Real Estate Recruitment with a Strategic Focus

When Tekniska Verken needed to recruit a Head of the Real Estate Division, the requirements for leadership, organizational skills, and strategic ability were high. The new manager had to step in right in the middle of an ongoing change process.

We at Unik Resurs were entrusted with the task of supporting Tekniska Verken through a structured process and close collaboration. The project was led by recruitment and development consultant Frida Stern.

Cecilia Brodd, Head of the Shared Services Unit in the Business Support Division, describes the collaboration as follows:

“The collaboration was characterized by professionalism, responsiveness, and excellent availability. You were easy to communicate with, responded quickly, and kept us informed throughout the entire process.”

The Challenge and Collaboration: Finding the Right Leader Through Close Dialogue and Shared Understanding

Tekniska Verken is a group with a clear social mission and a strong focus on sustainability, technology, and a long-term perspective. The Real Estate Department within the Business Support Division is a central internal service and support function responsible for facility management, property management, land, and office services for the entire group in Linköping and Katrineholm.

As Head of the Real Estate Department, you will lead a team of nine employees and have full responsibility for staff, the work environment, and the budget. The role requires the ability to establish structure, set direction, and act as an internal business partner with a long-term perspective.

For us, it was crucial to understand exactly what kind of leader would succeed in this particular context. Cecilia Brodd describes how she experienced it:

“You quickly familiarized yourselves with the organization’s mission, challenges, and future needs. This was evident in our discussions and in the candidates who were presented.”

A key factor in our success was the close collaboration between Tekniska Verken and us. Frida Stern describes how she laid the groundwork:

“For me, an important part of starting an assignment is truly understanding the business behind the job requirements. We therefore spent a lot of time discussing with the client the current situation, the organization, the culture, and the challenges this person would face in the role.”

When the client shares the context and expectations, we can engage in a meaningful dialogue with the candidates and continuously adjust the process based on what is actually most important.

Cecilia Brodd highlights the importance of communication throughout the process:

“You were genuinely committed to finding the right person. The quality of the candidates was consistently high and aligned well with the requirements profile we had described.”

The Solution and the Result: A Structured Process That Provided the Right Skills

We started with Tekniska Verken’s specific needs and managed the process step by step, from needs analysis and advertising to candidate evaluation and ongoing check-ins.

An important part of the process was to define the role in a way that reflected the actual responsibilities and attracted the right candidates. We used psychological assessments and in-depth interviews, and weighed skills, leadership, and cultural fit against what we had collectively identified as critical factors.

Frida Stern describes what she felt created the most value:

“The greatest value lay in the structured assessment and the ongoing dialogue with the client. This allowed us to serve as a sounding board throughout the entire process and help ensure that the decision was as well-informed as possible.”

The assignment was a success. Through a structured process and close collaboration with Tekniska Verken, we were able to present a well-considered shortlist of candidates who met both the competency requirements and the overall requirements of the role.

Tekniska Verken had to evaluate a selection of candidates who met the requirements for the role, and the recruitment process resulted in an appointment that successfully aligned leadership, expertise, and the needs of the organization.

Cecilia Brodd summarizes:

“You brought expertise, structure, and confidence to the process. We saved time, gained access to candidates we likely wouldn’t have reached on our own, and felt confident in our final hiring decision.”

Conclusion: An understanding of the business and close collaboration lead to successful hires

The recruitment process at Tekniska Verken demonstrates the value of a close and structured partnership. Recruiting the right leaders requires a genuine understanding of the business and a collaboration built on trust and open dialogue.

At Unik Resurs, we are a long-term partner for securing talent. We provide support in all phases of your business—whether you need to expand, downsize, or improve efficiency. Our core strength lies in understanding our clients’ businesses, what they aim to achieve, and the conditions under which it must be done.