensus and iterative dialogue.

Why Local Expertise Is Key

Whether making the first hire in a new country or expanding an established organization, these nuances make local expertise indispensable. What works in Finland may not resonate in Sweden — and vice versa.

Through InHunt World, clients can rely on the knowledge of partners like Level Recruitment to ensure the process reflects both the local culture and the international expectations of the hiring company.

Christian Smith, Level Recruitment:

“Sweden’s recruitment culture is consensus-driven and dialogical. Profiling here is not only about what the role requires, but also about how the new person — whether specialist, manager, or executive — will integrate into teams and culture. That’s why having a local partner is crucial — we know how to capture these nuances and translate them into successful hires.”

Final Thought

Profiling isn’t just paperwork; it’s a cultural mirror. By working with InHunt World, companies benefit from the best of both worlds — Finland’s structured, measurable profiling and Sweden’s flexible, dialogical approach. Together, they provide a powerful foundation for successful recruitment across the Nordics.

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