AI-native teams aren’t found.
They’re deliberately built.
We partner with VC-backed AI-native and deep-tech companies across the New Nordics to build senior teams that deliver.
"We had a very tight deadline to find a Founding Engineer for our AI product and had no success on our own, until Sam delivered 4 hiring-worthy candidates in a week.
We ended up hiring 2 of them just 14 days after our initial call. In such a tight spot Sam absolutely saved us from having to restart and miss a month of work."
Joonatan Lintala — CEO | Co-Founder, SHOOK
Hiring outcomes you can stand behind
These aren’t agency metrics. They’re the result of forcing clarity early, before one bad hire determines whether the next 6-12 months work at all.
24-32 months
Typical tenure in role. Still compounding impact.
Founder-level execution, optimised to last.
Senior hires that stay through pivots, funding rounds, and product rewrites - because they were aligned on risk, scope, and reality from day one.
We don’t send options.
We send signal. No CV theatre.
Fast enough to protect momentum - disciplined enough to protect the hire.
5-10 days
From kick-off to shortlist.
What changes when Nordic Knight gets involved.
Senior hiring stops being a background task and becomes a deliberate leadership decision - because at this stage, one wrong hire quietly sets the company back months.
You stop hiring on hope
We bring senior AI, data and engineering talent who understand the actual problem, shifting scope, imperfect data, unclear infra - not just the role description you wrote to get started.
These are people who've built through ambiguity before.
The role stops changing mid-search
We force clarity on expectations, trade-offs, and ownership before outreach begins - so interviews don't reset, conviction doesn't wobble and decisions don't get revisited weeks later.
Momentum stays intact because the hard thinking already happened.
Founders, senior leaders and hiring managers stop carrying the hiring risk
We take on the uncomfortable conversations, remove weak signal early, and bring you a shortlist that supports a clear decision - not ongoing debate.
You’re no longer “managing the hire”.
You’re choosing between people who are already aligned.
Where Nordic Knight fits
Teams at inflection points where senior hiring decisions carry real delivery or credibility risk - whether that’s one defining hire or a tightly sequenced team build-out.
CTOs & Engineering Leaders
Senior engineering hires setting standards, velocity, and scale - one defining hire or a small core team.
Data & AI Leadership
Core data and ML roles where mistakes surface late and cost more to fix.
Product Leadership
Outcome-driven product hires carrying roadmap, stakeholder, and execution risk at pivotal moments.
Founders & Exec Teams
Inflection points where one hire, or a short hiring phase, materially changes the business.
≥60
When a senior hire can’t fail.
A short, direct conversation to decide if this is worth doing properly.