HR factory Estonia’s Post

Another month wrapped up. Q3 is also over - time to recap September! 🟡 It’s been an active month for us at Cohorts, connecting with people about projects, potential collaborations, and partnerships. Seems personal branding works well (thanks, Carina!). 🟠 Our previous projects must have gone well - some clients have followed up to continue working together. We love repeat customers! 🟡 I had the chance to present to management teams for our ongoing projects. It's valuable to see how people outside of HR think and what questions they ask. 🟠 I found inspiration and made connections at events like HR Expo and Figure Baltic Advisory’s salary survey seminar. 🟡 The new academic semester has started. This time, I’ll be in Tartu. We’ve also kicked off the financial literacy for HR microdegree at Estonian Entrepreneurship University of Applied Sciences / EEK Mainor. 🟠 Finally, we wrapped up preparations for Recruitment Thursday, happening tomorrow at LHV! At Bolt, I’m still hiring. We’re creating two new compensation roles in Estonia, and if you’re interested in benefits, there may be opportunities there too. 😉 Navigating complicated markets (high inflation, tax changes, rising salaries) seems to be the theme for now. I also hit a bit of a stride with my LinkedIn activity in September - seems like people enjoy detailed takes on the reward area. Thanks for all the positive feedback! I’ll do my best to keep it up. ☺️ How would you describe your September? (Photo of me, Kerli and Carina - just hanging)

🇫🇮 When I moved to Finland, integrating wasn’t easy. It felt like I was constantly hitting a wall—language barriers, cultural differences, and, let’s be honest, some painfully quiet small talk. For years, I focused on everything that felt difficult or out of place. It wasn’t until I made a mindset shift that things started to change. Instead of fighting the things that frustrated me, I started embracing what makes Finland truly special: the work-life balance, the safety, the magical moment when the government fills out your tax return for you, and a healthcare system that actually works. That shift made all the difference—it’s when I truly started to feel at home. During the panel discussion we hosted in September, Melanie Dower mentioned this exact idea: thriving in a new environment is often about focusing on what’s good instead of what’s hard. Hearing her say that felt like a lightbulb moment. If I’d known that sooner, it might’ve saved me years of struggle. 💡 💜 That’s why conversations like these are so important. Last spring, we published our 2nd International Tech Talent in Finland report (link in comments), and it got us thinking: what are companies doing to help international talent not just survive, but thrive? In September, we turned that question into action. Partnering with Nordea, we brought together 60+ CTOs and HR leaders, along with speakers from Supercell, Nokia, and Wolt, to discuss how to build workplaces where international talent feels valued and at home. The conversation was honest, actionable, and much-needed. So much so that Yle picked it up and published an article highlighting the economic value of international talent, the challenges they face, and the steps we need to take to make Finland more welcoming. Our CCO, Sofia Pohls, shared some tough truths about bias in recruitment—insights that clearly resonated. 💪 For me, this work isn’t just professional; it’s personal. I know what it’s like to feel like an outsider, and I know how transformative it can be to find a place where you truly belong. I’m proud to be part of this conversation, and I can’t wait to see what’s next. Our 3rd International Tech Talent in Finland report is coming next spring. Let’s keep the momentum going and make Finland a place where everyone can thrive. And, according to a photo taken in 2013, I’d say it’s a pretty good forecast of my overall experience in Finland. Positivity is your best ally. 💛 #DiversityInTech #InternationalTalent #FinlandInnovation #WinningTeams

🐘 Me trying to excel in small-talk with African colleagues: "So, when was the last time you saw an elephant?" 🐘 Or continuing to chat in Estonian when a non-local is present? Or assumed a pregnant colleague wouldn't want to join a team sports event because "they can't do it anyway"? Yep, I'm guilty of all the above 🤦♀️ Embarrassing, right? But working at Bolt, which is as diverse as it gets, has been a real eye-opener. These experiences remind us of the need to check our biases and be more inclusive. Yes, our work culture has deep Estonian roots, but our operations are global, and the culture we foster is international. This means we don't push a 100% Estonian work culture. Instead, we all adapt. Estonians are often perceived as reserved and I'm terrible at small talk. But when interacting with my British colleagues, I try to remember to ask "How are you?" It's a simple gesture, but it helps break my icy exterior and avoid coming off as rude. Speaking of navigating cultural challenges at work - here’s an article featuring Mare Heinluht and Sugandha (Suhani) Bhandari 👏 https://lnkd.in/dcWrfBaU

ℹ️ Discover how EURES supports employers who value cultural diversity in their teams. Lutz Wolf, CEO of Neuenhauser Group, shares their recruitment strategy and collaboration with EURES. The outcome? ➡️ This German company, operating in the cross-border region between Germany and the Netherlands, proudly employs staff from 30 different nationalities! ✨ Watch the full story in the video below 👇 #EURES30 #EURESJobs #WorkInEurope #Employers

