GN Group grows sixfold — Capax delivers 100+ technical profiles
When GN Group embarked on a large-scale expansion driven by pandemic growth, Capax functioned as their dedicated HR partner — identifying more than 100 qualified technical profiles across individual and pool recruitments.
About the client
A world leader in audio technology undergoing rapid transformation
GN Group — also known as GN Store Nord — is a global leader in professional audio solutions. Through its brands GN Audio (Jabra) and GN Hearing, the company develops products used by millions of professionals worldwide.
During the pandemic, the explosive shift to remote work created an unprecedented surge in demand for professional headsets and audio equipment. GN Group's operations grew sixfold in a very short period — creating an immediate and critical need for large-scale recruitment of technical specialists.
When a company grows sixfold in months, recruitment becomes a strategic capability — not just an HR function. Capax stepped in as a true partner, not just a supplier.
The challenge
Scaling a highly specialised talent pipeline under extreme time pressure
GN Group needed to scale its R&D and IT departments rapidly — with profiles that combined deep technical expertise in audio engineering, embedded software, and hardware development. The candidate pool for these roles is global and competitive.
Niche technical profiles
Audio engineers and embedded software developers with GN's required specialisations represent a small and highly competitive global talent pool.
Volume at speed
The need was not for one or two hires — it was for a sustained pipeline of 100+ qualified candidates delivered over a compressed timeframe.
Passive candidates
The best profiles were not actively job-seeking. Reaching them required proactive headhunting and a compelling narrative about GN's growth story.
International scope
With GN's international reach, candidates needed to be evaluated for willingness to relocate to Denmark — or assessed for remote work viability across markets.
What Capax did differently
Five disciplines that work when standard recruitment doesn't
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1
Dedicated HR partnership
Rather than handling individual job orders, Capax embedded as a strategic recruitment partner — taking on both individual searches and pool-based recruitment to keep pace with GN's growth trajectory.
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2
Proactive global mapping
Capax systematically mapped the global landscape of audio and embedded technology specialists — identifying target organisations, competitor companies, and academic talent pools across Europe and beyond.
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3
Selling the growth story
We helped GN articulate and communicate their exceptional growth narrative to candidates — turning a period of rapid change into a compelling career opportunity rather than a risk factor.
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4
Relocation and remote assessment
Capax supported GN in clarifying their position on international candidates — assessing which roles could accommodate remote work and helping candidates understand the practical reality of relocating to Denmark.
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5
Sustained candidate engagement
Over a sustained period, Capax maintained active dialogue with hundreds of candidates — keeping the pipeline warm and ensuring GN always had qualified profiles ready to interview as new positions opened.
The communication with the consultants was top notch. In addition to the scheduled meetings and phone calls, there was a good handover of information throughout all the status emails. The graduate presentations were really positive. — Karl Johan Lisby, Head of DevOps & Framework, GN Hearing
Result
100+ critical profiles delivered without delay
Capax identified and delivered more than 100 qualified technical profiles for GN Group's R&D and IT departments — sustaining a recruitment pipeline through one of the most extraordinary growth periods in the company's history.
All key positions were filled on time, enabling GN Group to capitalise on market demand without being constrained by talent availability. The partnership model proved essential — volume recruitment of niche profiles cannot be solved through transactional hiring alone.
Learnings
What this case taught us
- Volume recruitment of niche profiles requires a partnership model — not a transactional supplier relationship
- Growth stories are powerful recruitment tools when communicated with authenticity and specificity
- Passive candidates in specialised fields can be reached — but it requires sustained, personalised outreach over time
- Clarifying the international hiring position early saves time and avoids losing candidates late in the process
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