Change Language

Fruitful dialogue paves the way for new competencies in Greenland

Pointer Search is experiencing increasing demand for leaders and specialists in Greenland. The market has become more professional, but also more complex – and this requires structured search processes, close client dialogue and realistic expectation management.

When companies in Greenland need to find new leaders and key employees, it is rarely a standard process. Most processes require clarification, patience and local knowledge, says Inger Marie Ingvardsen, Partner and Managing Director at Pointer Search, which for several years has been one of the most active headhunters in Greenland.

“We are experiencing increasing demand for competencies in Greenland. New leadership and specialist positions are being created, and we have many exciting new dialogues with companies that need inspiration to define the roles,” she says.

It is not only about finding candidates, but also about advising companies on clarifying what they actually need:

“Often, we start by defining the position and the area of responsibility together with the client. These are typically longer dialogues where we help set the framework,” she explains.

The team at Pointer Search works closely together to find the right leaders and specialists for Greenland. Pictured is Partner and Managing Director Inger Marie Ingvardsen (centre) with two of the company’s consultants.

Pointer Search works broadly across the Nordic region and today has a dedicated Greenland team of four people out of the company’s 14 employees. The team always has activities in Greenland – often between one and six search processes at a time.

Ethics and trust as foundations

For Inger Marie Ingvardsen, one of Pointer Search’s most important principles is that the company never recruits candidates from its own clients.

“We work according to certain professional virtues. When we have a client relationship, we gain deep insight into that company. We cannot use that insight in a search context for other companies. It is a fundamental ethical standard in our industry,” she says.

Trust and confidentiality are key to the long-term collaborations that characterise many of Pointer Search’s tasks in Greenland. The processes can be extensive, but the structured method ensures that they maintain pace.

“We work fast – typically six to eight weeks. We have a very structured process, and this makes it possible to keep momentum, even though the market is small and the candidates are often located far away,” she says.

A market in transition

The demand for qualified leaders and specialists in Greenland is growing, especially as the country becomes more accessible.

“The fact that it is possible to fly directly makes the country less isolated, and this has a major impact on how attractive it feels to take a job in Greenland,” says Inger Marie Ingvardsen.

She points out that energy, utilities and critical infrastructure are particularly active sectors.

“Many are looking for competencies within energy and infrastructure. Tourism is also growing, but it is not an area we have been very active in yet – that may come,” she says.

The Nordic region and the Realm Community continue to play a central role. “Most of our candidates come from Denmark or Greenland. Norway and the Faroe Islands are also strong markets. We see more Greenlanders who have studied in Denmark and want to return. That is positive, as it strengthens local business,” she says.

Finding the right candidates for Greenland

Recruiting for Greenland requires a special kind of matching. It is not only about competencies but also about personality and lifestyle.

“The candidates who thrive in Greenland are people who know themselves well. One must be ready for a new culture and nature. It can be lonely to move away from friends and family, so you must be prepared to make an active effort to build a new social life,” says Inger Marie Ingvardsen.

Pointer Search therefore uses a thorough selection process with several interviews, tests and dialogues with candidates’ families. “We often speak with the spouse and assess whether he or she can also find a job,” she explains.

It requires a balance between the professional and the personal. “We need to reach full clarity together with our clients. It is about finding the right match – not just on paper, but in reality,” she says.

Persistence and quality

The market for executive search in Greenland is growing, but it is still narrow. “There are more providers offering search today, but it is a limited market. It is typically more resource-intensive than in Denmark,” says Inger Marie Ingvardsen.

“We invest many hours in keeping our database and network up to date – it is a prerequisite for being able to react quickly when a need arises,” she says.

A growing market in motion

Developments point in one direction: Greenland and Denmark are moving closer together, both personally and professionally.

“More companies see Greenland as an integrated part of their Nordic strategy. We notice clear interest from candidates who want to work in the Arctic – not just as an adventure, but as a professional career choice,” says Inger Marie Ingvardsen.

She expects the recruitment market to continue growing as investments in energy, infrastructure and societal development pick up speed.

“This requires skilled people at all levels. And our task is to help companies find them – the right people for the right places,” she says.

Related Posts