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Recruiting top-notch talent for an e-commerce company

Recruiting top-notch talent for an e-commerce company


Candidates hired

5 weeks

Average time-to-hire


Company story

NoCry is an Estonian brand, which develops and sells work and safety equipment in North America and Europe. The mission of the company is to create innovative and quality products and bring them to clients without middlemen. Today, NoCry’s main market channel is


Read more about NoCry here.


Team size




The challenge

Finding high level specialists that fit the company culture

The main challenge of this recruitment project was to find candidates, who besides having top-level skills, would also fit into the company culture. We were looking for people who are capable of working in a fast-paced environment. The right competency and previous work experience didn’t always bring a match. We needed to dig deeper into the candidates’ mindsets during the recruitment process.
Raino Raasuke
Founder and CEO

“We had a need for a better recruitment solution. We are an organization that does big things with a small team. It is our conscious decision to keep the size of our team small and increase our performance through automation and collaboration. This means that every team member has to be top-notch to carry their large responsibility. Traditional approach to recruitment wasn’t sustainable for us anymore.”

Recruitment process

Which roles did we fill?


  • Compliance Specialist
  • Freelancer Sales Specialist
  • E-shop Manager
  • Amazon Marketing Junior Manager
  • Freight Specialist
  • Bookkeeper

Headhunting talent for an e-commerce company

Mapping out the candidate profile:

Before searching for candidates, it was first necessary to define each role. The majority of the roles which needed to be filled, weren’t yet developed in the organization. Because of this, it was important to understand what were the expectations for candidates and what their job tasks would be. Additionally, it was important to communicate to the candidate how their contributions would impact the company. To map out all this, our recruitment partner Eneli had several calls with the client.

Candidate search:

Because we were looking for specialists with specific skills, to find candidates, Eneli did headhunting.


Whilst headhunting, it was important for us to dig into the candidate’s mindset. Our goal was to find independent individuals with a knack for business and solving problems in a startup environment. That is why we decided to narrow our search to people who have experience working in a fast-paced environment similar to NoCry.


It was also important that the candidate was a doer type of person meaning they would have examples of previous projects where they had done impactful work.


“Our goal was to find active candidates – people who give a signal that they have interests and do meaningful things outside of work.” – Eneli Palloson, recruitment partner at TalentHub.


Besides headhunting, we also used our existing talentpool and referrals to find candidates.

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Candidate validation:

After headhunting, Eneli conducted screenings with candidates. The purpose of screenings was to find out each candidate’s work experience, where they see themselves in the future and what their aspirations are. 


During screenings, it was important for Eneli to let candidates speak about themselves. “I wanted to bring up a topic, which would help me understand the candidate’s mindset better. My goal was to know what type of person the candidate is.” 


We didn’t want candidates that treated the role as “just another job.” Instead, we wanted people that had sincere interest in working at NoCry.


During the recruitment process, we learned that most candidates had not heard from NoCry before. That is why Eneli also had to introduce and sell the company to the candidates. What she found was that candidates were interested in the industry NoCry operates in as well as their startup-like approach to work.


Considering each candidate’s expectations and fit, Eneli made decisions in regards to who made it past the screening round.


Depending on the role, the next step was to send a home task to the candidates. The purpose of the home task was to find how candidates would think and act in different life-like situations.


In the end, we sent our chosen candidates to NoCry through Trello’s software. Our goal wasn’t to send a lot of candidates to the client. Instead, we only chose candidates who we thought would fit into NoCry based on their motivation and skills.

Interviews and recruitment decision:

Eneli took part in the first interview round along with the NoCry team to see how they sell their organization and role. Based on this, Eneli gave tips on her behalf.


During the interviews, it was important to give extra information to the best candidates about how they can improve themselves at NoCry and what challenges the role presents. 


We left the hiring decision for the client to make, but we helped remind them what each candidate brought to the table. We had high standards for candidates throughout the recruitment process and we never lowered them. Instead, we spent more time on looking for the right person if needed.

The results

1. We found candidates that fit into NoCry’s culture

One of the challenges of his project was to find candidates that would fit into NoCry’s culture. Skills weren’t enough in this case – NoCry was looking for people who would fit into the team and who would be able to solve problems in a fast-paced environment. To find these people, it was necessary to let candidates talk about their previous work experience, their motivation and expectations regarding the new role. Thanks to this, Eneli managed to dig into the candidates’ mindsets. In the end, we only advanced candidates who were sincerely interested in working at NoCry.

2. Increased the number of quality candidates for the client

Partnering with TalentHub allowed NoCry to focus on their core activities. Thanks to this, their own recruitment load decreased. Yet, the number of good candidates that came to them still increased.

3. Hired six new employees

The average length of the recruitment project was 5 weeks. Below we have outlined, how long did it take for us to fill each role from the first client call to making an offer to the candidate.


  • Compliance Specialist – eight weeks
  • Freelance Sales Specialist – six weeks
  • E-shop Manager – four weeks
  • Amazon Junior Marketing Manager – five weeks
  • Freight Specialist – five weeks
  • Freelance Bookkeeper – three weeks

4. Developed a strong partnership

One recruitment project can always succeed. Yet, to find six new employees, you need strong cooperation from both sides. In this case, the recruitment projects were spread out for a longer period of time. This allowed us to get to know each other’s needs better, which is fundamental to a successful long-term partnership.
Eneli Palloson
Recruitment partner

“I believe we found the right person for each role. Working closely together with NoCry for a longer period of time helped us get to know each other. Thanks to this, we were able to find a solution to each project more quickly.”

Raino Raasuke
Founder and CEO

“Partnering with TalentHub meant our own recruitment load decreased, yet there were more good quality candidates that came to us. I was most surprised about TalentHub’s flexibility, which I hadn’t come across in this field.”

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