Client story: Eidsiva

Client profile

About Eidsiva

Eidsiva has 1,300 employees, distributed across various locations, with its head office in Hamar. For over a hundred years, Eidsiva, and the company's predecessors, have contributed to the electrification and development of society. Every year, Eidsiva makes major investments to ensure access to renewable energy, and live the company vision of "driving force for new opportunities.” For example, its daughter company Elvia is responsible for Norway's largest power distribution area - a power grid covers a total of approximately 50,000 km², which is slightly larger than Denmark.

Visit their website

The Challenge

With over 1,300 employee, Eidsiva is one of Norway’s leading energy and technology companies. For over a hundred years, Eidsiva has contributed to the electrification and development of society, giving them a strong employer brand and a steady pipeline of inbound applicants.

In 2024, a key member of Eidsiva’s talent team went on parental leave, leaving a capacity gap in their recruitment efforts. Eidsiva's team also wanted to explore whether or not sourcing expertise should become an in-house function. The team thought finding a parental leave cover with sourcing competence could be a great opportunity to test this theory. So, instead of opting for a traditional recruitment agency to hire roles here and there, Eidsiva partnered with Amby. The goal of the collaboration was to embed a senior recruiter into their current team in Hamar that could cover the parental leave, while adding sourcing competence to the team.

The Solution

Thanks to Eidsiva’s openness to collaborate and welcoming nature, Amby’s consultant on the project, Tine, embedded seamlessly into their in-house team.

While Eidsiva already had a strong employer brand and recruitment process, Amby added in-house sourcing expertise to ensure candidate outreach felt more authentic. This meant that even though Eidsiva was working with a recruitment partner, each candidate felt that communication coming from an Eidsiva, recruiter rather than an external agency.

While the original scope of the project was to add recruitment capacity, Tine quickly supported Eidsiva in various infrastructure tasks. She contributed to building a new career page, implementing psychometric assessments (Adept-15), and worked closely with hiring managers throughout each process.

Tine also introduced interview scorecards to reduce gut-feeling hiring decisions, ensuring a more objective and data-driven approach. All of these infrastructure initiatives made operational recruitment efforts more effective, without negatively impacting the candidate experience.

The Results

The partnership between Eidsiva and Amby was a success from day one. In just a short period, Amby helped secure 19 signings while keeping Cost-per-Hire at 86k NOK, a significant improvement from previous agency-led recruitment efforts. More importantly, Eidsiva gained critical insights into what it would be like to have sourcing competence in-house, opening up new possibilities for their hiring efforts.

By embedding sourcing expertise and improving hiring manager training, Eidsiva realized they no longer needed to rely solely on costly recruitment agencies. Instead, they could take a tailored approach—filling competency gaps as needed while maintaining control over their hiring strategy.

Through this collaboration, Eidsiva not only met immediate hiring needs but also built a stronger foundation for sustainable, in-house recruitment. Eidsiva continues to attract top tech talent, and has seen that a partnership with an embedded recruitment partner can give them the flexibility to scale their in-house team when they need it, for as long as they need it.

— The collaboration and dialogue with Amby have been exceptional from the very beginning. Tine quickly grasped our needs and her role, becoming fully operational from day one. She integrated seamlessly and functioned as if she were a permanent employee. This has been an incredibly effective solution for us during a period of reduced internal capacity.

Susanne Eggen Stensland Leder Kompetanse & Rekruttering, Eidsiva