Hiring the next generation of high-performing technology talent across Norway, Sweden and Germany. Our considered, consultative approach is focused on providing an exceptional service while building long-term, trusted relationships with candidates and clients.
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2 Years of Charlie Dell! 💙
Over the past two years, Charlie has become a huge part of the team, building some brilliant relationships across the Nordic market and making a great impact along the way. 🚀
It’s been amazing watching his journey so far, and we’re looking forward to seeing what year three brings!👏
September Rundown 🍂
September has been a busy one at iFindTech and a great month for the team.
🏆 Owen took Consultant of the Month, alongside celebrating 5 years with iFindTech.
🎉 Lucy hit an incredible 6 years with us, while Ellis celebrated 2 years with the team.
🍻 Our incentive winners enjoyed a well earned afternoon out, and the Friday pub trips have continued to make an appearance.
💻 Programmers’ Day landed in September, giving us a chance to recognise the developers and engineers at the heart of the tech industry we work with every day.
📈 Most importantly, the financial year has started strongly. Plenty of new roles, conversations, interviews and placements already moving in the right direction.
And you know summer is officially over when the office aircon finally starts being left OFF.
Plenty happening. Plenty more to come.
On to October. 🚀
iFindTech SeptemberRundown TechRecruitment TeamCulture Recruitment Technology
Something we’ve seen happen more than once.
We start a search with a very specific technical brief.
The client knows exactly what they want.
Specific language.
Specific framework.
Specific cloud.
Specific background.
Then we introduce someone who doesn’t tick every box.
But they understand the engineering problem better than almost anyone else we’ve spoken to.
The interview happens.
An hour later, the conversation has completely changed.
Instead of:
“Do they have enough experience with X?”
it becomes:
“How quickly can we get them back in?”
Those placements are always a good reminder that a job description is a starting point.
Particularly at senior level, you’re rarely hiring a collection of technologies.
You’re hiring someone’s judgement, experience and ability to solve problems the company probably hasn’t encountered yet.
Sometimes the right candidate doesn’t match the brief.
They improve it.
Happy Birthday, Ellis Sullivan! 🎂
What better way to spend your day than off work on a Friday! 🍻
Wishing you a very Happy Birthday from everyone at iFind. Hope you have a brilliant day and make the most of the long weekend! 🥳💙
“AI Engineer” might currently be one of the least useful job titles in tech recruitment.
Two candidates can both have AI Engineer on their CV and be doing completely different jobs.
→ One trains and fine-tunes models using Python, PyTorch and ML infrastructure.
→ Another builds production AI with RAG, LLMs, evaluation and agents.
→ Another is a strong software engineer focused on integrating LLMs into products.
→ And another has simply built a few AI API integrations.
They aren’t interchangeable.
We’re seeing more AI hiring across Sweden and Norway, but the first question we increasingly want companies to answer is:
What do you actually need this person to build?
Once you understand that, the profile normally becomes much clearer.
AI hiring is noisy enough already.
A precise technical brief cuts through a lot of it.
We’re hiring a Chief Technology Officer in Stockholm
A chance to take ownership of the full technology function at a fast-growing, profitable European fintech and have real influence over both technology and the wider business.
If you’ve scaled technology within fintech, lending or payments and are ready for your next challenge, we’d like to hear from you.
📍 Stockholm – Onsite
📩 owen.butler@ifindtech.com
Hiring software engineers in Sweden and Norway at the same time teaches you pretty quickly that they aren’t one single “Nordic talent market”.
Stockholm has a huge product and startup ecosystem, particularly across fintech, SaaS, gaming and consumer technology.
Oslo has its own strengths, with a lot of interesting engineering sitting across energy, industrial technology, marketplaces, finance, public infrastructure and increasingly AI.
Then you get into compensation.
A salary that gets someone’s attention in Stockholm doesn’t necessarily have the same impact in Oslo.
Add language requirements and the talent pool can change dramatically again.
Then there’s relocation.
Stockholm to Oslo might look like a relatively straightforward move on a map, but someone moving country still has a partner, children, housing, tax considerations and a life they’ve built around them.
The mistake is assuming Sweden and Norway operate as one single hiring market.
It isn’t.
The companies that hire well understand the small differences between each market.
Those small differences often determine whether a candidate says yes or no.
One thing we’ve learnt from recruiting software engineers across Sweden and Norway:
Some of the best candidates are surprisingly difficult to find.
Their LinkedIn profile might say:
“Software Engineer”
That’s it.
No 25 technologies listed. No “React, TypeScript, Node, AWS or Kubernetes” headline. Sometimes their profile hasn’t been updated in three years.
But dig a little deeper and you find someone who has spent the last five years designing distributed systems, working with Kafka at serious scale, deploying to Kubernetes and making architectural decisions that affect millions of users.
A keyword search can easily miss them.
It’s why we’ve never thought good technical recruitment is about finding the CV with the most matching words.
You need to understand the companies they’ve worked for, the products they’ve built, what their team actually owned and the level they were operating at.
Sometimes the strongest candidate in a search is the one who looks least obvious on paper.
We see this constantly across Sweden and Norway.
If you’re struggling to find a particular engineering profile, there’s a good chance the talent exists. You might just be searching for it in the wrong way.
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They haven’t applied anywhere.
They haven’t changed their LinkedIn status.
They aren’t replying to 15 recruiters a day.
Sometimes we’ve known them for two, three or five years.
We know what would make them consider moving, which companies they’ve previously liked, what salary would get their attention and, importantly, what definitely wouldn’t.
Then the right opportunity appears.
That’s when a conversation makes sense.
For us, that’s one of the biggest differences between recruitment and simply filling vacancies.
If you start building your candidate network on the day a client gives you a role, you’re already late.
The best searches often start years before the vacancy exists.