We at Finnair are a team of dedicated and ambitious professionals from around the globe. Hybrid work has been part of our culture for a long time. We serve a challenging global market and take pride in our operational excellence and high-quality products.
How do you know if we are a good fit for you? In the recruitment process, we highlight professional expertise and relevant education as well as individual attributes such as the ability to take initiative, the capabilities to develop and collaborate as well as the motivation for the applied job. In addition to job-specific competencies, we want to hire people who share our values and are committed to our vision of offering a unique Finnish experience to our customers.
We are happy to enable our employees to enrich their lives and fulfill their travel dreams by offering a wide leisure travel benefit. We also support the health and wellbeing of our employees through our own Sickness Fund insurance benefit, Epassi sport (culture, health & wellbeing or commuting benefit), gyms around the Finnair campus and activities organized by our hobby clubs.
Do you think you need to be a pilot to join Finnair? Even though pilots and cabin crew are essential to our daily operations and success, it takes many other roles to build a successful airline business. For example, we have professionals designing the customer experience, digital services and products, mechanics and maintenance personnel taking care of our fleet, and our expert teams working with cargo, HR, finance and communications.
The airline business is unique because it requires seamless teamwork from several fields of competence to offer safe and comfortable journeys for all our passengers. Therefore, it is the perfect working place for those who are ready to learn the difference between this and other industry fields and constantly develop our business in the ever-changing global environment.
We believe in coaching and empowering leadership and that leaders should constantly develop throughout their careers. That is why we pay extra attention to providing our leaders with opportunities to improve their leadership and support their growth in leading not only people and the business but also themselves.
Our people’s experience is extremely important to us. We want to help our employees to develop themselves at work, to grow in the direction that will support their passion and strengths and encourage everyone to give their best every day.
In practice, for example, we link performance and competencies in our personal development discussions, encourage people to give and receive feedback and highlight development as a key part of leadership competencies. Additionally, in the next couple of years we will focus even more on developing our competences in customer experience and digitalisation.