Navigating the Global Market - Challenges and Opportunities for Finnish Companies As many of you know, Finnish companies are renowned for their innovation and quality products, but taking that success to the global stage isn't always straightforward. In my own experience, expanding into international markets has presented both unique challenges and incredible opportunities. 🌎 I'd love to hear from all of you—what have been the biggest hurdles you've faced when taking your business abroad? 🌎 How did you navigate those challenges? 🌎 What advantages do you think Finnish companies bring to the global marketplace? Let's share our insights, strategies, and perhaps even some "war stories" to help each other succeed on the international stage. Looking forward to hearing your thoughts and learning from your experiences! #GlobalExpansion #FinnishBusiness #NordicInnovation #Innovation

Last week I had the opportunity to listen to a thought-provoking discussion at an event organised by the International House Vilnius, where the panelists tried to answer the question: Does Vilnius need all foreigners who want to work here? All panelists represented different sectors, so their views on this issue were divided. Nevertheless, they all agreed that Vilnius does need the foreigners willing to work and contribute to creating value, growing businesses, advancing professionally, and integrating. However, for this vision to succeed, a few essential elements are needed: ✅ A comprehensive database, where the statistics on incoming foreigners would be collected (such their countries of origin, education, and/or qualifications etc.); ✅ A clear policy and strategic vision for foreign employee integration; ✅ Broader involvement of employers in the integration process, i. e. businesses should take social responsibility for the foreign workers they bring on board; It was also highlighted that Lithuania should focus on attracting talent in high-value professions and should consider local workforce protection, ensuring foreign talent complements rather than displaces Lithuanian workers. I took away some very useful insights and I’m sure that foreign nationals from different fields and skill levels would really benefit from participating in such events as well. I therefore hope that similar discussions will be held in the future in a foreign language, allowing foreigners to share their experiences and perspectives, which could definitely lead to even more fruitful discussions.

My Dad was a truck driver (passed away), Mum a building janitor, both Singapore-born Singaporeans, 1939 and 1942 (after Singapore fell to the Japanese), respectively - I was from a poor family born in the 1960s. Very hard life of my Parents, not much expectations except to see their Son have a better. I was very fortunate to do McDonald's as a teenager to help out in school fees and expenses; also exposed me to Industrial Engineering with Supply-Chain Operations, how fresh and frozen supplies as first-in-first-out from store and fridge. As just another very ordinary Singapore-born Singaporean in Singapore, accepted I can never be rich from the inheritance of my Parents, the only way is to make it on my own - didn't even dare to think of the 5C: • Condominium • Country Club • Credit Card • Certificate • Cash With poor Parents, I was almost given another 3C - Condemned to the Cruelty of Capitalism in this World. From God's Will, I earned this and went for one of the Cs, I took up Matsushita Electric Industrial MEI Scholarship to study at Monash University, Melbourne Australia 🇦🇺 and graduated with First Class Honours in Engineering and Computing, top my cohort, because I had nothing to do downunder, only to study like a Nerd. Worked 10-years at Panasonic Corporation Research and Development R&D to do New Product Development into Manufacturing and Supply-Chain Operations, including more training in Osaka Japan HQ. Extremely, torturing, very hard life being an Engineer within the perfection of the Japanese Quality. * I can understand why Toyota had staff committing fraud in their vehicle emissions testing and certification, because we were not allowed to fail. The pressure to performance was next losing our jobs and future. After my postgraduate training in New York City, I joined Hewlett-Packard pre-Compaq merger. There I spent 13-years, saw thru quarterly layoffs, last Friday of the 3rd month, 10% of my Team go. I still cannot believe, I can bear to see so many chopped quarterly for over 10-years, complete brutality, absolutely no HR cares for our milk powder requirements. Moreover, on the Manufacturing shopfloor, I had to deal with over 90% foreigners, and every meeting there was a United Nations Forum. But I am very grateful to all these Foreign Talents, if they won't work with me, I won't have a job in the 1st place - I have to thank my fellow Talents that helped me so much. Looking in hindsight as a 55-years old Singapore-born Singaporean Scientist Engineer in Singapore, a Nobody - If I can survive with each Company of over 10-years, worked alongside almost nearly all Foreigners, something has helped me do this? • I was from poor family • I had no expectations • I had nothing to start • I had to fight myself • I must give up 5C Else, the other 3C will follow. Though never say die, I had to figure out a strategy to get at least 1C, add another C as chance to Survival, if not, I will 死 or Sǐ - Am I uniquely a Singaporean-born 🇸🇬

Why is it a good idea why to #hire team members in #Estonia? ✨ ·       Payrolling and bureaucracy are online and take little time; ·       Everything can be managed in English; ·       #EU country, but with #OECD’s top ranked tax system; ·       A great moment in Estonian #labourmarket – more candidates are available at the moment; ·       Better access to a unique startup ecosystem from where 10 #unicorns have grown out of; ·       Special deals for #eResident founders from #HR, #relocation and #office & #warehousing companies. Join #eResident founder of Glassity Jose Ernesto Suarez, renowned HR experts Indrek Harjak from CV.ee | CV-Online / Alma Career and Liisi Niisuke from #Brandem and myself tomorrow on 13 June for our special webinar: "Strategic Benefits of Hiring in Estonia." RSVP link in comments 👇 Riina Leminsky Invest in Estonia Work in Estonia Kirsti Priivits Tiina Kivikas Leana Kammertöns Roomet Sõrmus Arvo Anton

