We have defined some key questions that job-seekers usually have about the companies. Such as the size of the team, the amount of investment, annual revenue, etc.
You can quickly fill in some additional fields to give additional context about your business.
Here’s how the facts about your company will look in the MeetFrank app:
4. Tell more about your product
The top talent wants to make an impact and work on purposeful projects.
Telling people about your product and what’s cool about it helps to get them excited about working with you.
We recommend mentioning the following things:
What product/service are you building?
What is your product’s main benefit to its users?
Why is it exciting to work on the project?
5. Boast about your office perks
Who wouldn’t want to work in a company with flexible working hours, snacks in the kitchen, extra vacation days and free gym membership?
You can list all the cool perks about working in your team.
Here’s a list of all the benefits that can be mentioned:
⏳ Flexible working hours 🌎 Remote work 🎡 Team events ☕ Free coffee 🍪 Free food 🚗 Free parking 🌴 Extra vacation 🏖️ Company retreats 💰 Tuition assistance 💪 Gym membership 👶 Free day-care 🦄 Stock options 👩⚕️ Health insurance 👩🎓 Student loan assistance
The more perks you can list, the higher the chance that people will get excited about working with you.
6. Showcase the media coverage
One company profile section we’re especially happy with is the media coverage sharing. You can link to other publications’ articles of your brand.
We recommend adding between 2-4 links of media coverage.
Tip: You can also use this section to link to your own blog articles.
7. Link to your social media profiles
Last not least, you can link to all of your company’s social media profiles. Only add the ones that are up to date and look great.
8. Use the MeetFrank job offers as a Careers page
Once you have filled in your company profile, hit the “publish” button and you’re all set.
If you put a decent amount of effort into your MeetFrank employer profile, you can use your MeetFrank job offers instead of a Careers page. After all, it has a professional layout and lists all the relevant information a job-seeker might have.
To publicly share your MeetFrank company profile, publish a job offer through MeetFrank and copy its link.
Et voila! You’ve got yourself a job offer 2.0 with high-quality images, lots of context and all social media profiles included.
MeetFrank is not a traditional job board, which means that you can create and target your job opening quickly and delightfully. Your company can also highlight it’s culture through the personalised job description, images and social media links.
Without further ado, let’s see how you can create a perfectly targeted job offer in seven simple steps.
Step 1: Define the target audience for your new opening
To reduce your recruiting workload, MeetFrank helps you to target the job offer to the relevant audience. The powerful AI-based algorithm actively invites the most suitable candidates to apply, even if they are not looking for a job. Yes, you might be surprised how many top talents are passive in the job market.
All you have to do is to start with picking the employment type, speciality, and seniority for your upcoming job offer: – Choose between Full-time, Part-time, Project/Freelance, and Internship type of employment. – Select the speciality from 19 options, like Sales & Business Development or Customer Support. – Add suitable seniorities from Entry level to Executive.
Your job opening will be compiled automatically based on the bits of information that you select. Or if you are in a hurry, simply send us the job opening link, and we will set up the vacancy ourselves.
Step 2: Choose a clear and attractive job title
Clear and familiar job title leaves a favourable first impression to the potential candidate. For example, a salesperson already has an understanding of what are the responsibilities of a Head of Sales.
Adding some context to the job title helps to attract the best candidates. In case you need a Head of Sales to work with B2B clients worldwide, you might title your job as Global B2B Head of Sales. If you are looking to fill a technical position, you might mention a few required programming languages.
Pro tip: On MeetFrank, the job titles written in English tend to work the best, as the platform has a global talent pool.
Step 3: Pick the required skill set
Choose up to six skills that the ideal candidate should have from the pre-selected list of options. You can also add requirements for language and industry experience.
If there is one skill that the candidate possibly could not do without, select it as a “Must Have”. This option informs our algorithm to search only for the fitting candidates.
Step 4: Use the potential reach for your advantage
As you create your job opening, you will see the potential reach change in real-time. After your every move, our algorithm evaluates how many people might be interested in and qualified for your job offer.
How to use this number to your advantage? If the potential reach is very high, then you might spend more time filtering out the candidates who are not well-suited for the job. The solution is to add a few additional requirements.
If the potential reach is low, then you might not find enough qualified candidates to fill the position. Consider loosening the requirements to attract more applicants. With a little help, you’ll quickly find the perfect reach that suits your needs.
Step 5: Pick the target location and salary range
You can select up to five cities where you would want to look for talent. To further broaden the talent pool, consider choosing either option for remote work or target your job offer globally. We believe that talent is borderless, so this could give you up to 5x more candidates.
