In the past six months, I have had the privilege of working as a Talent Acquisition consultant for one of Sweden’s leading gaming companies. During this period, I successfully hired 13 senior tech profiles, helping the company address their talent needs in a competitive and male-dominated industry. My success stems from building strong relationships with hiring managers and external headhunter agencies, as well as developing a structured recruitment approach based on transparency, feedback, and a clear vision.
The gaming industry is notoriously competitive, with a limited pool of senior tech professionals available. In addition to this, there is a significant gender imbalance in technical roles, with women being underrepresented. I was tasked with not only recruiting senior tech profiles but also helping the company make strides in their diversity goals by bringing more women into these roles.
To overcome these challenges, I focused on several key areas:
I built strong, collaborative relationships with the hiring managers by fostering open lines of communication and ensuring alignment on hiring objectives. I also worked closely with external headhunter agencies to expand our candidate reach, ensuring that we attracted top-tier talent from a broader network.
A crucial part of my role was providing hiring managers with real-time insights into the tech talent market. I shared data and trends on candidate availability, salary expectations, and hiring timelines, helping them make informed decisions and manage expectations throughout the process.
I established a structured recruitment process, emphasizing regular feedback sessions with hiring managers. This allowed us to continuously refine our approach, ensuring that we remained agile and responsive to changes in the market and the needs of the team.
Together with the team, I worked on crafting a strong recruitment narrative that highlighted the company’s innovative culture and growth opportunities. By focusing on what makes the company a unique and exciting place to work, we were able to attract candidates who aligned with both the technical requirements and the company’s vision.
A major focus of mine was addressing the gender imbalance in tech. I worked closely with hiring managers to make job descriptions more inclusive and created targeted advertising campaigns aimed at attracting female candidates. Through these efforts, we were able to bring highly qualified women into the recruitment pipeline, helping to increase gender diversity within the team.
In just six months, I successfully hired 13 senior tech professionals, including several female candidates, a significant achievement in such a male-dominated industry. My approach—combining strong stakeholder management, transparency, and a focus on diversity—enabled me to fill these key positions while also supporting the company’s broader inclusion goals.