CS
Sales
Tech
Wellmo – Building the core team for a SaaS company in the digital health industry
Jaakko Olkkonen
CEO & Founder
"Sometimes when you buy a service you don’t get what is promised. With TalentBee we have got exactly what we were promised during our buying process."
Project summary
Wellmo is building a "Platform for digital health services" and they have found the product-market-fit for their product. This means scaling their team, ramping up their revenue from 2M€ to 10M€ and strengthening the core team. To achieve this, they decided to partner up with TalentBee.
As Wellmo is still a small team they didn’t have a specified person running their talent acquisition or HR. It was mainly their CEO Jaakko Olkkonen and their Head of Customer Success, Henrika Serén-Johansson handling these things on top of their actual work.
They reached out to TalentBee in the spring of 2024 and wanted to focus on the following things:
✅ Build a recruitment and employer branding strategy
✅ Building and strengthening the core team at Wellmo. Starting with hiring 4 key people to their team before the summer of 2024.
✅ Start building their employer brand and recruitment function and be prepared for the next growth stage of the company
✅ Retention of current people and how to hire people who will stay and perform at Wellmo
Wellmo has used a lot of outside help in customer success and product development and now they want to build an in-house team for roles such as:
✅ Business Developer
✅ DevOps Engineer
✅ Lead Frontend Developer
✅ Customer Success Manager
Starting the cooperation and building the core team
Wellmo started the cooperation with TalentBee’s Talent Acquisition as a service model which means that they have a team consisting of:
- Recruiter taking care of GTM and Tech recruitment and the recruitment function.
- Employer Branding Strategist taking care of the employer branding side and recruitment marketing
Here are some examples of what we have done together in the first months.
#1 Recruitment boosted with recruitment marketing focused on the critical hiring roles
First, we kickstarted our cooperation with critical hiring roles: Business Developer & DevOps Engineer.
We identified Wellmo’s main focus as hiring a Business Developer to ensure their growth goals of scaling the company and grow their annual revenue rate from 2M€ to 10M€. In addition, they needed a DevOps Engineer who could take full responsibility of their DevOps practices and area.
To help Wellmo achieve their recruitment goals, we started with kickoff meetings for both roles. In this meeting, we clearly defined the role, the needs, and what makes it unique. This groundwork helped us write effective job advertisements for both roles. We focused the ad on showing potential candidates what kind of career and growth opportunities they will get.
Hired Head of Growth & Head of Business Development – time-to-hire of 7 weeks
Through a well-crafted job advertisement, effective recruitment marketing, and the connections of the Talentbee team, we managed to attract highly qualified applicants and suitable talents. As a result, minimal headhunting was needed. We conducted:
- intro discussions with 11 candidates,
- of whom 6 progressed to the next round.
- Ultimately, 3 candidates reached the final stage of the selection process with us.
- After 7 weeks we hired 2 candidates instead of one!
During the recruitment process, our Talent Acquisition Specialist, Linda, looked after both the candidates and the hiring managers. She led conversations, ensuring everyone felt heard and that the process went smoothly.
For example, one candidate was hesitant about changing jobs, but Linda brainstormed with them and presented the career opportunity at Wellmo in the most informative way possible. Thanks to her cooperative approach, even with Wellmo's lesser-known employer brand, we successfully hired this top-notch professional.
At the time of writing, we have signed a job contract with our new DevOps Engineer and CSM candidates and are in final discussions with potential candidates for Lead Frontend Developer positions.
Job ad for Business Developer & DevOps Engineer:
Once the job ad was ready, we created a 3-week organic recruitment marketing campaign to promote that and reach potential candidates for both roles. We utilized Wellmo’s LinkedIn company and the personal LinkedIn profile of Wellmo's CEO, Jaakko, to reach a wide network of potential candidates. The post performed very well and led to discussions with a few promising candidates on the Business Developer role who were interested in joining Wellmo.
