Amby

European VCs have less founder experience than their American counterparts. The good news is that the Nordic Founder and VC landscape is starting to change, and we are starting to see more ex-operators from high-growth companies, and founders entering the investor scene. In the latest episode of Venture Capital in Scandinavia, Esben A. Poulsen sat down with someone who has gone through this journey from Founder to Investor first hand. Neil S W Murray is the Founder of The Nordic Web - is a Solo GP Fund investing in early-stage Nordic founders & startups & backed by 100+ of Europe's most impressive entrepreneurs, investors & community builders. He’s also the previous Co-Founder and CEO of Playmaker (YCW21). • What is a “false” exit and is it something we should be celebrating? • Why Pre-Seed Funds tend to focus on the wrong metrics, and what they should be focusing on instead. • Can an Operator really become a successful Founder? How have Founder profiles has changed over the past decade? • Why we might see even more “exits” and shutdowns as we move into 2025, and what this could mean for the early-stage ecosystem. …and more! Take a listen or watch the episode using the links below 👇 🎧 Listen here: https://lnkd.in/d-mT4m24 📹 Watch here: https://lnkd.in/d3SEm2PE

Client Highlight: Hafslund 🤝 In late 2022, Hafslund onboarded a team of Amby consultant to help them tackle their hiring roadmap. Since then, we have made 140+ new hires across various locations, departments, and hiring teams 🚀 Some of these hires include Engineers, Tech Leads, Business Controllers, and Developers, among others. The transparent and welcoming culture of this collaboration has helped the Amby team achieve vast knowledge across the company - and most importantly, this dynamic ensures that candidates never feel like they are working with an external recruitment agency. We’re happy to have played a role in Hafslund’s growth so far, and are excited to continue helping them build world-class teams across the country 🌟 A big thank you to the Hafslund team and the Amby consultants on the team for making this partnership such a success! Hanne Hammer, Ola Sigurdslid, Peder Apall-Olsen 💚 Read more about Hafslund in the comments 👇

We had an amazing time learning, mingling, and reflecting at Rekrutteringsdagen 2025 yesterday 🚀 Renewing your perspectives on how to attract, develop and retain the right people is critical to the success of your organization. And HR Norge did a brilliant job bringing attention to what’s changing right now by diving into three main areas: • How to ensure that technology strengthens human potential rather than replacing it? • How do we build a strong employer profile that actually attracts the right candidates? • How to ensure that recruitment is not only effective, but also diverse and inclusive? The topics and speakers were fantastic, but the highlight of these events is always the people we meet. Sharing experiences and perspectives on these topics is invaluable, and we’re already looking forward to the next one 👋

We're beyond excited to announce that we're partnering with Fairsight 🎉 There's nothing we're more passionate about than finding the perfect match between the clients we work with and the candidates we bring into our recruitment processes. And working with an assessment partner like Fairsight helps us identify high performers by providing the opportunity for all job applicants to demonstrate their skills and talents. Fairsight stands behind the fact that an inclusive and accessible approach to assessment is a key component to making hiring truly fair - and we couldn't agree more 💚 We're so excited to see this partnership take form, and having Lasse Hønsen at our HQ for an in-person training session is the cherry on top 🍒 Kristine Angeltvedt Camilla Brustuen Peder Apall-Olsen Celine Strømberg Killi Maren Wroldsen Vestøl Ingrid Thingelstad

Good things come to those who wait 🤌 But in all seriousness, it's easy to focus only on immediate needs in recruitment. Especially when you have strict deadlines and needed to hire that unicorn Engineering Manager yesterday. But every interaction with a candidate - whether they move forward with your recruitment process or not - shapes your reputation and the perception of your company. A candidate who wasn’t interested a year ago, or wasn’t the right fit might gain new skills, take on leadership roles, or return with fresh experience that makes them a perfect match later. If they remember a positive, respectful experience, they’ll be far more likely to consider your company again (or refer someone who will!). The talent market is a revolving door, and you never know who might walk back through it. 🚪

The newsletter is back 🚀 To kick off the year right, we’re bringing you the latest on how to actually hire AI talent, data on discrimination in the Norwegian job market, and the latest on the Great Tech Job Migration. Click the link to read it right here on LinkedIn ☕

Espen Skorstad and Lasse Hønsen are the brains behind the assessment platform Fairsight. And they’re also our first guests for Season 3 of The Ramp! From the introduction of a “pause” function to the role of AI in assessment, this episode is packed with reflections, criticisms, and hopes for the future of assessment. In this episode, you can expect to hear more about 👇 • What is the relationship between job complexity and the need for assessment? • Are validity and predictability as straight-forward as we thought? • What are the biggest weaknesses of personality and ability testing in the market today? •How easy and common is it to “cheat” on assessment platforms? …and a whole lot more. 🎧 Listen to S3E01: https://lnkd.in/dtWFKM_e 📺 Watch S3E01: https://lnkd.in/dZFM_hqd — But that’s not all! This recording was too good to throw away the outtakes. So we put together another mini-episode, where Espen and Lasse give you a behind-the-scenes look at building Fairsight. 🎧 Listen to Building Fairsight: https://lnkd.in/dUTv-UXQ 📺 Watch Building Fairsight: https://lnkd.in/dsFUuGce

Klarna’s “buy now, pay later” payment solution has taken the FinTech industry by storm - but that’s not the only thing that’s keeping them in the spotlight. In 2022, the company reduced around 10% of its workforce due to economic uncertainty. And in 2024, Klarna announced it will replace another 10% of its workforce with AI. In addition to the layoffs, Klarna imposed a hiring freeze on all positions except engineers - with a goal of using natural attrition rather than lay-offs to shrink its workforce. While company’s approach to AI and layoffs has sparked plenty of discussions, we wanted to dig deeper into where exactly ex-Klarna talent ended up. Because as one of the fastest-growing companies in the Nordics, ex-Klarna talent has a lot to bring to the table whatever their next career move might be. Stay tuned for the release of our next edition of Talent Flows - The Klarna Edition.

What’s in and what’s out for recruitment in 2025? We sat down with Victor Jacobsen to get his take based on what he’s seeing in the market. 👉 What’s in: Flexibility, AI, Skill-based Hiring ❌ What’s out: One-size-fits-all recruitment processes, not being transparent, and generic job descriptions What else do you think should be left behind in 2024? And what should we focus more on in 2025? 🤔

AI isn’t new - but the way companies are thinking about how AI fits into their overall is. Everyone from AI-native startups to multinational logistics companies are scrambling to figure out what talent they need to stay ahead of the curve. As a recruitment company focused on tech talent, we’ve been at the center of this shift. Which is why our latest article distills some of our learning down to help you and your team navigate the AI talent landscape. In the article, we answer out some of the following questions 👇 Who is hiring AI talent right now? What common job titles and skillsets can you expect to see in the sourcing process? How do you carry out a technical assessment? What misconceptions do people have about profiles, backgrounds, and salaries? Click the link to learn more 💭 https://lnkd.in/dzHg4nfa