Reaktor

Reaktor's tech community is looking for an experienced Senior Native Mobile Developer to join our Retail Business Unit in our European locations (Helsinki, Amsterdam, Lisbon). If you thrive in native mobile development, enjoy solving complex challenges in multidisciplinary teams, and are curious to work in a low-hierarchy environment, you might just be what we're looking for. You will join our Retail Business Unit, where you will support clients in at least one of the domains iOS or Android native mobile development. Your daily tasks may include: * Developing native mobile applications either iOS or Android * Building polished mobile UI experiences, including high-performance animations * Working on mobile SDKs, integrations, analytics, ads, or attribution frameworks depending on the client project * Collaborating with clients and stakeholders to clarify requirements, autonomously driving initiatives across the client organization and guiding technical and business teams in selecting the right technologies for their needs. * Contributing to architectural decisions and long-term technical direction * Participating in discovery, concepting, and iterative delivery, not just implementation * Taking ownership of testing, debugging, monitoring, troubleshooting, and production quality * Occasionally contributing beyond mobile when the project benefits from backend, API, or cloud infrastructure understanding To thrive in this position, you'll need: Must-haves * Strong experience in native iOS development using Swift and/or Objective-C * Strong experience in native Android development using Kotlin and/or Java * A testing ownership mindset - you take responsibility for the full development cycle, from implementation to ensuring features are defect-free and shipped to users * Experience with production app monitoring and troubleshooting * Experience engaging with multiple stakeholders to solve challenging, ambiguous problems * Fluent verbal and written English to collaborate in an international environment We notice that it usually takes several years of professional experience to build this level of depth across both mobile ecosystems. Nice-to-haves * Experience with SwiftUI and/or Jetpack Compose * Experience with reactive programming * Experience with Flutter * Experience with distributing beta versions via App Store and Google Play * Experience with publishing apps via the App Store and Google Play * Familiarity with backend development, APIs, databases, or cloud infrastructure * Interest in building polished animations and working closely with Motion Designers * Finnish language skills Adaptability Willingness to work in a hybrid setup. This means balancing office, client premises, and remote work. Why join us? For two decades, we’ve been developing qualities and capabilities for adapting, reacting, and supporting change – building Reaktor to hold up in a fast-paced environment while ensuring the well-being of our people. While working at Reaktor, we’ll provide you with: → The ability to impact how you work. Together with the client, your team chooses the approach, technologies, and methodologies you think will work best in any given situation → A community with as much support as your heart desires → A team that’s not only experienced but considerate as well – they all want you to succeed → A sustainable work-life balance and support for your daily life outside of work. (e.g., free moving day, Reaktor car share, sick child care services, office space to use for your private events, etc.) → An opportunity to grow as a professional. In addition to the day-to-day work, we offer internal training courses, community events, and 15-minute coffee breaks to discuss hot topics in tech and design → A possibility to take part in more extended academy-like studies like Cloud Academy → 300+ hobby clubs, from winter swimming and running to knitting and archery, that bring people together outside of (and sometimes inside) office hours. Many of these are supported by Reaktor Diversity, equity, and inclusion Together, we are committed to making Reaktor an environment that embraces and values all of our employees for the whole of who they are. We encourage applicants from all backgrounds to apply, knowing that studies show that members of underrepresented communities don’t apply for jobs unless they fully satisfy all of the requirements. If you're thinking twice about applying for this reason, we invite you to send us your application anyway. You could be just the person we're looking for. Read more about our DEI work here. Interested? Drop us a line – We'll be happy to hear from you!

