Internationality is a prerequisite for growth at Capalo AI

Capalo AI is a fast-growing company operating at the intersection of the energy sector and artificial intelligence, with roots in Kuopio. The industry largely defines its recruitment strategy, where the shortage of talent and internationalization go hand in hand. Head of Talent Acquisition Anusha Ramakrishnan offers concrete insights into what it takes to build a multicultural workplace.

More and more companies are considering how to attract international talent—and above all, how to retain them. The expertise required by a deep tech company like Capalo AI is not available in abundance within a single country.

“We need a lot of expertise in optimization, energy markets, and artificial intelligence. It quickly became clear that we also need talent from outside Finland,” Ramakrishnan says.

Capalo AI currently employs around 55 people, and growth is rapid at the moment. In addition to Kuopio and Helsinki, teams operate in several European countries, making internationality an integral part of the company’s everyday operations.

Finland’s attractiveness—and its limits

Finland is of interest globally, but leveraging its attractiveness requires active effort from companies. Ramakrishnan summarizes the key factors of appeal into two main points:

“Finland has a very strong reputation: excellent work–life balance, safety, and clean nature. These are especially valued by people with families.”

The second factor is top talent seeking career opportunities in specific fields. They are drawn to companies with a clear mission and tangible impact. In the case of Capalo AI, this sense of purpose is particularly emphasized.

“The experts who apply to us are often strongly values-driven and consider the broader societal impact of their work. They are looking for organizations where their work connects, for example, to the green transition. For many, Capalo AI is already familiar, and for those who are not yet aware of us, our work quickly sparks interest.”

Attracting talent is often easier than retaining it. That is why Ramakrishnan emphasizes investing in integration from the very beginning. What matters most is how a new employee is welcomed.

“Companies should honestly assess how ready they are to receive international talent. There are often areas for improvement,” Ramakrishnan notes.

She particularly highlights the importance of onboarding and support.

“A new employee should have a support person during the first few months. Communication styles and expectations can also vary greatly between cultures. That is why it is important for the organization to understand these differences,” Ramakrishnan says.

Successful recruitment requires clear communication

For companies just starting with international recruitment, Ramakrishnan offers straightforward advice: start with the basics, be credible, and commit for the long term.

“A company needs to know why it is recruiting internationally. The role must be genuinely important for the company’s growth. It is also important to communicate that the company is here for the long term. This builds trust in the eyes of candidates,” she explains.

Capalo AI uses multiple channels in recruitment: LinkedIn, direct search, and active networking at events. This approach helps reach both active and passive job seekers.

At the same time, the company invests in future talent. Collaboration with universities and student events is an important part of recruitment, allowing them to reach talent already at an early stage of their careers.

Kuopio or Helsinki—does location matter?

The Helsinki metropolitan area continues to attract more international talent, but Kuopio has its own strengths.

“It is true that it is easier to attract people to Helsinki. But Kuopio also has a lot to offer, especially a calm environment and a work atmosphere that supports concentration,” Ramakrishnan says.

She points out that not everyone is looking for a large city. Technically oriented experts often value peace and the ability to focus on their work. In addition, the Finnish work culture is a strength regardless of location.

“People are genuinely friendly and want to make sure they do not offend anyone. The initial quietness may feel unusual, but it fades quickly,” Ramakrishnan notes.

A personal journey to Finland

Ramakrishnan also speaks from personal experience. She moved to Finland from India over 18 years ago due to her spouse’s work—open-minded, but without a clear picture of what to expect.

She decided to invest in learning the language and culture right from the start.

“I spent a year studying Finnish. It was the best investment I have made for my career,” she says.

However, entering the workforce was not straightforward.

“In the beginning, working life was not as international as it is today. The use of English was not as common, which brought its own challenges. Today, the situation is completely different. Companies are much more open to international talent.”

After many years in Finland, Ramakrishnan strongly feels that the country is her home. She highlights the importance of everyday life: good neighbors, children’s education, and a well-functioning society create a strong foundation for living. Although the Finnish winter brings its own challenges, the overall picture is clear.

– I definitely see my future here.