We recruit permanent and interim specialist and managerial roles within Finance & Accounting and Banking & Financial Services. By being a personal engaged specialist we guarantee efficiency and accuracy.

Finance Recruitment in Stockholm Sweden has a proactive approach to recruitment whereby we continuously interview candidates on a general basis. Much of our work takes place before we meet you and before your recruitment needs arise. We interview candidates first on a general basis to find out what the candidates really want in their next step in an unbiased way. In this way, we keep our network up to date and know where the best candidates on the market are right now.

When we discuss a specific need with you we can quickly establish which candidates in our network would fit that role. Combined with search and advertising we can present the most suitable candidates to you. Furthermore, at Finance Recruitment we work very closely as a team sharing our experience and networks of candidates with each other. This enables optimum results in every recruitment process.

When you work with us you will have one point of contact person throughout the entire recruitment process. The candidates also have that same one point of contact. This is to ensure no significant information is lost between the recruiting manager and recruitment consultant. We, however, place great value in cooperating with each other internally and therefore ensure that each of us in Finance Recruitment are always aware of the scope of the roles being recruited by our colleagues so we can each share our personal candidate network. All of our candidates are saved and coded in our market leading IT system allowing us to access their details quickly ensuring our best people are always within easy reach.

We assist with permanent recruitments and interim positions.

Our Recruitment Process

When conducting a recruitment process we always aim to find our clients a shortlist of the best possible candidates in the market. This takes time, however, due to our proactive processes we usually have already started that process long before your need arises. Nevertheless we will still always conduct a thorough process as outlined below to ensure the final shortlist is as strong and broad as possible.

1. Agreement of the scope of the role

We will meet you for a face to face meeting to understand your organisation, need and the scope of the role you need to fill. Here our responsibility is to challenge your ideas and advise on what potential solutions are available to you.

2. Search & Advertising

Finance Recruitment will use the following methods to find a shortlist of the best candidates on the market.

  • Finance Recruitment Database – our database uses the latest search technology allowing us to filter down quickly to the most relevant candidates for a specific role.
  • We have engaged with large external databases giving us up to date access to both active and passive job seekers in the Stockholm area.
  • Network – between us we have over 20 years recruitment experience within Finance, Accounting and Banking & Financial Services and have built up strong networks of finance professionals during that time.
  • Headhunting – we have the right tools to get us in touch with key candidates which we can headhunt for specific assignments.
  • Advertising – in a lot of instances we will advertise the role on a variety of leading websites allowing us access to both active and passive job seekers.

3. Selection and presentation of Candidates

We will interview all of the suitable candidates we find from the above search process. Based on those interviews we will be able to present you a shortlist of no more than 5 and no less than 3 candidates who match the original brief. All of the candidates we present to you will come with a detailed summary of their experience, strengths, personality and we will highlight the key reasons we are presenting them to you. We will also provide details of their current salary, salary expectations, notice period and any other critical information.

4. References & Offer Management

When you have a final one or two candidates we will take professional references. We wait until this point in the process to ensure you have input into the precise areas you would like us to cover in that reference. The reference will be summarised and emailed to you in a pdf document.

5. Salary Negotiation & Contract Signing

Once you have a preferred candidate we will advise you on a suitable offer based on current market conditions including advice on benefits usually associated with a role of this level.

6. Follow-Up

Within two months of the successful candidate starting with you we will have a follow-up meeting with both the client and candidate.

Interim Management

The words Interim and Interim Management are often used when referring to consultants that cover a temporary need. Interim simply means something that is temporary, for a limited period of time. We use the term interim consultant when referring to someone covering a temporary need. We use the term Interim Manager when referring to somebody covering a temporary need who holds a management position which may or may not require the post holder to deliver change. An Interim Manager could be likened to a management consultant advising and operating on strategic questions, but goes a step further by also becoming operative and pushing through the actual implementation of ideas.

Reasons to use consultants

The Swedish labour market has changed in recent years and it has become increasingly common that companies use consulting solutions to resolve temporary needs especially within the finance department. Some frequent reasons for the use of consultants include:

  • Cover while a permanent vacancy is being filled
  • Parental Leave
  • Long term illness
  • Backfill while employee seconded to internal project (system implementation…)
  • Short term uncertainly (buying or selling the business)
  • IPO
  • Outsourcing the finance department
  • Any other change projects

Bringing in an experienced temporary resource usually proves very valuable to clients as in the long term it can save both time and money. The resource can either drive through a change project or cover an existing vacancy allowing the permanent employees to focus on their daily tasks.

Some of the advantages of using consultants include quickly getting someone on site when dealing with unexpected absence or work stoppages and increased flexibility allowing you to more easily cut back on staff during times of declining demand. Many companies also experience positive effects when they have had consultants in their business as their experience can help not only to cover short-term needs, but they can also drive changes that have a positive impact on the long term business goals.

Our Interim process

Our interim consultants have, in most cases, been interviewed on a general basis before the need to fill a specific role arises. This is for the simple reason that when the need arises it’s often too late to start interviewing candidates, because in most cases our clients’ need for an interim consultant is urgent.

General process for consultant appointments:

1. Interviews are conducted on a general basis before the need arises.

The added value we can offer you as a client is our large network of consultants who can start an assignment on short notice. In order to maintain this network and to be able to deliver when the need arises we perform daily interviews on a general basis with financial consultants who are interested in taking assignments through us.

2. Needs analysis when the need arises.

To understand what you really need, we sit down with you (and other relevant persons) to get a clear understanding of your business, your need and your input on the type of consultant who will suit the assignment. Here our responsibility is to challenge your ideas and advise on what potential solutions are available to you.

3. Screening of candidates.

When we know what is required by you we begin our search process. In most cases, we already have some suitable consultants in place. We will then conduct a broader search of our candidate network and our database of consultants.

4. Presentation of candidates.

Within no more than 48 hours we present up to three relevant candidates and arrange interviews.

5. Reference check.

For the preferred candidate(s) with we will provide you with up to date and relevant references. (In many cases, we have already worked with the consultant and have therefore already taken references.)

6. Signing the contract.

Once a preferred consultant has been chosen, we write a contract that governs the various parts of the consultancy assignment.

7. Follow-up.

Throughout the assignment, we keep close contact with the consultant and you to ensure that everything is going to plan. We also conduct a thorough review at the conclusion of each assignment thus ensuring that feedback from all parties is received. This is ideally done in a face to face meeting.

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