🧠 Strategies for Managing Local Talent In our recent episode of Let's Talk SEA Business, Navigating Business Entities & Models, we unpacked the complexities of business ownership in Southeast Asia with Eric Chin, Group CBDO of InCorp Global, including the challenge of managing local talent. Here are 3 effective strategies from our discussion: 🌏 Understanding the Market Culture: Each Southeast Asian market has unique cultural norms that directly influence business practices and employee expectations. Eric emphasized that understanding and respecting these norms builds trust and strengthens relationships with local employees. He talks about his time when he changed his thinking by understanding how the locals think and work in order to effectively convey a message. Hence, immersing yourself in the local culture enhances team integration, eases communication, and helps reduce misunderstandings. 📋 Conduct Thorough Research On-the-ground research is essential for market understanding. Eric highlighted the importance of engaging local market research firms and consulting with government agencies to gain a better understanding of labor laws, talent requirements, and employee expectations. He recalled that in Singapore, the government's transparency and emphasis on digital adoption makes business setup straightforward, which may not be the case in other countries. Therefore, frequent visits offer firsthand insights into market trends, helping tailor company policies to address specific challenges in each market. ⚖️ Align Corporate Policies with Local Regulations Labor laws, tax systems, and corporate governance tend to differ across Southeast Asia. Eric stressed the need to adapt corporate policies to local labor laws and understand tax implications. He recounted his experiences reporting financials to different governments. For example, in Singapore, companies report taxes annually, whereas in other countries, they may need to report monthly or quarterly. Thus, collaborating with local experts can help align company standards with local regulatory frameworks, reducing the risk of penalties and ensuring seamless operations. Discover more insights to supercharge your business strategies by listening to or watching the full episode now 👉 https://lnkd.in/gtZuKcyv #letstalkseabusiness #podcast #glints #southeastasia #talent

My Dad was a truck driver (passed away), Mum a building janitor, both Singapore-born Singaporeans, 1939 and 1942 (after Singapore fell to the Japanese), respectively - I was from a poor family born in the 1960s. Very hard life of my Parents, not much expectations except to see their Son have a better. I was very fortunate to do McDonald's as a teenager to help out in school fees and expenses; also exposed me to Industrial Engineering with Supply-Chain Operations, how fresh and frozen supplies as first-in-first-out from store and fridge. As just another very ordinary Singapore-born Singaporean in Singapore, accepted I can never be rich from the inheritance of my Parents, the only way is to make it on my own - didn't even dare to think of the 5C: • Condominium • Country Club • Credit Card • Certificate • Cash With poor Parents, I was almost given another 3C - Condemned to the Cruelty of Capitalism in this World. From God's Will, I earned this and went for one of the Cs, I took up Matsushita Electric Industrial MEI Scholarship to study at Monash University, Melbourne Australia 🇦🇺 and graduated with First Class Honours in Engineering and Computing, top my cohort, because I had nothing to do downunder, only to study like a Nerd. Worked 10-years at Panasonic Corporation Research and Development R&D to do New Product Development into Manufacturing and Supply-Chain Operations, including more training in Osaka Japan HQ. Extremely, torturing, very hard life being an Engineer within the perfection of the Japanese Quality. * I can understand why Toyota had staff committing fraud in their vehicle emissions testing and certification, because we were not allowed to fail. The pressure to performance was next losing our jobs and future. After my postgraduate training in New York City, I joined Hewlett-Packard pre-Compaq merger. There I spent 13-years, saw thru quarterly layoffs, last Friday of the 3rd month, 10% of my Team go. I still cannot believe, I can bear to see so many chopped quarterly for over 10-years, complete brutality, absolutely no HR cares for our milk powder requirements. Moreover, on the Manufacturing shopfloor, I had to deal with over 90% foreigners, and every meeting there was a United Nations Forum. But I am very grateful to all these Foreign Talents, if they won't work with me, I won't have a job in the 1st place - I have to thank my fellow Talents that helped me so much. Looking in hindsight as a 55-years old Singapore-born Singaporean Scientist Engineer in Singapore, a Nobody - If I can survive with each Company of over 10-years, worked alongside almost nearly all Foreigners, something has helped me do this? • I was from poor family • I had no expectations • I had nothing to start • I had to fight myself • I must give up 5C Else, the other 3C will follow. Though never say die, I had to figure out a strategy to get at least 1C, add another C as chance to Survival, if not, I will 死 or Sǐ - Am I uniquely a Singaporean-born 🇸🇬