NL Acoustics: Finding and recruiting international professionals already living in Finland

How can we turn the international professionals already living in Finland into enablers of business growth? What kind of recruitment expertise, networks, or tools are needed to find and engage them?

International recruitment is a hot topic both in companies and in broader societal discussions. Often, the term refers to hiring talent from outside Finland’s borders, but many international professionals can be recruited right here in Finland. Each year, around 20,000 foreign nationals study in Finland, and approximately 3,000 of them graduate annually. Within this educated, international group lies untapped potential to help bridge Finland’s skills gap and drive the growth of Finnish companies.

Recruiting employees for international sales roles

NL Acoustics is a Finnish technology growth company founded in 2015 and based in Helsinki. The company provides easy-to-use acoustic cameras for predictive maintenance — for detecting faults, saving energy and costs, and diagnosing power grid issues. Over 95% of NL Acoustics’ revenue comes from industrial and energy sector clients outside Finland.

Between 2021 and 2022, NL Acoustics experienced rapid growth. Anna Nykänen, Global Partner Sales Director, was tasked with building an international sales team focusing on reseller customers to support and secure this growth. Area Sales Managers were sought for four key regions: the Middle East and Africa, Southeast Asia, Eastern Europe and the Nordics, and Latin America. From the start, it was clear that, due to the international nature of the role, professionals already living in Finland with international backgrounds would be the key target group.

Reaching, identifying, and recruiting international talent requires specialized expertise. StaffPoint Professionals had the right experience, extensive networks, and a proven track record in similar international recruitments, making them a natural partner for NL Acoustics.

Engaging passive candidates

In NL Acoustics’ recruitment project, some regions attracted a large number of applicants, while others required more creative sourcing. When the candidate pool is limited, leveraging international networks and reaching out to passive candidates becomes essential.

Finding suitable passive candidates requires skilled research work. In this phase, recruitment tools are used for outreach, engagement, and assessing both competence and motivation.

For NL Acoustics, key strengths among potential candidates included knowledge of target regions, language skills, and valuable international networks and contacts.

“When you find the right candidate, it’s crucial to identify what motivates them and to present the client company attractively yet realistically,” says recruitment consultant Viivi Airu, who managed the project.

How the right talent was found?

Experience, quality research, mastery of recruitment tools, and accurate competence assessment are essential in challenging recruitment projects. In a professional recruitment organization, structured processes also support the team in achieving high-quality results.

In the NL Acoustics case, success was built on strong communication, careful planning, and a professional process. Every stage, from defining key competencies to selecting recruitment channels and final interviews, was clearly outlined.

However, even the best processes rely on the recruiter’s expertise. “When the number of applicants is limited, recruiters must combine existing information with insights from interviews and, if needed, validate this understanding with assessments,” Airu adds.

With a strong recruitment strategy and skilled consultants, StaffPoint Professionals successfully found new team members for NL Acoustics. The company was highly satisfied with the smooth process, quality of candidates, and proactive communication throughout. The seamless collaboration between NL Acoustics and StaffPoint Professionals ensured the project’s success.

Recruiting international professionals supports business growth

Hiring international professionals already living in Finland supports business growth by bringing diverse experience and perspectives. For NL Acoustics, these hires also enhanced the company’s attractiveness among Finnish candidates interested in working in multicultural, global teams.

Today’s global market requires companies to think internationally. “We believe that companies with international diversity will perform better,” summarizes NL Acoustics’ HR Manager.

Nina Antink, International Accounts Director at StaffPoint Professionals, also encourages companies to hire international talent.

“Our experience shows that companies hiring international professionals are less affected by the talent shortage and have higher credibility in attracting more skilled employees. Their global networks strengthen, international business capabilities grow, and innovation gets a real boost,” says Antink.

Can we help?

International professionals enhance an organization’s competitiveness and appeal, but how do you find the right ones?

At StaffPoint Professionals, we help companies identify and attract the best candidates for both challenging and fast-paced recruitment needs. Our experienced team combines strong industry knowledge, deep role understanding, and continuously evolving tools and networks.

Through our work, we actively promote labor-based immigration, diversity, and our clients’ ability to recruit beyond Finnish or Swedish-speaking candidates.

Would you like to discuss recruitment solutions?