Also, specify the gross salary range you’re willing to pay. If you are ready to offer the candidate a higher salary than their current employer, choose the pay increase option as well.
Pro tip: Check Job Market Insights by MeetFrank to find out in real-time what salaries the job seekers expect and how competitive is the market for talent.
Step 6: Write a Job Description
In the job description, give an overview of the duties in the role. You may also expand on the requirements for the candidates.
A welcoming job description is crucial to get the potential candidate interested, so this is the ideal place to really be personal and display the tone of your company. End the message with a clear call-to-action to encourage candidates to submit their application.
Step 7: Publish the offer!
Good luck with your hire! Now we will take over and make sure to boost your job opening with direct notifications to relevant candidates. You just sit back and relax.
Event-tech start-up Brella is doing so well that they need to hire new talents to keep up with the demand. In the middle of a global pandemic.
How did they manage to capture the newfound opportunity in hybrid and virtual events? As it often is the case, the secret is in the company culture. To find out more, we interviewed Hanna Kontinen, Brella’s Head of Talent & Culture.
In the wide-ranging conversation, we go deep into Brella’s humble approach to developing diversity and inclusion. But also, inside look into the state of the event industry, how to recruit A-players and tips to people starting out in the tech sector.
Brella is one of the leading event networking platforms in the world. This year, however, has not been business as usual for the event industry. So my first question would be simple: how is Brella doing right now?
Better than ever. 🙂 The industry was pretty much in a state of shock in March, but our company was in a better position to cater to virtual environments than many others.
We were fortunate enough to have a quick turnaround in production and thus gain quite aggressive traction within the virtual event space. The bottle-neck was actually handling the volume of interest coming our way, thus we’re now in need of new hires.
What did you learn as a company this year while tackling all of the challenges?
I think we’ve learned a lot about our capability to make an impact whilst working together as a team. The company hadn’t had to face as significant hardship before, so this one really brought the team together. The crisis took a measure of our culture, processes and ability to be agile, all of which thankfully have been important topics for us over the past few years.
Our most significant learning was that we need to continue to cherish and invest in our people and culture, as it is the only reason we’re doing so well at the moment.
The growing amount of evidence suggests that we will be in this partly closed economy for a while, maybe even for the next few years. This means a lot of soul-searching for the event industry, as there is a need for new virtual and hybrid event concepts. How do you see the future of the industry at Brella?
We can already see from the industry research and movement that at least hybrid event experiences are here to stay. Large conferences are on a pause for at least a couple of years, global attendee gatherings maybe even more.
We as people will still be drawn to F2F experiences in the future, and the live elements of events are coming back. However, there is a lot of innovation that needs to happen meanwhile. Attendees and event sponsors will become more accustomed to the new virtual offerings, thus demanding a different set of expectations from the organizers. How the event organizers can adapt to those requirements and create a business out of it is the real challenge.
You recently started hiring again for quite a few roles. And with that, you have renewed your focus on building a diverse and inclusive workplace. Why do you see it as a key to your future success?
Yes, it has been pretty busy recruiting fall for us, and we have also started our D&I journey along the way. We are still at the very beginning of this journey, but the goal is to start building a strong foundation for our future growth!
We have 14 different nationalities and people from very different kinds of backgrounds, so diversity has always been part of our daily work. However, we understand that diversity is so much more than just different nationalities, so we are now planning to take a more proactive approach to embrace both diversity and inclusion.
We believe that diversity unlocks innovation by creating an environment where “outside the box” ideas are heard. Also, diversity and inclusion in the workplace make all employees feel accepted and valued. When employees feel accepted and valued, they are also happier in their workplace. Put the people first, and good things will follow. 💜
We believe that diversity unlocks innovation by creating an environment where “outside the box” ideas are heard.
How do you measure success when it comes to a diverse team and inclusive working culture at Brella? Do you have long term goals and KPIs for that?
We are still at the beginning of our journey, and this will most probably be a lifelong journey for Brella. I mean, can you ever really be ready with these themes? It’s a marathon, not a sprint.
We are planning to launch anonymous D&I survey to measure these themes. We want to give our Brellaneers the voice so that we know how we could develop Brella as a company. Our long term goal is that D&I would not be a ‘thing’, but just a normal part of our daily work.
Could you share some key learnings from your experience in building a diverse and inclusive work culture so far?
