After 22 years in Florida, Tomas Lepp has come home — to the Nordics. And he hasn’t just returned with a suitcase. He’s brought with him decades of global experience, a clear vision for how recruitment should work, and a firm belief that the candidate deserves more than just a process. They deserve a voice.
Tomas is now leading Indeed’s strategic growth in the Nordic region, and his mission is clear: to help companies recruit smarter, faster and more human — in a market that’s digitally mature, socially driven, and talent-scarce.
“We’re establishing Indeed in the Nordics with local people for local companies. This isn’t about translating a product — it’s about building proximity, trust and long-term value in the region.”
About Tomas Lepp, Global Sales Leader
Tomas Lepp leads Indeed’s strategic growth in the Nordic region. With 20+ years of experience across industries and markets, he has helped hundreds of companies transform their hiring strategies, improve talent quality, and build more human, data-informed recruitment experiences. After two decades abroad, he’s now focused on helping Nordic companies compete — and win — by putting candidates first.
A global career — and a Nordic mission
Tomas has worked with some of the world’s most complex organisations — from aerospace to healthcare, engineering to consulting. He’s advised companies globally, nationally and regionally on how to improve recruitment, engage employees and manage talent through technology.
“I’ve helped hundreds of companies save time, reduce cost and improve quality across their talent initiatives. What they all have in common is this: when they invest in people, results follow.”
He’s certified in value selling, learning technology, social collaboration and strategic HR. But what drives him is simpler than that:
“Passion, drive and resourcefulness. That’s how I’ve built trust across functions — from C-level to HR to IT — in every organisation I’ve worked with.”
The shift: From ad revenue to candidate experience
Tomas is clear about what makes Indeed different — and why he chose to join the company.
“At a previous employer, we once sold a homepage ad to a university. It generated millions — but every job seeker had to click past it just to get to the search function. That’s when I realised: we were optimising for revenue, not for people.”
Indeed, he says, took a very different path:
“From day one, we focused on the job seeker. We asked: how do we make it easy, fast and relevant? Like Google. And that focus hasn’t changed.”
Today, Indeed has over 595 million job seeker profiles and operates more as a job matching engine than a traditional search platform. Every product decision — from layout to AI integration — is filtered through one simple question:
“Does this improve the experience for the person looking for work?”
The orange chair: Culture in practice
Every Indeed office has one. A single, bright orange chair in every meeting room. Always empty. Always visible.
“The orange chair represents the job seeker. It reminds us that even if they’re not in the room — they’re the reason we’re here.”
The symbol has become part of Indeed’s culture. Tomas recalls a meeting where someone unknowingly sat in the chair:
“A leader politely asked them to move. They said: ‘That seat is taken. It belongs to the job seeker.’ It sounds small, but it shapes how we think and act.”
It’s not just symbolism. It’s accountability.
Candidate-first isn't a slogan. It's a decision.
Indeed has made some tough calls over the years — and not everyone understands them at first. For example, misleading job ads get flagged and removed. Even if they come from paying clients.
“We’ve had employers upset because their ads were taken down. But we have a Trust & Safety team that reviews every flag. If it’s not right for the candidate, it doesn’t stay.”
And that philosophy has paid off. Job seekers spend more time on Indeed than on comparable platforms — often more than five minutes per visit in the Nordics — and return more frequently.
“That’s not an accident. That’s what happens when people trust the experience.”
AI with empathy: Building tools that understand people
Tomas is also excited about how AI can improve recruitment — not replace it.
“We’re building conversational AI for both job seekers and employers. Tools like Ace and Scout don’t just automate tasks — they help people make better decisions, faster.”
Indeed’s AI helps job seekers discover jobs they qualify for (but might not have found), build better resumes, and even navigate career changes. For employers, it supports screening and interview scheduling.
“The goal isn’t to replace humans. It’s to create more human experiences — with less friction.”
Looking ahead: The future of hiring is trust
For Tomas, recruitment is about much more than sourcing and screening. It’s about connection.
“When people trust the process, they stay longer. They refer others. They reapply. That’s how you build a sustainable talent pipeline.”
His message to Nordic HR leaders is simple — and pointed:
“Ask yourself honestly: would I apply to my own job? If the answer is no, then you’ve got work to do.”
And what’s next?
“Our former CEO had a bold idea years ago: what if you could find a job, click ‘Get an Offer,’ and be hired — instantly. At the time it sounded like science fiction. But today, it’s already happening in parts of Indeed Flex. And with AI, we’re getting closer every day.”
