Virta is Europe’s fastest growing electric vehicle charging platform. Headquartered from Helsinki, Virta operates in over 60 countries with over 500 000 charging stations.

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Virta has ambitious growth goals in several European countries, and to meet these goals they aimed to grow their sales teams in multiple new markets: DACH, Spain & Italy, and Benelux.

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Based on previous experiences, meeting the goals in growing the sales team internationally required talent sourcing and contacting a large number of candidates to ensure the desired volume in the talent pipeline. Virta contacted TalentBee to provide the extra talent sourcing resources required to meet their goals in the desired timeline.

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The preliminary target set in early discussions for the 4-week project was:

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🎯A total of 150 contacted candidates.

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🎯 40 answers.

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🎯 10 interested candidates moving forward to the first interviews with Virta.

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Execution of the talent sourcing project

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The 4-week project included headhunting and talent sourcing candidates for the following roles:

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✅ Sales Executive for the DACH market in Germany, preferably Berlin.

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✅ Sales Director, Large Networks for the DACH market in Germany, preferably Berlin.

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✅ Business Development Manager for the Spanish and Italian markets in Spain, preferably Madrid.

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✅ Business Development Manager for the Benelux market in Netherlands, preferably Amsterdam.

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✅ Coding Software Architect in the capital region of Finland.

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We started the project by defining the needed profiles with Virta. We divided the roles to start 1-2 roles at a time per week, to give those roles a full focus on said weeks. The tight schedule and multiple roles also required:

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✅ Fast starts, with weekly profile definition meetings with different hiring managers.

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✅ Continuous and proactive communication with the Virta recruitment team over Slack.

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The TalentBee team focused purely on talent sourcing and headhunting. At first we tried out video messages for the more demanding roles with more niché requirements, but they were not as effective as we had expected based on previous recruitments, and so we switched to regular messages for all the five roles.

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We also sent a follow-up message if the potential candidate didn’t respond to the first message, and asked for references from uninterested candidates, which resulted in some additional candidates in the pipeline.

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Results of the talent sourcing project

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As the project ended, here are the results we achieved together:

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✅ 181 candidates contacted for 5 different roles in 4 different countries.

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✅ Average answer percentage of 49,7% between the 5 roles.

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✅ 15,5% of the contacted candidates got interested.

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✅ A total of 28 candidates booked for the first interviews with Virta.

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Role-specific breakdown of the talent sourcing data:

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If you need help with talent acquisition – for a long-term strategic partnership or a short-term project, we are here to help you. Book a free strategy call with us.

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Sales Executive (DACH)

• Contacted (video): 10
• Responded (video): 4 (40%)
• Interested (video): 0
• Contacted (regular message): 45
• Responded (regular message): 23 (51,1%)
• Interested (regular message): 6 (13,3%)

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Sales Director, Large Networks (DACH

• Contacted (video): 10
• Responded (video): 4 (40%)
• Interested (video): 2 (20%)

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BDM (Spain & Italy)

• Contacted: 20
• Responded: 15 (75%)
• Interested: 8 (40%)

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BDM (Netherlands)

• Contacted: 61
• Responded: 21 (34,4%)
• Interested: 6 (9,8%)

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Coding Software Architect

• Contacted: 35
• Responded: 23 (65,7%)
• Interested: 6 (17,2%)

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