Senior Recruiter - Nordics

About this role

About pplwise pplwise helps leading, fast-growing companies reach their growth goals. Our services include Recruiting as a Service and Executive Search, and we specialise in technology companies in their growth phases. We work with publicly listed companies such as Uber and Just Eat Takeaway, unicorns such as Clark, TIER and Taxfix, and many startups and scale-ups backed by top venture capital firms like Sequoia Capital, HV Capital and Cherry Ventures.

Founded in 2021, pplwise operates in more than 20 countries and has a team of over 40 Talent Partners who help ambitious tech companies through their growth stages. Senior Talent Partner Location: Remote, Nordics (Norway, Denmark, Sweden or Finland) Engagement: Full-time, Freelance, paid hourly The project You'll be embedded in the recruiting team of a fast-growing space-tech company, helping them build out their organisation in the Nordics.

You'll hire for the functions you know best: technical, go-to-market or general business roles. Getting started In your first two weeks, you'll check in daily with your pplwise lead and teammates. That way you'll quickly get comfortable working independently with pplwise's principles, frameworks and methods, and you'll get to know the team. Part of your onboarding happens with pplwise and part with the client. By the end of those two weeks, you'll have a solid grasp of the client's vision, strategy and culture.

You'll also know the goals of the teams and the roles you'll be hiring for. You'll have built relationships with the hiring managers and their teams, and you'll have put together a delivery forecast using the pplwise methodology. From there you'll take ownership of your roles, build pipelines and proactively share insights with key stakeholders so bottlenecks are spotted and dealt with early. What you'll do - Own the client's hiring goals end to end, in tech roles or in go-to-market and business roles.

- Source and engage candidates across the Nordic market, using your local network and market knowledge. - Manage stakeholders proactively, acting as a strategic partner who spots bottlenecks and solves them through clear communication and critical thinking. - Build and run hiring forecasts. Choose the right channels and strategies, with a clear sense of urgency and backward planning. - Use recruiting systems and data to drive decisions before and during each search.