Post from Jaakko’s personal LinkedIn profile:
Posts from Wellmo’s company LinkedIn page to Business Developer role:
Posts for Wellmo’s company page for DevOps role:
In addition to the organic recruitment marketing, we built a 3-week paid advertisement campaign on LinkedIn for the DevOps Engineer role as the target audience was harder to reach. The role had certain criterias that needed to be met, most specifically about seniority. The used budget was 300€ and here are some results:
- 5,5K impressions with a 1,78 % click-through-rate
- We got 98 users to the career page in total which is a good result considering that we targeted only senior people who are in demand.
- Based on the demographic report the targeting was successful and we reached senior DevOps developers as planned.
#2 Employer branding to find Wellmo’s strengths as an employer and to build internal employer brand ownership
In addition to the recruitment, our Employer Branding Strategist Nea started to work on Wellmo’s employer brand. We identified that there were two goals:
1) To build an internal employer brand and employer brand ownership to the current team
2) To grow external awareness about Wellmo as an employer in the job market.
To start with, we held an employer branding workshop with Wellmo’s current team. In the workshops, we aimed to find Wellmo’s strengths as an employer. What do the team members most like about their job? What kind of problems are they solving in their everyday life? How does each one of them contribute to Wellmo’s mission?
We also held in-depth interviews focused on the company goals, culture, HR and the team member experiences. This was to get as much information and deepr understanding of how do we position Wellmo and what their strengths are as an employer.
As a result, we will be drafting an Employer Branding Playbook and a consistent content plan that will be contributing to building the brand about Wellmo that is true, highlights their strengths and positions them in the job market in the eyes of their desired candidates.
We conducted the first blog posts to their career page to support the recruitments but also to act as cornerstone content for their career page that will be updated in the future!
👉Check out Wellmo’s founding story and what their software developers think about building a platform transforming digital health.
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From 6500€/month
Talent Acquisition
as a Service (Most popular)
Strategic talent pipeline development, creative employer brand campaigns, and embedded recruitment - all in one.
-> Includes embedded recruiter & employer branding professional
-> On-going contract with 2 months notice period
From 3150€/month
Employer Branding as a service
Employer brand strategy & creative employer brand campaigns run to you every month.
-> Increase the number of high-quality application
-> Decrease money used for headhunting agencis
From 3150€/month
Recruitment
as a Service
Embedded recruitment directly as part of your team - focus on hiring high number of Tech or GTM roles
-> Full-cycle recruitment or sourcing based on your need
-> Achieve your short term hiring needs
From 10 000 €/project
Headhunting projects for key roles
We combine headhunting and recruitment marketing to fill your key roles in tech & GTM teams
-> Tech & GTM roles like SDR, AE, Developers, Engineers
-> C-level searches like CEO, CMO, COO, CFO
From 6500€ / month
Combine Recruitment & Employer Branding
Hiring needs are always different. You get our full service package with an easy, ongoing monthly subscription tailored for your needs. Plans go from 6500€ to 20 000€ / month.
Book a strategy call ->All plans include weekly ongoing actions:
Talent Acquisition strategy
Recruitment of Tech & GTM roles
Building Talent Pipelines
Building Employer Brand through multiple channels
Paid advertising for EB & job ads
Running the needed interviews
Unlimited profile definitions & job ads
Sourcing & outreach to candidates
Creating awesome candidate experience
Testimonials for this service:
Joni Vähämäki
CTO & Co-founder
“TalentBee’s team really gets us. They join our Slack channels, they know our culture, and they always help define roles together with us from the start. Candidates now often mention specific posts or stories they’ve read before applying, so it’s much easier for them to understand what Valo Motion does and what kind of company we are even before the interviews. And when TalentBee runs the process, candidates always feel informed and engaged. It saves us time and lets us focus on the business itself. Why would we stop when it’s working so well? We’re still growing, and TalentBee is part of that journey.”
See case studies ->packages or pricing?