WE'RE HIRING A HEAD OF BUSINESS HR TO HELP DEVELOP AND BUILD THE PEOPLE PRACTICES THAT SUPPORT REAKTOR'S NEXT PHASE: A GROWING SOFTWARE PRODUCT BUSINESS ALONGSIDE OUR CORE TECHNOLOGY SOLUTIONS WORK. Reaktor is turning a consulting-led technology company into a diversified technology group, with a software product business growing alongside the technology solutions core that has carried us for 25 years. That shift will succeed or stall on people decisions: which leaders we back, how we organise, how we pay, and how talent moves between businesses that make money in different ways. You lead those decisions where they happen, in the business. We're around 700 people, organised into business portfolios, each with a People Partner. We're raising what that role means: partners who shape how their portfolio grows, organises, and leads, with our operations team handling the operational work. You lead the partners, partner directly with senior business leaders, and build the people model for Reaktor's growing product business. The role has three parts. * Lead the partners. You lead, coach, and develop the People Partner team and define what great partnering looks like at Reaktor: partners who come to a business review with a view on capability, cost, and risk, measured by the decisions they shape and the people metrics that move the business. * Build the people model for product. You lead on writing the playbook for how Reaktor builds, pays, and grows product teams, and partner with our product leadership directly while it takes shape, alongside the People Partner who covers our wider defence and security portfolio. * Raise the leadership bar. You help us hire, develop and keep leaders who set the standard, and make sure leadership quality shows up in our talent decisions. Our strategy and where product fits Our strategy has three parts that reinforce each other. Technology solutions, our consulting business across eight industries from aerospace to healthcare, is our largest business and has a long record of stable profitability. The software product business starts with a defence and security product family sold to NATO members and partners, followed by products that grow out of client work in our other industries, and over time shifts our revenue toward recurring, higher-margin licences. The Reaktor Ecosystem, the founder-led companies we co-found and invest in, extends what we can bring to clients. Each part runs on different economics, so each needs something different from its people model. Consulting runs on expertise, utilisation and client relationships. Product runs on licence revenue and product milestones. The job is to serve both from one company, with career paths that let people move between consulting and product without losing standing. You write that model and apply it first to our defence and security product. Where this role sits You report to the Chief People Officer and sit on the P&C Lead team. P&C deliberately separates partnering from programme design and operations, and that split shapes this role. * Specialist teams, including Talent Acquisition, Talent Development and Compensation, design the company-wide programmes. You bring the business's needs into them and make sure they land. * People Operations (which we call HUG) owns process, data and operational service delivery, and relies on your partners for clean decisions on organisation and roles. Every business portfolio is served by a People Partner and a TA partner. You own how partnership works in the business. What you'll own * The People Partner team. You’ll lead and develop a team of four People Partners, set a shared bar for what great partnering looks like at Reaktor, and hold that bar across every portfolio. * The product people playbook. Roles, organisation, incentives with Compensation and career paths with Talent Development, applied first to our defence and security product. * Portfolio people plans. A people plan for every portfolio, tied to its business plan: capability, workforce shape, leadership bench and the risks that matter. * Organisation design and workforce planning. Sound advice on structure, spans and layers, roles and talent mix, with decisions cleanly recorded and implemented. * Talent, succession and leadership quality. Talent reviews and succession plans for critical roles, and a higher bar for how people lead. * Employment relations. Partners handle senior-stakeholder cases, and HUG resolves the rest. * Organisational change and M&A. Partnering the business through any major change processes, with partners acting as leads for their portfolio. * People insight. AI-generated people packs give partners and leaders a clear read on the people landscape within their teams, so partner time goes to judgement. How you'll work * You think commercially. You understand how product and consulting businesses make money, from recurring revenue to utilisation, and frame people decisions in those terms. * You're straight with leaders. You give senior people the honest read, including the one they didn't want, and bring options with it. * You lead with judgement. You know the rules well enough to see when a situation needs something better than the policy. * You’re hands-on. You lead and develop the people partner team while personally partnering with our product leadership. What success looks like after a year * Every business portfolio has