{"id":1700,"date":"2025-03-12T15:58:49","date_gmt":"2025-03-12T12:58:49","guid":{"rendered":"https:\/\/southwesternrecruitment.com\/?p=1700"},"modified":"2026-03-05T15:50:14","modified_gmt":"2026-03-05T12:50:14","slug":"hiring-the-right-people","status":"publish","type":"post","link":"https:\/\/southwesternrecruitment.com\/en\/hiring-the-right-people\/","title":{"rendered":"Finding the right people for Invendor"},"content":{"rendered":"\n

Hiring the right people is essential for any fast-growing startup. At\u00a0Invendor<\/a><\/strong>, we know that skills and experience matter, but finding people who truly fit our culture is just as important.<\/p>\n\n\n\n

For the past four years, we have partnered with\u00a0Southwestern Recruitment<\/a><\/strong>\u00a0(SWR) to make hiring smoother, faster, and more effective. The results have exceeded our expectations. Today, we can confidently say that SWR is an integral part of our recruitment strategy. Without an in-house HR team, finding top talent can be challenging, making SWR an invaluable partner.<\/p>\n\n\n\n

In this article, Invendor CEO Joonas P\u00fcvi and CTO Paul Lumi share what they\u2019ve learned from working with SWR and how other startups or companies can make hiring less of a headache.<\/p>\n\n\n\n

Why we continue to choose Southwestern Recruitment as a hiring partner<\/h3>\n\n\n\n

1. Minimal need for public job listings<\/h4>\n\n\n\n

Over the last four years, we have conducted only one public hiring contest. For all other positions, we have either relied on internal recommendations or candidates sourced by SWR. This means we have effectively outsourced our entire recruitment process up until the first interviews\u2014a shift that has significantly optimized our hiring efforts. Instead of sorting through hundreds of applications, we focus on meeting only the best-fit candidates.<\/p>\n\n\n\n

2. 80% fewer interviews and higher-quality candidates<\/h4>\n\n\n\n

One of the biggest advantages of working with SWR is the quality of candidates they provide. Thanks to their understanding of our needs, we see around an 80% reduction in the number of interviews we would have needed to conduct compared to traditional hiring methods. Instead of spending hours screening candidates, we jump straight into meaningful conversations with pre-vetted professionals who are genuinely a good fit.<\/p>\n\n\n\n

3. Long-term success in hiring<\/h4>\n\n\n\n

Out of our last 10 hires, 5 were sourced by SWR, and every single one of them is still with us today. That\u2019s proof that hiring isn\u2019t just about filling roles\u2014it\u2019s about finding people who stay and grow with the company.<\/p>\n\n\n\n

The key ingredients to a successful hiring partnership<\/h3>\n\n\n\n

From SWR\u2019s perspective, a successful hiring process isn\u2019t just about filling positions\u2014it\u2019s about ensuring the right fit for both the company and the candidate. Here are the key factors that have made our collaboration with Invendor so effective:<\/p>\n\n\n\n

1. Clear understanding of the position and vision<\/h4>\n\n\n\n

Every hire has a purpose\u2014it\u2019s a solution to a problem. Identifying that problem and understanding how the new hire will solve it is essential. This ensures alignment between the candidate\u2019s skills, career goals, and the company\u2019s needs.<\/p>\n\n\n\n

Invendor\u2019s leadership has always had a clear vision of why they need someone and how that person can grow within the company. This clarity has allowed us to refine our search and identify candidates who not only meet the immediate needs but also align with the long-term vision of the organization.<\/p>\n\n\n\n

2. A supportive and open culture<\/h4>\n\n\n\n

People don\u2019t just join a company for a job\u2014they stay because of the culture and leadership. Invendor has built an open and supportive work environment where employees thrive and grow.<\/p>\n\n\n\n

Knowing this as a recruiter has made it easier to attract high-level candidates who are looking for more than just a paycheck\u2014they want a place where they can develop and succeed long-term. Many of our candidates have shared that seeing all previous SWR placements still thriving at Invendor strengthens their confidence in the company\u2014it\u2019s a clear sign that employees feel valued and choose to stay.<\/p>\n\n\n\n

3. Consistent communication and strategizing<\/h4>\n\n\n\n

Hiring works best when company leaders make it a priority. Nothing deters a high-caliber candidate more than a long period of radio silence. Regular communication and strategizing with the recruiter help fine-tune the hiring process and keep momentum strong.<\/p>\n\n\n\n

This is one area where Invendor excels. Their level of engagement and responsiveness makes our job as recruiters significantly more effective. Working with a company that actively participates in hiring decisions is every recruiter\u2019s dream.<\/p>\n\n\n\n

4. A well-oiled interview process<\/h4>\n\n\n\n

Recruiting is a two-way street\u2014it requires balancing the assessment of skills and personality with selling the company vision. Gone are the days of rigid, one-sided interviews. Instead, modern hiring is about having conversations that inspire confidence in both directions.<\/p>\n\n\n\n

Invendor\u2019s interview process reflects this philosophy. Candidates frequently share positive feedback about their experience, appreciating the structured yet engaging approach that allows them to see themselves as a part of the company.<\/p>\n\n\n\n

Hiring is like sales\u2014It\u2019s a two-way street<\/h3>\n\n\n\n

At Invendor, we see every interview as a sales pitch\u2014both sides need to be convinced. We\u2019re not just choosing candidates; they\u2019re choosing us too. That\u2019s why we focus on selling the role\u2014highlighting why this is a great opportunity, while candidates showcase how their skills and mindset align with us.<\/p>\n\n\n\n

Top candidates take their time to decide. They care about company culture, leadership, and long-term vision. That\u2019s why interviews aren\u2019t just a screening process\u2014they\u2019re a conversation and a chance to build a lasting connection.<\/p>\n\n\n\n

With SWR as our recruiting partner, this process is even smoother. Since they understand our company inside and out, they help address candidates\u2019 concerns early, ensuring a better hiring experience for everyone.<\/p>\n\n\n\n

What other companies can learn from our hiring process<\/h3>\n\n\n\n
\"Southwestern<\/figure>\n\n\n\n

1. Let a recruiter handle the first steps<\/h4>\n\n\n\n

Hiring takes time, especially when filtering applications and conducting early-stage interviews. By outsourcing these steps to a trusted recruiter, we\u2019ve saved significant time while ensuring we only meet top-quality candidates.<\/p>\n\n\n\n

A great recruiter does more than match resumes\u2014they assess personality, motivation, and long-term potential. Some of our best hires weren\u2019t obvious choices on paper, but SWR recognized their value.<\/p>\n\n\n\n

2. Define your needs beyond just skills<\/h4>\n\n\n\n

A successful hire isn\u2019t just about qualifications\u2014it\u2019s about mindset, work style, and cultural fit. When working with a recruiter, clearly communicate:<\/p>\n\n\n\n