Employer Branding as a Service
Employer Branding strategy
Employer Brand growth marketing activities
Dedicated Employer Branding Strategist
Optimizing actions continuously based on data
from € 3500* / month
Employer Branding
as a Service
Includes everything you need to take your employer brand to the next level
Book a free employer branding audit -->*Employer branding packages goes everything from 3500€ to 15 000€ / month depending on your exact goals with employer branding
Employer branding packages include:
Employer branding strategist running your employer branding activities on weekly sprint-model
Building or updating your employer branding strategy
Employee interviews
Topics & themes to your employer branding
Execution of your employer branding activities including all content production in different channels
Measurement and refinement of your employer branding
Testimonials for this service:
Anni Uimonen
COO
“In autumn 2025, we were in a phase where we were strategically scaling our presence in the Norwegian market, building on the traction we had already gained. For us, this meant focusing on building the right local go-to-market team. That’s where TalentBee played a critical role. They helped us find exactly the kind of people we were looking for for our first Account Executive and Customer Success roles, while also shaping what the right profiles look like in a new market. What’s been especially valuable is how closely go-to-market and employer branding have been connected throughout the process – they go hand in hand. And when my time resources are limited, having a partner I can fully trust makes a huge difference. TalentBee has taken real ownership, which has made my day-to-day much easier.”
See case study ->packages or pricing?
Recruitment as a service
from € 3500* / month
Recruitment as a service for GTM & Tech roles
Includes everything you need in your recruitment to find the right persons for your company.
Book a free strategy call -->*You get our full service package with an easy, ongoing monthly subscription tailored for your needs. Plans go from 3500€ to 20 000€ / month depending on your hiring needs.
This plan includes
Recruitment strategy (if you need one)
Recruitment of Tech & GTM roles
Unlimited profile definitions & job ads
Sourcing & outreach to candidates using our own outreach-framework
Running the needed interviews
Creating awesome candidate experience
Reference checks
Job offers with our growth plan framework
Finding the best possible talent for you
Testimonials for this service:
Lauri Sulanto
CEO & Co-founder
"We had already reached a point where the product was working well in the market and the customer base was around 100 and growing. At the same time, sales still required a lot of founder involvement, and recruitment was taking a lot of my own time alongside running the company. We needed to build a sales function that works without founders being involved in every deal, while also increasing development capacity as product demand and roadmap pressure kept growing. What worked well with TalentBee was that the process was very practical and straightforward. We aligned early on what kind of people fit Raxalle and what we actually expect from hires beyond just CVs or technical skills. TalentBee handled sourcing, headhunting, screening and process coordination, which removed a lot of operational work from my table. Communication stayed clear throughout the process. We ended up hiring both a Sales Manager and a Senior Developer, and both have been good fits. Sales dependency on founders has decreased, and development capacity improved immediately. The collaboration also helped us clarify our own hiring thinking and culture as we continue scaling the company."
See case study ->packages or pricing?
from € 7500* / recruitment
Headhunting projects for Tech, GTM & Leadership roles
Includes everything you need to find the right person for your company.
Book a free profile definition call ->*Profile, seniority, number of roles & your brand reputation affects the pricing. Typically projects goes anything from 7500€ to 20 000€ per project.
This plan includes
Profile definition based on your need & market insights
Recruitment marketing such as social media posts, paid campaigns, job ad
Sourcing and hand-picking candidates from multiple sources like LinkedIn
Multi-channel outreach to potential candidates using text and videos
Candidate communication & creating a world-class candidate experience
Interviews together with your team
Reference check
Job offer
Finding the best possible talent for you
Testimonials for this service:
Mika Nieminen
SVP, IT & Digitalization
"We initially partnered with TalentBee because we needed help finding a very specific profile that combined software expertise, business understanding, and ownership. What stood out was how deeply they invested in understanding our business situation, goals, and the strategic purpose of the role before starting the search. The collaboration was structured, transparent, and easy throughout the process. We received high-quality candidates, support for decision-making, and insights about the market. Most importantly, the process helped us clarify what we actually needed as a business and set a stronger foundation for future recruitment projects as well."
See case study ->packages or pricing?
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