How Raxalle scaled their team without slowing down growth – and grew their high-performing Sales and Product teams with TalentBee

Raxalle’s business situation and SaaS growth targets

Raxalle is a Finnish SaaS company building a vertical software solution for the construction industry. Their product simplifies complex construction site processes – helping customers manage work more efficiently, reduce manual coordination, and get faster value from their operations.

The company has around 100 paying customers and clear market momentum – even in a challenging construction market. Customers are expanding usage organically, and the time-to-value is measured in weeks.

By late summer 2025, Raxalle had already reached strong product–market fit.

At this stage, growth was no longer the question – scaling it in a structured, sustainable way was. The company had a clear goal to double its business, while evolving from founder-led execution into a more scalable organization across sales, product, and development.

At that point, recruitment had been handled fully in-house. The CEO, Lauri Sulanto, had personally led hiring processes, combining structured recruitment with more intuitive “vibe-based” hiring decisions. These had worked well in their cases so far, because Lauri had found strong matches in mindset and ways of working.

However, as the company grew, the stakes changed.

Raxalle needed to:

• Scale sales beyond founder-led execution
• Accelerate product development
• Build a team that could operate independently and drive growth

The talent challenge that needed to be solved

Two core challenges started to slow things down at Raxalle.

1. Recruitment took too much founder time

Running end-to-end hiring processes – sourcing, outreach, screening, coordination – required a significant time investment from the CEO.

“The process itself took a lot of time. I was running everything myself… a lot of time went into admin, coordination, and figuring things out,” Lauri describes.

Headhunting in particular was time-consuming:

• Identifying relevant candidates
• Reaching out and engaging them
• Managing the pipeline

This limited how much focus could be put into actual business growth.

2. Growth bottlenecks in key functions

On the sales side, the company faced a clear scaling issue:

• Founder was the only full-cycle salesperson
• Existing opportunities were being missed
• Sales performance depended heavily on founders

“We needed to prove that sales can work without founders,” Lauri says.  

On the development side, the situation was less urgent but equally strategic:

• Product demand was increasing
• Roadmap kept growing
• Hiring reactively would be too late

The risk was: Without the right hires, growth would slow down – or become overly dependent on a few key individuals.

Exploring a recruitment solution led to TalentBee

Raxalle started considering external support to improve both efficiency and outcomes in recruitment.

Interestingly, the initial decision wasn’t driven by a heavy comparison process.

TalentBee had already built visibility:

• Strong presence in SaaS recruitment
• Active and recognizable brand in social media
• Clear positioning towards growth companies

“Your brand had come across. It wasn’t possible to avoid seeing you,” Lauri smiles.

To validate the choice, Lauri did quick due diligence by calling a previous TalentBee client.

The feedback was straightforward: Yes, they can deliver.

That was enough to give collaboration a try. Lauri started working together with Linda Nguyen, TalentBee's Senior Recruiter & TA Strategist.

Collaboration between TalentBee & Raxalle

From the start, the focus was on defining:

• What kind of company Raxalle is
• What kind of people succeed there
• What “good performance” actually looks like

This created a shared understanding that went beyond CVs or technical skills.

“We built a shared intuition of what the right kind of person looks like for our culture,” Lauri says.

This alignment had a direct impact on the process:

• Better targeting in headhunting
• Higher quality screening already in early stages
• Stronger focus on cultural and execution fit

“It’s not about CV match for us. What matters is whether the fit is right,” Lauri says.

The project in action

The collaboration focused on two key hires:

• Sales Manager to scale revenue beyond founders
• Senior Developer to accelerate product development

How the process worked

TalentBee took ownership of the recruitment process:

• Headhunting and candidate sourcing
• Recruitment marketing on Linkedin
• First-round screening
• Process management and communication

The collaboration was structured but flexible:

• Weekly updates on Slack & weekly calls with clear focus areas
• Transparent candidate pipelines
• Clear expectations on both sides

“There’s someone taking care of the process… I get a clear view of what’s happening and what’s expected from me,” Lauri says.

Over time, trust also increased:

• Early on, candidate lists were reviewed together
• Later, TalentBee handled more independently as we iterated the profiles further

Candidate experience and process quality

One major improvement for Raxalle’s hiring was consistency:

• No communication gaps
• No forgotten candidates
• Smooth, professional process throughout

“Candidates don’t get the feeling that their time isn’t valued – because it is,” Lauri says.

This strengthened both employer brand and overall hiring quality.

Results and outcomes

1. Two successful hires

Raxalle hired:

• A Sales Manager
• A Senior Developer

Both hires quickly proved to be strong fits.

“Very quickly after they started, I had the feeling – this works,” Lauri says.

Early results were already visible in performance.

2. Sales now works without founders

One of the biggest milestones:

• Deals are being closed without founder involvement
• Founder dependency has been reduced
• SDR + Sales Manager operate effectively together

This is a major step in scaling the business.

3. Stronger development capability

On the product side:

• New developer contributes from day one
• Strong “hands-on” execution culture
• Faster progress on roadmap

“We pushed code to production already on day one,” Lauri says.  

4. Reduced dependency on individuals

With stronger hiring:

• Team capability is more evenly distributed
• Less reliance on “hero individuals”
• Knowledge and ownership are better shared

This improves long-term scalability and reduces risk.

5. Clearer culture and hiring strategy

Beyond hires, the collaboration helped Raxalle define more clearly:

• How they work
• What they expect from people
• What kind of culture they’re building

This now continues naturally:

• From recruitment → to onboarding → to daily work

“It reinforces the culture we want to build as we scale,” Lauri says.  

6. Foundation for future growth

Raxalle is now in a strong position to continue scaling:

• Clear hiring criteria
• Proven recruitment process
• Strong partner support from TalentBee

“Lauri has a very clear way of articulating his intuition and grounding it in both experience and data. What made the collaboration especially effective was that he openly shared his assumptions and thinking with us throughout the process. That allowed us to challenge ideas together, go deeper where needed, and continuously refine what ‘the right fit’ actually meant for Raxalle," says Linda from TalentBee.

Linda who worked closely with Lauri in this recruitment project also shares that:

"Over time, we built a strong level of trust and communication by genuinely wanting to understand the business – what challenges Lauri and his team at Raxalle needed to solve, what their scaling actually requires, and what kind of people help make that happen. At some point, to me, the collaboration started feeling less like an external recruitment project and more like being part of the Raxalle team. I learned a lot about the nuances of the construction industry, the realities of scaling a vertical SaaS company, and how those things directly impact what kind of talent will truly succeed there.”

Next steps already include:

• Hiring a product-focused role in spring 2026
• Expanding the team further as growth continues