Building a sustainable future requires more than just ambition, it requires people. For expert-driven companies facing talent shortages, success comes from designing recruitment with people’s needs in mind, without compromising on quality. Achieving this takes partnership between the business and the talent team. Here’s how Roschier did it.

Roschier is one of the largest Nordic law firms specializing in corporate law. Its Talent Acquisition team knows firsthand what the much-discussed talent shortage really means.

Each year, around three hundred students graduate with a Master of Laws degree in Finland, and only a fraction choose corporate law. From this small pool, Roschier must attract those who not only want to join the firm, but are also the right fit for its culture and ambitions.

At the same time, 2021 was a record-breaking year for M&A activity, further intensifying the competition for legal talent. To say that Roschier faced a challenge is an understatement.

“People are our most important resource. Without talent, there are no clients — that’s why HR is a critical function for us,” says Nadia Soro, Chief Talent Officer at Roschier.

Getting the fundamentals right: with strategy and sleeves rolled up

When Soro joined Roschier in the spring of 2020, the pandemic had just begun. Businesses were pausing recruitment, uncertain about the future.

“When things started to normalize, we wanted to seize the moment and renew our recruitment model,” Soro recalls.

That’s when we stepped in and partnered with Roschier to co-create a new way forward. While our team specialized in executive search started to find the Talent Acquisition Lead for Roschier, our in-house recruitment consultants started the work to build a recruitment framework that balanced strategic structure with hands-on action bringing clarity, consistency, and confidence to how the firm attracts and hires young talent.

Our consultant stepped in to lead recruitment for both Finland and Sweden, while also coaching the in-house recruitment team by example. The mandate was clear: get the fundamentals right and make them sustainable.

“Reaching results requires both strategic planning and rolling up your sleeves,” the consultant says.

The outcome was a streamlined, transparent recruitment model. One that supported the business and strengthened the candidate experience.

Transparency builds trust

This partnership embodies what we call high-impact HR: bringing together business insight, human understanding, and action that lasts.

If the secret to success could be summed up in one word, it would be transparency.

“Communication is everything. Results happen when recruitment understands business needs and the business, in turn, understands what it takes to operate in a highly competitive talent market.” the consultant explains.

Modern recruitment is more like B2B sales than traditional hiring.

“Because the talent pool we target is small, a social media campaign alone won’t cut it. We need to network, have real conversations, and articulate clearly what someone can gain and grow with us,” Soro notes.

Every candidate conversation is an investment in the future.

“When we take time to really get to know people, we’re building a long-term pipeline — not starting each recruitment from scratch. That mindset shift alone has transformed how we approach hiring,” says Soro.

A partnership that keeps evolving

Since the beginning of our collaboration, we have supported the recruitment function at Roschier to grow and mature in multiple ways. Together, we’ve created tools, documented processes, and ensured that the learnings remain part of the organization — long after our consultant’s role evolved.

“We’ve been fortunate to work with professionals who not only drive results but also share our values,” Soro concludes.