GOOD MOVE.

APRIL 24, 2026

GOOD MOVE. APRIL 24, 2026

ABOUT US

It can feel like a jungle out there, but you can still make a good move.

GoodMove. is founded by Elisa Vepsäläinen and Simon Alisch, combining experience in international recruitment, global talent mobility, and building operations across borders.

We have been directly involved in building large international talent pools and scaling international recruitment at an exceptional level during this decade. Through this work, we have seen firsthand both the opportunities and the structural challenges in global hiring.

This includes the lack of transparent, country- and field-specific information, reliance on intermediaries, and practices that can lead to poor outcomes for candidates and inefficiencies for employers.

Good Moves is built on these insights.

We are starting with a focused core team and will expand with technical development and local expertise in key markets, beginning with the Philippines.

Our goal is to build a trusted, scalable platform that improves how international talent connects with European job opportunities.

WHAT WE BELIEVE

GoodMove. helps international talent understand, prepare for, and access jobs in Europe in a fair and transparent way.

We are not a recruitment agency.

We are:

  • a source of right information about working in Finland(and later Europe)
  • a platform that helps international talent understand, prepare for, and access jobs in Europe without local recruitment agencies.
  • a platform that connects candidates with employers.
  • an infrastructure for pathways to Europe

Our long-term role: From interest → understanding → readiness → employment in Europe

PROBLEMS

THERE IS STRONG INTEREST ACROSS ASIA IN EUROPE AND ITS JOB OPPORTUNITIES.

AT THE SAME TIME:

  • Country- and field-specific information is often fragmented, outdated, or misleading
  • Many candidates are exploited by unethical intermediaries
  • Candidates lack clarity on real requirements, timelines, and salary levels
  • Employers struggle to access international talent without complex partner networks
  • Candidates are used to corruption and informal payments

This leads to:

  • financial loss for candidates
  • mistrust in the system
  • inefficiencies in global hiring
  • slows down global talent mobility

SOLUTIONS

SOLUTION 1: CONTENT

We provide reliable, country- and field-specific information about working in Finland and across Europe. Instead of fragmented or misleading sources, candidates get a realistic understanding of requirements, timelines, salaries, and how the process actually works.

SOLUTION 2: PREPARATION

We focus on preparation. We help candidates get ready for the job market by offering practical guidance on how to apply, what employers expect, and how to avoid common mistakes. This reduces uncertainty and allows people to move forward with confidence.

SOLUTION 3: ACCESS

We create direct access to opportunities. Over time, this means connecting international talent with employers through verified job listings, introducing employers and candidate profiles, without unnecessary intermediaries.

BUSINESS MODEL

Candidates (B2C)

Enter the platform directly and pay small fees to become “ready” candidates and access better opportunities. Focus on commitment, clarity, and access – not only content

Employers & EU Recruiters (B2B)

Pay for access to qualified talent through job posts, talent pool access, shortlists, and success-based hiring fees.

Asian Recruitment Partners (B2B) (if we want?)

Pay for access to European market and employer connections.

Core Asset

A growing pool of verified, prepared, and standardized international talent.

Revenue Logic

Light B2C layer + strong B2B revenue (access, hires, subscriptions), We own the talent layer and enable direct, efficient, and ethical cross-border hiring.

STARTING POINT

We do not start by building a platform. We start by building trust, audience, and demand.

Instead of investing heavily in technology upfront, we focus on reaching international talent directly, understanding their needs, and testind and validating what actually creates value.

This allows us to move fast, stay close to the market, and avoid building features that are not used.

The platform is built only once there is clear demand and an active user base to support it.

STEPS

Phase 1: Build Audience & Trust

We start by building an audience in key markets through clear, honest content about working in Finland and Europe. The focus is on reaching people directly, answering real questions, and creating trust.

Phase 2: Validate & Monetize Early

We introduce a simple, practical product to help candidates get ready for the job market. Demand is validated through pre-sales before building further.

Phase 3: Launch MVP Platform

Once we have an active audience and validated demand, we build a lightweight platform with core features: candidate profiles, job listings, and later employer access.

Phase 4: Scale & Expand

We grow into new markets, expand content and services, and develop a scalable platform connecting international talent with European employers.

BUILDING AUDIENCE & TRUST

  1. Start by building a direct relationship with international talent before developing the platform.
  2. Launch on TikTok, Facebook, and YouTube Shorts with clear, practical, and honest content about working in Finland and Europe. The focus is on answering real questions, correcting misinformation, and building trust through transparency.
  3. Content is produced consistently and quickly, testing what resonates and what people actually need. Early engagement is measured through comments, questions, and inbound interest rather than just views.
  4. Capture early demand through a simple landing page and direct interactions, identifying the most motivated candidates and their needs.
  5. Only once we see clear traction and repeated demand do we move into validating the first product and building further.
  6. First product: Paid online course on How to Find a Job in Finland.

CONTENT & BRAND

We build a brave, honest, and trusted voice for anyone looking to work in Europe.

Our tone is direct and transparent. We talk openly about the realities of international hiring, including the things that are often left unsaid. We share what we have seen from the inside, and what candidates actually need to know to make good decisions.

We position ourselves as a peer, not an authority. Like an older sibling who is on your side, helping you navigate a complex and often confusing system.

We acknowledge the reality: it can feel like a jungle. There is misinformation, hidden costs, and unclear processes. But with the right information and preparation, it is still possible to make a good move.

Our content is strongly targeted to Asian markets and designed to resonate with people who are actively considering working in Europe.

We focus on clarity, relevance, and trust over polish.