Building Talent Pipelines
Hiring problems threatening your business goals? The struggle is real if you're planning to grow your headcount with more than 5 new colleagues yearly in a competitive talent market. With a clear process, we take care of your weekly employer brand growth & recruitment actions.
How Building Talent Pipelines works?
1. Talent Strategy set up for success
Everything starts with taking a look into your business strategy, ARR goals, SaaS product roadmap, future hiring needs, already existing hiring processes, culture and employee experiences. Based on this knowledge our team sets up a practical talent acquisition strategy – including employer brand growth marketing and recruiting.
2. Creating a roadmap to your sustainable hiring success
A clear plan will lead the weekly actions of getting you where you need to be – ensuring the hiring success for your business growth. We will only recommend and run actions that are cost-efficient, scalable, and bring you flexibility and results. The results can be seen in the long term as better recruitment success, retention, a growing good employer reputation & brand, lower acquisition costs and a better time to hire.
3. Running the weekly talent acquisition processes for you
We run your weekly talent acquisition and employer branding processes according to the roadmap as a whole, or collaborating as a part of your team. On top of that, we measure success, observe, optimize, test new approaches, make continuous improvement and guide you to sustainable results.
What we do and what you do?
TalentBee
Your company
Niki Saukolin
We found a Head of Sales for Sitedrive within 40 days in collaboration with TalentBee. The candidate quality was very high. There were more and more candidates coming in during the process all the time. Our biggest trouble with TalentBee was that there were so many good candidates to choose from.
Elina Turunen
As a marketing professional responsible for brand development and all marketing and communications, I realized that I needed more resources to achieve our employer brand building goals, so we started collaborating with TalentBee. Together with our tech recruiters, we have been delighted with the open communication between our teams. Nea from TalentBee keeps us informed weekly. We appreciate TalentBee's transparency and feedback culture, and as someone who values frequent feedback, too, it has been a positive experience working with TalentBee. Overall, I am satisfied with our collaboration and results achieved.
Teppo Kattilakoski
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
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
"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
“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
“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
"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
One-time Recruitment & Headhunting
*Profile, seniority & your brand reputation affects the pricing.
FAQ - Frequently asked questions
Do I have to commit to yearly contract?
No. All of your contracts are ongoing contracts with 3-months notice period.
Why not go for success fee based pricing in recruitment?
Success fee based recruitment partnerships aim for quick wins that do not benefit your brand in any way. We always build your employer brand with growth marketing tactics to create long-term value, too. Read more>>
What if we don't need to hire every month?
Not every month will look the same in your hiring plans. Taking your talent acquisition to a strategic level means that we commit to your long-term growth goals and work for them every week anyway. Even when you're not actively hiring, we work on building your employer brand and talent pipelines. This way everything is set up when you need to hire!
What is included in Talent Acquisition as a Service?
Talent Acquisition as a Service with TalentBee includes both employer branding and recruitment with a monthly subscription model. It means that we commit to your yearly headcount growth targets and run your weekly talent acquisition actions to get you there.
