We are looking for a Talent Sourcing Partner to join Twoday's Nordic Talent Acquisition team. In this role, you will focus on identifying and engaging top tech talent while partnering closely with Talent Partners and Hiring Managers.
This is a fixed-term maternity leave cover until September 1st 2027, starting as soon as possible. The role is hybrid, with a preference for working from our Helsinki, Rautatalo office ~3 days per week.
What will you do?
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Source and engage tech talent across the Nordic market
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Partner with Talent Partners and Hiring Managers to define sourcing strategies
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Build talent pipelines for key roles (e.g. software, data, cloud)
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Use creative sourcing methods beyond LinkedIn (e.g. communities, events, GitHub, Boolean search)
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Craft outreach messaging that resonates with passive candidates
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Perform screening calls to both sourced & applied candidates
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Track sourcing metrics and optimize outreach strategies
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Contribute to employer branding and talent attraction initiatives
Who are we looking for?
At Twoday, our work in Talent Acquisition is grounded in three values: heart, drive and adapt. They guide how we collaborate, how we approach our work, and how we grow as a team.
Heart - collaboration at the center
For us, heart shows up most clearly in how we work together. Our local Talent Acquisition team in Finland is small - three people - but we are also part of a wider virtual TA community across the Nordics and Lithuania. Collaboration across these teams is essential to how we succeed.
In this role, you'll work closely with other Talent Partners to share ways of working, learn from each other, and align on priorities.
You'll partner with Hiring Managers to translate talent needs into practical sourcing strategies, search prompts and candidate outreach that resonates. And together with colleagues across the organization, you'll contribute to strengthening our employer brand and the messages we share with potential candidates.
In short, you enjoy working with others and understanding the bigger picture. While you take ownership of your work, you also know that great results in talent acquisition are rarely achieved alone.
Drive - curiosity and ownership in sourcing
Another value that guides us is drive. In practice, this means taking initiative, experimenting with different ways of finding talent, and continuously improving how we work.
As a tech sourcer, you are not limited to a single tool or platform. LinkedIn may be part of your toolkit, but you also bring curiosity, technical sourcing skills and a willingness to explore different talent pools and communities. You enjoy turning ideas into action and testing new approaches when needed. You might find yourself building Boolean searches, mapping companies where the right talent could be hiding, exploring developer communities, or testing different outreach approaches to see what actually gets responses.
Drive also shows in how you use data. You understand how outreach volume connects to results and how to track progress towards hiring goals. At the same time, you are comfortable having honest conversations with Hiring Managers about market realities when expectations drift into "unicorn territory".
Ultimately, drive for us means taking ownership of your work, moving things forward, and supporting your colleagues when needed.
Adapt - learning and evolving together
Talent markets, technology and ways of working are constantly evolving, and adaptability is essential in our environment. We value people who are curious about learning and open to developing their own skills as the field changes. Adaptability also means sharing knowledge with others. In our team we learn from each other - whether it's a new sourcing technique, an insight about the talent market, or a better way to engage candidates.
And of course, like in most TA roles, priorities can shift quickly. When urgent hiring needs arise, you're comfortable adjusting course and focusing your energy where it matters most.
What are we looking for?
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Experience sourcing or recruiting tech roles
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Strong sourcing skills (LinkedIn Recruiter, Boolean search, or alternative talent pools)
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Ability to work with data and outreach metrics
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Fluent Finnish and English
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Experience collaborating with hiring managers and stakeholders
Considered an advantage:
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Experience sourcing in Nordic tech markets
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Knowledge of developer communities (GitHub, Stack Overflow, etc.)
What do we offer at Twoday?
Instead of rigid structures and hierarchy, you'll find Twoday's TA team to have a flat organization structure with flexibility in terms of how you arrange your work.
Benefits and non-monetary things we offer:
A good, standard set of benefits includes:
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Lunch, culture/sport/wellness benefit
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Good healthcare package and Auntie mental wellbeing service
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Choose your work equipment policy
Learning support, including:
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Access to online learning platforms like Udemy
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Trainings, conferences and certifications
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Knowledge-sharing & global TA practise development sessions with colleagues
Free-time activities to enjoy with colleagues:
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Company events
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Hobby clubs: running, board games, padel, knitting...
Equal Opportunity:
We're dedicated to building a workplace of diversity and inclusion. We welcome applicants from all backgrounds. We hire for capability, motivation and values and are committed to a fair, inclusive and accessible recruitment process.
Working at Twoday:
Twoday is a Northern European technology company with ~3,000 experts in software, data and cloud. We help public and private organizations across the Nordics create impact through technology and AI. Since 2022 we've been on a journey to integrate and grow as one company across the region.
Apply for this job:
All you need to do is click "apply for the job" below the page and send us your application - we'll get back to you as soon as possible. You can apply with just your CV but a short cover letter would be nice to have as attached pdf. You can leave your application in Finnish or English.
The deadline for your application is March 31st 2026. Do note we start screening & interviewing during the application time.
Do you have any questions, for example, regarding the application or the accessibility of the office, that you would like us to answer before submitting your application? Contact the hiring manager, Aini Leppäkorpi - [email protected] or +358445547756 on Monday 16th between 9-10 o'clock or Tuesday 17th between 14-15 o'clock.
What you can expect from the recruitment process (an indicative guide):
1. Screening call with Talent Acquisition
2. First interview (behavioural) with the Hiring Manager
3. Final interview with Hiring Manager & senior colleague
4. Offer