One-time recruitment projects

Have an urgent recruitment need? Through a clear process, we can help you to multiply your chances of Finding the Right Person for a tech, sales, marketing or customer success role. But remember, ad hoc recruitment is a solution for one-time use only! Eventually we will encourage you to ditch risky ad hoc and go for strategic talent acquisition.

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How One-time Recruitment & Headhunting works?

1. Defining the right profile for your real business need

Everything starts with looking into your urgent hiring need, current situation, goals, business strategy and product roadmap. Ad hoc is always challenging and sometimes we encourage you to think outside the box & find an alternative way to get your hiring need fulfilled. Defining what you need is crucial and this is where we start – otherwise things will probably go wrong.

Read more about defining the right profile for your hiring need>>

2. Doing everything in our power to Find you The One!

Quickly piling up a long-list of random talents is relatively easy. Finding and hiring the right person for your key role isn't. That's why we take the task seriously and put the effort in. In our one-time recruitment package, we combine carefully chosen marketing tactics, hand-picking candidates for outreach, and running great recruitment processes to make it right.

How we are going to multiply your chances of Finding The Right Person for a key role>>

3. Helping you to make the best decision and succeed in the future

Out of the sourced & inbound candidates we help you to carry out a good process and make the best hiring decision. We ensure and help you to create a great experience of your company for every candidate. After the project, you will own the recruitment data (we will not keep it a secret from you). We'll share our insights for improvement and process optimization for you to succeed in the future, too.

How to succeed in hiring the right person?

What we do and what you do?


Your company

Challenge the role based on current market situation to make sure it's reality to find that kind of person
What kind of person you need to join your team
Create job ads & recruitment marketing materials
Share more about the role, company & goals
Sourcing & outreaching potential candidates. Create a good brand experience from the outreach.
Comment on the potential candidate list & give feedback on the process
Support you in validation of the candidate & selling your company.
Run the needed interviews & make hiring decision.

Teppo Kattilakoski

CEO & Founder

TalentBee helped us overcome a challenge of finding top talent in a competitive field. We wanted a personalized approach and didn't want to settle for bulk lists of candidates or copy-paste messages. TalentBee delivered with a value-add approach and found the perfect fit for our Backend-focused Fullstack Developer role. Working with an external partner was a cost-effective and flexible solution, as building an internal tech recruitment capability would also have taken time and money. We chose to invest in quality and were impressed with the results.

Jussi Alare

Co-Founder, Sales Director

In our fast-growing industry it is easier to close sales than to attract top talent. In order for us to grow, Devikone needs both with a synchronized timing: closing new customers and hiring new talent to work on the projects. That’s why we chose to focus on strengthening our employer brand. Creating the employer branding strategy with TalentBee was easy. Their competence was shown by the strength of their vision, which has surprised us. They are a young company, but the employer branding know-how and the quality of the outcomes have been top class.

Tiina Hahtovirta

Chief Human Resources Officer

"We chose TalentBee as an EB partner because they were a culture fit for us. Like us, they appreciate data-based decision making & ruthless prioritizing."

Ville Häkkinen

CTO & Co-Founder

“We launched our HeadQ in the spring of 2022. We were a team of 3 founders. Our customers started asking for new features and it was crucial to start working on them. We wanted to ensure customers stayed happy and to deliver the product. Being the CTO and the only technical person at HeadQ, my table became full quite quickly. At the same time, I needed to start building my recruitment pipeline to get ready to scale my team. I was in a situation where I needed to choose whether to use the time to hire and build the pipeline or develop the product. I decided to partner up with TalentBee on our recruitments and was delighted with their expertise in technical roles.”

Mikko Merikanto


“Talentbee’s understanding of SaaS business & focus on finding only SaaS talent helped us a lot during our cooperation. They really helped & challenged us to define the needed profile for our marketing team. The partnership was managed well & we are happy with the end results.”

Kai Virkki

CTO & Co-Founder

“We had just raised our 7,2 m€ seed round of funding and needed help with our recruitments. We worked together with Talentbee and we were extremely satisfied with the cooperation. We especially valued their understanding of SaaS businesses & their ability to challenge us in more technical roles in our DevOps team.”

Linda Skogberg-Lehtinen


“We have worked with several recruitment agencies before while scaling our sales team. It often felt like they were pushing candidates to us that maybe were not truly fitting, and that the goal was more to finish the project as soon as possible than to have our best in mind. I came across TalentBee, an agency specialized in SaaS businesses, and they seemed different. I decided to give them a chance and we started a cooperation. To this point they have challenged me on what kind of a sales person would be a good fit for us. They have challenged me on whether we are offering a good environment for sales people to succeed. They have brought new ideas to our own sales process as well as sales onboarding. And what is the most important thing, they have brought in some great candidates with perfect backgrounds for us. They are not just another recruitment agency – they truly care about scaling our business by helping us to attract and hire the right talent for our growth."