a people plan tied to its business plan. * Business leaders bring their People Partner into decisions before they're made. * The product people playbook is written, agreed, and in use in our DefSec product business. * Critical roles have succession cover, and talent reviews lead to decisions that get acted on. * Regretted attrition is baselined, understood by portfolio, and moving the right way. * The People Partner team is developing and trusted to work without you in the room. What you'll bring * Around 12 or more years in HR, with significant experience as a senior HR business partner and leading a team of partners. * A product background. We're looking for someone who has led HR in a software or technology product company through growth, and understands how product organisations are built, paid and led. * Enough grasp of consulting economics to partner both sides of the business, or the appetite to learn them quickly. * Because you'll work with our defence and security product business, security clearance from the Finnish Security and Intelligence Service (Supo). With your consent, we start the process with the final candidate before the offer is confirmed. * Strong experience in organisation design and workforce planning, including through growth, restructuring, or acquisition. * Knowledge of Finnish employment law and co-determination, and experience handling complex ER cases. International employment experience is a plus. * Credibility with senior, opinionated experts, and comfort bringing data and AI tools to people decisions. * Fluent working English, with Finnish a strong advantage. How we work Reaktor has been building digital products since 2000, from Helsinki, Turku, Tampere, Seinäjoki, Amsterdam, Lisbon, Tokyo and New York. Our clients range from Delta Air Lines and Epic Games to Adidas and the Finnish Defence Forces. Hierarchy is light, decisions get made by the people closest to the work, and you're expected to use that freedom. Location * Our Helsinki office, at least 3 days per week. The rest is flexible. Applying Send us a line. You don't need a CV if you don't have one ready, so a LinkedIn profile, a website or a portfolio works fine. We want Reaktor to be a place that values people for the whole of who they are, and we encourage applications from every background. If you meet most of what's above and not all of it, apply anyway. Please apply by Monday 26 October.

REAKTOR IS A FINNISH GLOBALLY OPERATING TECHNOLOGY COMPANY THAT DESIGNS, BUILDS AND SELLS SOFTWARE PRODUCTS AND DIGITAL SOLUTIONS THAT IT CONSIDERS PIONEERING. REAKTOR OPERATES THROUGH A THREE-DIMENSIONAL VALUE CREATION MODEL CONSISTING OF A SCALABLE PRODUCT BUSINESS, TECHNOLOGY SOLUTIONS BUSINESS AND THE ECOSYSTEM VENTURE BUSINESS. ESTABLISHED IN 2000, REAKTOR HAS OVER 700 EMPLOYEES WORLDWIDE AND OFFICES IN HELSINKI, TURKU, TAMPERE, SEINÄJOKI, AMSTERDAM, LISBON, NEW YORK, AND TOKYO. We're hiring Lead, People Enablement & Transformation - to redesign how Reaktor's People and Culture services work end to end, with AI at the centre of them. Most People teams are built vertically, as strong functions each running in its own lane. Reaktor’s P&C is built the same way: around 25 people supporting Reaktorians, with each team good at what it does. This role works horizontally. It designs the operating model, rhythm and ways of working that connect P&C's teams, so work flows between them and every Reaktorian gets a Reaktor-grade service experience, end to end. It brings the delivery discipline Reaktor's next three years will demand. The role has three parts, and you need to want all of them: * PMO. You run the P&C portfolio and the integrated annual calendar. This is the foundation of the role and where you start. * AI and scale. You build the shared context model that lets people and AI agents work from the same understanding of P&C, and turn agentic possibilities into working practice, so the function can serve a growing business without growing at the same rate. * People services design and transformation. You design P&C's services end to end from the Reaktorian's point of view, set the shared ways of working that let P&C run well without being chased, and lead the changes too big for any one team to carry. Where this role sits You report to the Chief People Officer and join the P&C Lead team as a peer: Business HR, Talent Acquisition, Talent Development, People Ops (which we call HUG), and specialist teams such as Compensation. Each team owns its subject, and you build and run the machinery underneath: how priorities reach decisions, how work moves between teams and how changes land. What you'll own * The P&C portfolio and project model. One view of every cross-team initiative, a monthly review where trade-offs get decided, and a shared way of running projects. Built to stay light, and to run increasingly on shared context and AI. * People services design. Designing P&C's services end to end around the people who use them: the moments that matter for Reaktorians and leaders, how they reach help, and how work hands off between teams, HUG and AI. You set the service standards and measure against them. * The shared context model. A maintained body of how P&C works, covering processes, policies, decisions and ownership, built so a new colleague, a leader and an AI agent can all work from it. * AI and agentic enablement. Finding where AI can take work