1. D&I is something that both employees and candidates value a lot. 2. D&I is a very sensitive topic, and companies should be quite humble when developing these areas. 3. D&I is definitely a competitive advantage. 4. Companies should participate and listen to their employees. It’s all about collaboration! 5. Employees are asking a lot of questions, and they will challenge you, which is great! Just make sure you are ready to discuss it with an open mind.
How does Brella take D&I aspect into consideration when making a new hire, including during the recruiting and onboarding process?
This is a million-dollar question! We are talking a lot about this topic, and we are planning on organizing unconscious bias training for both our Brellaneers and our hiring managers. We have a lot of people participating in the hiring process, which hopefully makes the decision-making more transparent. Also, we want to ensure that psychological safety is always there, starting from the very first interview round. Earn and extend trust. Build it, keep it, and be an example for others.
How do you usually find the candidates to hire in the first place? Do you publish a job offer and just wait? What % of hired candidates has been sourced and headhunted?
The dynamic has changed a lot during the past few years as the candidates often have the power to choose between companies. Employer branding is everything: companies which can communicate their “WHY” throughout the recruiting process will win the war for attraction.
Our Brellaneers have excellent networks, A players know other A players. 😉 So at the moment, the sourcing percentage is only around 5-10%.
Do you use any other channels for finding different talent? Do you have a different approach to hiring for specific roles?
Absolutely, different roles need different approaches, especially in tech fields. A company needs to reach out to the technical people, not the other way around, which is why we have partnerships such as with Junction and Dash. 💫
Also, our working language is English which provides us with a great opportunity to hire globally!
What advice would you give to people looking to get hired in a fast-growing tech company like Brella?
1. Be active and try to build good networks. People are usually ready to help, but you need to be proactive. 2. Do you lack relevant experience? Be open to volunteer works as well! These are usually great experiences and give you a glimpse of what it’s like to work in a fast-paced growth company. 3. Know where to look. For example, platforms like MeetFrank and TheHub are great places if you are looking for a job in a growth company.
To end the interview, let us focus on the state of diversity at a workplace in Finland for a moment. The international evidence seems to suggest that diverse teams perform better. For example, some studies have found that these teams are more innovative and generate higher profits. If D&I is, at some level, just good for the business, then why do you think there is still a need for a lot of educating and progress in the area?
Great question! Sometimes change is slow, and unfortunately, not everyone has realized this competitive advantage. Also, we have a lot of historical baggage on our shoulders, so it takes some time to change the habits of our working life.
However, we truly believe that inclusion encourages success. We trust that if employees feel welcomed into a work environment where success seems attainable for everyone, it encourages them to bring their best selves to work. And every employer wants that, right? This is also one of Brella’s values – humility, respect, and integrity are all easier to carry than a large ego.
We truly believe that inclusion encourages success.
Thank you very much for your time! At the end of every interview, we ask five rapid-fire questions.
What is your favourite question to ask at interviews?
“Can you tell us about a work project you are most proud of? What made you succeed?”
What is the biggest mistake that job-seekers make when applying to a new job?
For some reason, most people still seem to write very generic job applications. Show your personality! 💫 Also, use concrete examples instead of just fancy words. 👌
What is the biggest challenge when hiring people to Brella?
We want to keep the bar high when it comes to culture, so we have to find people who are ready to live our Brella values. Innovation, Growth mindset, Brella spirit & Collaboration are the magic words. The biggest challenge is assessing these values during the relatively short hiring process.
What are your favourite recruitment tools and channels?
LinkedIn, MeetFrank, and the amazing networks of our Brellaneers. 💜
If you weren’t a recruiter, what would you do?
That’s a tricky one, I love my job! 😅 I would most likely work in a role where I could somehow develop today’s working life. We are on a good track, but there are still many things we could do better. 🙏
In case you haven’t heard: Boku, a publicly-traded company on the London Stock Exchange, bought Fortumo for up to 40M euros in a deal that was announced at the end of June. The exit is one of the largest in the Estonian start-up history.
A large part of the deal’s press coverage was about how Boku admired Fortumo’s team, which made us extremely curious to talk with the woman in charge of building it every day.
In the interview, we’ll cover among other topics: What are Fortumo’s principles for building an outstanding company culture? What does their hiring process look like and how to be successful in attracting top talent? How has being acquired by a bigger company changed their everyday life? 🤔
It has to be especially satisfying to the Head of HR to hear your CEO Martin Koppel say in multipleinterviews that Boku bought Fortumo mainly for the team. I know you joined Fortumo only this year, but well-deserved congratulations!