Otto Hilska

Founder & CEO, Swarmia

"At Swarmia we build a tool that help engineering teams to accelerate their growth. We raised Seed funding round of 8m€ and needed support on tech-recruitments and choose Talentbee to help us in these. They had clear process for profile definition and in the end it was really worth it. The list of potential candidates I got was a spot on. We have done most of our recruitments in-house so it was nice that someone was leading the process and saved time from me as a founder."

Pricing - select a service

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. Answer a few questions and get your price in seconds.

From 8000€ / recruitment
All plans include weekly ongoing actions:
Talent Acquisition strategy
Building Talent pipelines
Recruitment of needed candidates
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
Plans for every sized SaaS companies.
All plans include:
Employer Branding strategy
Employer Brand growth marketing activities
Dedicated Employer Branding Strategist
Optimizing actions continuously based on data


For companies bootstrapping / pre-seed.

€ 1490 /month
4 social media posts on personal SoMe profiles of founders / other key people.
4 social media posts on company channels
1 paid campaign of chosen content to increase visibility


For companies in seed / A round.

€ 3 900/month
4 social media posts on personal SoMe profiles of founders / other key people.
8–12 social media posts to chosen channels
2 paid campaigns of chosen content to increase visibility and drive traffic to career site content
2 blog posts or employee stories on career site & blog

Preparing for Hyper-Growth

For companies past B round.

from € 9 500/month
Tailored to your exact need.
Everything you need for hyper-growth.
Plans for every sized SaaS companies.
All plans include:
Employer Branding Specialist
100% happiness guarantee

One-time Recruitment & Headhunting

Includes everything you need to find the right person for your company.

from € 7600* / recruitment.

*Profile, seniority & your brand reputation affects the pricing.
Profile definition
Job ad
1 blog post to your career site
5 social media posts to company channels
5 post templates for posts on personal LinkedIn profiles
Paid ads campaign on 2 chosen SoMe channels
Sourcing and hand-picking candidates on LinkedIn
Multi-channel outreach to potential candidates
Interviews together with your team
Reference check
Job offer
Finding the best possible talent for you
Plans for every sized SaaS companies.
All plans include:
Employer Branding strategy
Employer Brand growth marketing activities
Dedicated Employer Branding Strategist
Optimizing actions continuously based on data

In-house recruiter

Full-time: € 11 200 /month
Part-time: € 5 800 /month
Full-cycle recruitment as part of your in-house recruitment team.
Sourcing, outreach, interviews & job offers
Building recruitment processes in a scalable way
Collecting data, analytics & market insights
Perfect for running 2-6 recruitment processes simultaneously
On-going contract with 2 month's notice period

In-house employer branding

Full-time: € 11 200 /month
Part-time: € 5 800 /month
Employer Brand Strategist as part of your in-house recruitment team.
Creating & updating your employer branding strategy
Content production to different channels
Collecting data & analytics regarding employer branding results
Planning employer branding based on the results.
On-going contract with 2 month's notice period

Interim TA Lead

Full-time: € 15 700 /month
Part-time: € 8 150 /month
Perfect for running your TA team and taking it to the next level
Setting up scalable processes for your recruitment & employer branding
Taking your recruitment from reactive to proactive
Collecting data & analytics to align your business goals with talent strategy
On-going contract with 2 month's notice period

FAQ - Frequently asked questions

When the project is invoiced?

50% when we start. 50% when the candidate has signed the contract.

Do you work on 100% success fee?

No. It would motivate us to fill the role to get our money. We want to make sure to do the best hiring decision for you. Read more about the topic here: Why success fee doesn't work?

What happens if we don't find a candidate?

To be honest this doesn't happen if we do things correctly. The only reason why you won't find a candidate is that demand & supply are misaligned. Basically this means that you are looking for something that isn't findable with your salary range / your employer brand.

We are always honest with you and tell you what you can expect to get. Market situation can also change and this affects what you can get.

But in the end if you are willing to adapt to market situation & what is realistic to your situation you will find an employee.

Is there a guarantee that the person will succeed?

No unless we really fuck up. Here's how the process of finding a person and them succeeding typically looks:

1) Defining the profile based on your need.

2) Finding candidates and validating the on the recruitment process.

3) Onboarding of the person.

4) Supporting the person on their job.

If there is a situation that person doesn't succeed it's typically never one thing going wrong but multiple things going wrong.

When we have a guarantee: If we fail to validate some information of the candidate that was defined on the profile.

In the end we never make recruitment decision on behalf of our customers. We support you making the best decision.