Before you start looking for candidates, think about what type of hiring best fits your business. The right option depends on the work you need done, how often it needs to be done, and where the person will work.
Choosing the right hiring model can help you manage costs, meet your legal obligations, and find the right talent more effectively.
Employee, contractor or freelancer?
An employee works under an employment contract and is part of your organisation. As an employer, you are responsible for providing agreed working conditions, paying employment taxes, and following employment laws. Hiring an employee is often the best option for ongoing work that is central to your business.
A contractor (also called an independent service provider) is self-employed or operates through their own business. Contractors usually work under a service agreement rather than an employment contract. They typically have more control over how and when they complete their work and may provide services to several clients at the same time. This option can be suitable for specialised projects or work with a defined scope and timeline.
A freelancer is also self-employed but usually works on smaller or short-term assignments. Many freelancers specialise in areas such as design, writing, software development, marketing, or consulting. Depending on the country they operate in, freelancers may work as sole traders or through their own companies.
The distinction between an employee and an independent contractor is important. It affects your legal responsibilities, taxes, and employment obligations. Before hiring, make sure the working relationship matches the type of agreement you plan to use.
Local or international hiring?
You can hire employees who live in Estonia or recruit talent from other countries. The best option depends on the skills you need, your budget, and where your business operates.
Hiring locally may make collaboration easier, especially if your business serves the Estonian market or requires employees to work on site. Local employees are also familiar with the local business environment, language, and regulations.
Hiring internationally gives you access to a much larger talent pool. This can be especially useful if you need specialised skills or cannot find suitable candidates locally. Many e-resident companies build international teams with employees working from different countries.
If you hire someone who lives in another country, you should also consider employment, tax, and social security obligations. These rules may vary depending on where the employee lives and works. You can learn more in our article about hiring employees.
Remote or office-based work?
Another important decision is where your employees will work.
With remote work, employees perform their work from home or another location outside your office. This allows you to recruit talent regardless of location and may reduce office costs. Remote work can also offer employees greater flexibility and improve access to international talent.
With office-based work, employees work from your business premises. This may be preferable for roles that require specialised equipment, regular in-person collaboration, or direct contact with customers.
Many businesses choose a hybrid approach, where employees split their time between working remotely and working from the office. This combines the flexibility of remote work with opportunities for face-to-face collaboration.
When deciding how your team will work, consider the needs of your business, the type of role, and the expectations of your employees. Whatever model you choose, make sure the working arrangements are clearly agreed and documented where required.
Where to find employees
Once you know what type of hiring you need, the next step is finding suitable candidates. The best recruitment approach depends on the role you are hiring for, the skills you need, and whether you are looking for local or international talent.
As your company grows, building a team may require more than filling individual positions. For advice on hiring strategies and growing your team, see our article here.
Below are some common ways to find candidates for your open positions:
Company website
Your company website can be a useful place to attract potential employees. A dedicated careers page allows you to introduce your company, explain what you do, and share open positions.
A careers page can include:
- available job openings;
- information about your company and values;
- details about your working environment;
- benefits and flexibility options;
- answers to common questions from candidates.
A well-prepared careers page can help candidates understand what it is like to work with your company before they apply.
LinkedIn is one of the most commonly used professional networks for recruitment. You can use it to share job openings, search for candidates, and connect with professionals who have relevant experience.
You can post vacancies as job listings or share them through your company and personal profiles. Sharing job posts through your network can help more people discover the opportunity.
LinkedIn also allows you to review candidates’ professional profiles, including their previous experience, skills, and education. This can help you identify people who may be a good match for your role.
Job boards
Job boards are online platforms where employers can publish vacancies and candidates can search for available positions. They can help you reach a large number of job seekers, especially when hiring for common roles.
Different job boards focus on different types of workers. Some platforms are designed for full-time employment, while others focus on freelance or project-based work.
Examples of widely used job platforms include:
- Indeed – a global job search platform where companies can publish vacancies and candidates can apply for positions.
- Upwork – a platform connecting businesses with freelancers and independent professionals for project-based work.
- MeetFrank – a platform connecting companies with technology and business talent.
Using several platforms can also increase your chances of reaching suitable candidates.
Recruitment agencies
Recruitment agencies help companies find candidates for open positions. They usually have existing networks of job seekers and can support different stages of the recruitment process.
A recruitment agency may help you:
- define the requirements for the role;
- find and screen candidates;
- arrange interviews;
- support the hiring process.
Recruitment agencies can be useful when you do not have internal recruitment experience or when you need to fill roles in a competitive job market.