off the function, from Reaktorian questions to contribution and salary review cycle admin, proving it with the teams that own the work, and making adoption stick. * Transformation and the operating model. Leading the changes that cut across P&C, and owning the P&C operating model: how P&C is structured, decides and works, set out on one page. * The integrated P&C calendar. The annual cycle in one place. You own the calendar and the load it puts on the business, and teams own the content of their processes. * P&C efficiency. Making P&C more efficient to run, with the P&C Leads, through better service design and AI, built into the portfolio and seen through. * M&A people integration. Establishing and enabling a P&C cross-functional M&A team from due diligence to onboarding, and improving the playbook with every deal. * Leadership enablement and the change network. A thinking partner and coach to the CPO and P&C Leads, and a network of trusted people across Reaktor who help new ways of working spread. How you'll work We have a clear view of how change works here, and this role carries it. * You enable others. You make the people around you more effective, and resist doing the work for them. * You see the whole picture. You trace problems to their root causes, because change that ignores the connections fixes one thing and breaks two others. * You use clarity as a leadership tool. You can explain any part of P&C on a page. * You build things that last. You optimise for shifts in behaviour that outlive the project. * You're honest and direct. You name what isn't working, because change can't start from pretending everything is fine. Change here is gradual, trust-based and focused on behaviour. The best outcome is a team that works differently and can't quite remember when the shift happened. Your name won't always be on the result, and that comes with the job. What this role is - and isn't You won't own a People subject area, HR systems or people data, and you won't duplicate the work of P&C Leads. PMO here means portfolio governance and the calendar. Minutes and follow-up on actions stay with their owners. Small or single-team initiatives stay with the relevant team. This is a senior individual contributor role with no direct reports. What you will have is a clear mandate and a seat at the P&C leadership table. The role works through influence, and suits someone who makes the right thing the easy thing. Scope This role sets direction for how the whole of P&C operates, its work reaches every business unit, and it contributes to how Reaktor develops as a company. It is a senior individual contributor role and a peer of the P&C Leads, accountable for outcomes delivered across teams it doesn't manage, for making P&C more efficient to run, and for building capability in the people around it. Priorities are decided with the CPO and P&C leadership, and your job is to make sure they get decided well. What success looks like after a year * P&C leadership works from one portfolio view, and stopping work is always a deliberate decision. The 2027 P&C calendar is live, and P&C projects and processes don’t collide. * Core people services are designed end to end with clear standards, Reaktorians and leaders know where to go for what, and changes stick because people were brought along. * A shared context model is used by people and AI tools, with a first set of agentic workflows live and measured. * P&C is becoming more efficient to run, and the gains are visible in the portfolio and traceable to the changes that delivered them. * The operating model fits on one page, and future M&A integrations run from a tested playbook. What you'll bring * Ten or more years in transformation, PMO, service design, operating model or change roles, with global and People Team experience. * Experience designing services end to end around the people who use them, ideally HR: mapping the journey, setting standards and fixing the hand-offs between teams. * A PMO or portfolio track record that teams found useful. You know where governance ends and overhead begins. * Hands-on AI fluency, and a practical view of what agentic workflows need to work: clear processes, good context and clean data. * Experience structuring knowledge and processes so others can work from them, and setting direction across several teams or functions without line authority, with senior, opinionated experts. * Clear writing and structured thinking. You can put facts, options, trade-offs and a recommendation on one page. Fluent working English, with Finnish as a bonus. * Useful but not required: M&A integration, consulting or technology experience, and HR systems such as HiBob. How we work Reaktor has been building digital products since 2000. Our clients range from Delta Air Lines and Epic Games to Adidas and the Finnish Defence Forces. Hierarchy is light, decisions get made by the people closest to the work, and you're expected to use that freedom. Location * Our Helsinki office, at least three days a week. The rest is flexible. Applying Send us a line. You don't need a CV if you don't have one ready, so a LinkedIn profile, a website or a portfolio works fine. We want Reaktor to be a place that values people for the whole of who they are, and we encourage applications from every background. If you meet most of what's above and not all of it, apply anyway. Please apply by Sunday 18 October.