The deal got you a lot of media attention. Are more people reaching out to you to get a job in the company?
Yes, we have received more attention lately, and it is clear that the candidates are more aware of Fortumo. During the interviews, we get lots of questions about what the plans and goals for the future are.
Fortumo has rigorously built the hiring process and company culture over the years, and it’s something that you are very proud of. Was there a concern during the acquisition talks that things might change under new ownership?
It was exactly the opposite.
Management of both companies knew each other well for some time already. Fortumo team, culture, the way we work, our corporate image, what our customers talk about us, etc. were only some of the things Boku liked about Fortumo.
The main thing they admired was Fortumo’s ability to reinvent itself, adapt to the market, and innovate. This is very deep inside Fortumo culture where we acknowledge that when we keep doing the right thing for too long, we will lose the market. This means we invest ahead of the market based on the trends we see so we could be ready when industries are changing.
When we keep doing the right thing for too long, we will lose the market.
This is not something one can simply create or build, such a mindset has to come deep from company culture. This was the ability Boku admired, what they also wanted and why they did not want Fortumo to become Boku, but to continue independently to drive that culture and innovation for the group.
We are part of Boku´s team – but both companies will continue as a team with their own culture and processes. But if there is something that we can implement in Fortumo and we see it is valuable for us (and vice versa), we take over some new and shiny practices.
You joined Fortumo only in the spring of 2020, so you probably remember the hiring process well. How did Fortumo’s culture seem to you from the outside? How would you describe it now?
It is even better than it looked during the hiring process. Even then, everything seemed super great, but when I started my onboarding process, I discovered every day that Fortumo’s value proposition is multi-layered and exciting – and it still is.
I am referencing Martin Koppel again, who said that in Fortumo employees stay motivated mainly because of the team, culture, and the mission, not because of the salary. However, your team is already 70+ people strong. How do you get the new hires still to buy into Fortumo’s mission and culture?
The fundamental thing when hiring to any company is to have a cultural match. Skills can be developed, but values and culture are mostly not the things people will change. So fundamentally no company should hire people and they get their buy into the culture, they should hire only people who correlate with the culture, otherwise, things will not work out.
Skills can be developed, but values and culture are mostly not the things people will change.
In addition, we are a cool and exciting partner for a candidate – it means that Fortumo offers candidates opportunities to grow with the company. Job is attractive, partners to work with are exciting, and the person has a chance to shape themself a dream role. We do not have a written job description; instead, we have expectations and we let people develop roles and find new tasks internally. So, we constantly change and improve our internal possibilities, and that means people inside the company have the potential to grow and discover new roles.
Employees indeed tend to stay a quite long time in Fortumo, which is not the case in every startup. I think more than half of your employees have been there for over three years. How do you keep the team motivated over long periods?
Indeed, more than half of the team has been at Fortumo for more than three years. Why? We have a bureaucracy-free atmosphere and going the extra mile is encouraged, even if mistakes are made along the line.
There are interesting relationships all over the processes and exciting environments that keep people here. Our management is people-oriented and encourages people to take the extra mile, we all ask questions how-to improve, and all team members push each other to achieve the goals while we all support each other. As we are rather a small team, then everyone’s contribution counts!
What are the main things that you are looking for in the new hires? Is it mainly about technical skill, culture fit or excitement about your mission?
All that you mentioned above but also passion, “can-do” and “work hard, play hard” attitude, and readiness to learn a lot to achieve the goals. So we are looking for people who are on the same page with us – as we are ambitious, curious, and also we contribute as one team, so we care for each other. Again, everyone counts!
Please tell me a bit about your hiring process. I have heard that it consists of three rounds and there’s a scorecard involved somehow.
Our hiring always starts with a scorecard where we write down what skills and what kind of person we need. As it is crucial to understand who we need, the purpose of that role and what we want to achieve, etc.
If the scorecard is ready, we create a recruitment flow – how many stages we need to validate the perfect teammate as we are looking for long term relationships where both parties are happy and continuously growing.Once these stages settled, we decide who will be the members who participate in the recruitment process. In general, they help to find people who fit our team best.
What suggestions do you have for an applicant to be successful in the process?
Be yourself and be brave.
How do you usually find the candidates to hire? We heard from Nikolai Kabatsikov, Head of Talent at Bolt, that only 30% of their hires come from active applicants. It means that they have to invest a lot of time and effort in innovative recruiting techniques. How are things for Fortumo?