Headhunters and executive search
Headhunters and executive search firms usually focus on finding candidates for senior, specialised, or leadership positions.
Unlike traditional recruitment, executive search often involves identifying and contacting people who are not actively looking for a new job. This approach can help companies find candidates with specific experience or skills that may be difficult to find through public job postings.
For most entry-level or general positions, regular recruitment channels may be more suitable.
Universities
Universities and professional communities can help you connect with people who are developing skills in a specific field.
Many universities have career centres that share job opportunities with students and graduates. This can be a good way to find candidates for internships, junior positions, or roles requiring specific educational backgrounds.
Employee referrals
Recommendations from people you already know can be an effective way to find candidates. Current employees, business partners, or professional contacts may know someone who could be a good fit for your company.
Referral-based hiring can help you reach candidates who may not be actively searching for a new role but are open to suitable opportunities.
If your company has employees, you can create a referral programme where employees recommend potential candidates from their networks.
Job fairs and recruitment events
Job fairs and industry events allow employers to meet potential candidates directly. These events can be useful when you want to introduce your company, present open positions, and speak with several candidates in one place.
Some events focus on specific industries or types of professionals, making it easier to reach people with relevant skills.
Social media
Social media platforms can also help you reach potential candidates, especially for roles where online communities are active.
Companies may use platforms such as LinkedIn, Instagram, or other professional and industry-specific networks to share job opportunities and show what it is like to work at the company.
When using social media for recruitment, focus on platforms where your potential candidates are most likely to be active rather than trying to use every available channel.
Where to find employees in Estonia
If you are looking for employees in Estonia, local platforms and organisations can help you reach candidates who are familiar with the Estonian labour market.
Some commonly used resources include:
- CV Keskus – one of the largest recruitment platforms in Estonia, used by employers to publish vacancies and by job seekers to find employment opportunities.
- CV.ee – an Estonian job portal where companies can advertise open positions.
- Töötukassa (Estonian Unemployment Insurance Fund) – Estonia’s public employment service. Employers can use its services to publish vacancies and receive support with recruitment-related questions.
- Work in Estonia – a programme supporting companies that want to hire international specialists. It provides information and resources related to attracting and relocating foreign talent.
You can also combine Estonian recruitment channels with international platforms if you are looking for candidates with specific skills or experience.
If you are hiring someone who lives outside Estonia, additional requirements may apply depending on where the employee lives and works. See our Hiring employees article for more information about different hiring cases.
If you are considering building a team in Estonia, learn more about the benefits of hiring in Estonia and how it can support your company’s growth in our article here.
Getting support with recruitment
If you need help finding employees or understanding recruitment options, several organisations can provide guidance and services.
Work in Estonia
Work in Estonia helps companies attract and hire international talent. If you are looking for employees from abroad, the platform provides information and practical guidance to help you understand the recruitment and relocation process.
Work in Estonia can help you:
- learn how to attract international specialists to your company;
- understand the steps involved in relocating employees to Estonia;
- find information about working and living in Estonia;
- access resources for employers hiring from abroad.
This can be especially useful for e-residents who have established an Estonian company but need to build an international team or bring specialists to Estonia. Work in Estonia provides guidance on topics such as recruiting foreign talent, introducing Estonia as a workplace destination, and supporting employees who are moving to Estonia.
Estonian public employment services
The Estonian Unemployment Insurance Fund (Töötukassa) provides services for both employers and job seekers. Employers can use Töötukassa’s support to find suitable candidates and get information about available recruitment services.
Through Töötukassa, employers can:
- publish job vacancies and reach people looking for employment;
- search for candidates through available recruitment services;
- receive guidance on recruitment-related questions;
- learn about employment support measures and services available for employers.
Töötukassa also provides information about different employment-related support options, which may be useful when hiring new employees or supporting people entering the labour market.
e-Residency Marketplace partners
The e-Residency Marketplace includes service providers that offer support for different stages of running and growing an Estonian company. Some Marketplace partners provide recruitment, human resources, or related services that can help you find employees and manage your team.
Depending on your needs, a service provider may help you with tasks such as:
- finding suitable candidates for open positions;
- supporting the recruitment process from job posting to interviews;
- providing HR-related services as your company grows;
- advising on employment-related processes.
External support can be especially useful if you are hiring for the first time, looking for specialised skills, or building a team in a country where you do not have local experience.
Before choosing a service provider, consider what type of support your company needs. For example, you may only need help finding candidates, or you may need broader support with recruitment and HR processes.