Marketing Leaders: Ari Järvinen, Head of Marketing at Jobilla

By hrlineup | 19.02.2023

With years of experience in the marketing industry, Ari Järvinen has been leading companies to success with their innovative strategies and creative campaigns. In this exclusive interview, Ari Järvinen, the Head of Marketing at Jobilla will share their insights into the world of marketing and their strategies for achieving success.

Please tell us a bit about yourself, your background, and your journey to your current role?

Since my background is in engineering, my path to marketing is unusual. Since most of my career has been spent in search engine optimization, content, and inbound marketing have become a natural extension of my work.

I have been working in analyst roles and leading growth hacking and optimization teams, which brought me to where I am today.

I’ve been in this position for a few months, and the learning curve has been steep. However, I am in the right place for the first time.

What are the most important factors you consider when creating a marketing strategy for your company?

I try to keep it simple and find out the channels where we can meet our customer base. Then optimize the message to penetrate the clutter.

For example, I am looking forward to working closely with our product team and developers to find new opportunities for marketing.

So basically my strategy is to be constantly moving and finding ways to open a  discussion with potential customers. I try not to get too fixated into things.

How have you adapted your marketing strategies to meet the changing needs of your customers?

I think Jobilla as a service is a great example of meeting the changing needs of our customers. It’s not just how to do marketing, but also the service that we are marketing.

With Jobilla you can attract passive candidates and that alone is one of our key value propositions. We have a lot of benefits when compared to the more traditional ways of attracting candidates, so for me it’s not about changing strategy. It’s more about how to strengthen our message.

What strategies do you use to ensure your company’s products and services remain competitive in the HR Tech market?

As an analyst, I have a tendency to track and measure our efforts quite closely. The most important thing is to see what is performing and what could be improved. Sort of a growth hacking way. I think that is what will keep us competitive.

I am afraid to get too attached to something I personally think will succeed. The performance is all that matters. Kill your darlings if it is necessary and move on to something new.

How do you stay up to date on the latest trends and advancements in HR Tech?

I have to give a big shout out to our own People & Culture team for being active on these things. They keep me posted and we have a great working relationship with them, they give our team a lot of insights.

But of course news sources and blogs are something I follow on a weekly basis. I will also participate in a seminar or two during this year.

What do you think are the biggest challenges facing HR Tech companies today?

I am obviously looking at this from a recruitment perspective. So the challenge is how can companies adapt to the current trends? And also what is their role in it? There is a huge lack of candidates in certain markets and people might be more reluctant to change jobs. Employee Branding is becoming more and more important. We need to think of the people we are trying to attract and step into their shoes. How do they feel interacting with us etc.

To me technology is something that helps users to achieve their goals, so when the market changes, is the technology relevant to solving the current challenges? I am in a thankful position to work for a company built for a new age in recruitment and since we are more than just a technology company we have a really humane approach to these challenges.

When working in HR, humanity is one of the most important things. The challenge is whether or not humanity can be accommodated when there is technology involved.

And humanity is one of the most important things when working in HR. How can humanity be included when there is tech involved? That’s a challenge.