The solution
1. Strong understanding of the role
From the outset, the search focused on a rare combination of technical ITS expertise and commercial capability. The ideal candidate needed hands-on industry credibility, experience building relationships with public-sector stakeholders and contractors, knowledge of tenders and procurement, and an established network within the Baltic ITS market. Just as importantly, they needed to be comfortable independently developing a new market for Civic.
2. Job market mapping
TalentHub mapped around 100 ITS professionals across the Baltics, assessing both their technical and commercial experience. In Lithuania, only 8 combined both. As the sector is so niche, the search went beyond LinkedIn to public tender information, market research and recommendations from organisations involved in public ITS projects. This uncovered professionals who weren't visible through traditional channels and supported the decision to focus the search on Lithuania.
TalentHub also mapped Civic's key competitors, using public job ads and candidate insights to understand compensation, benefits and employment conditions. This showed Civic exactly which offers it was up against.
3. Close partnership
TalentHub handled mapping, outreach, screening and candidate communication, while Civic's CEO stayed closely involved in profile reviews and interviews. This made it easy to share honest market feedback, including some candidates' scepticism about joining a new entrant. Together, we reframed those concerns around the chance to shape the Baltic business, backed by Civic's experience entering new markets, its technical capabilities and what sets it apart from established local players.
4. Focus on candidate engagement
Targeted outreach introduced Civic as a new entrant to the Baltic ITS market and used its growth story to spark interest, while its 20-year track record in Ireland showed the stability behind the expansion. TalentHub kept candidates engaged by sharing Civic's projects and ambitions for the region, and by learning what would motivate each of them to move. This mattered because many worked for established local competitors, and some chose to stay or explored other offers. Regular check-ins during interviews helped spot concerns early and gave the successful candidate the confidence to make the move.
The results
1. No trade-offs despite the niche market
Civic set out to hire by the end of Q2. Starting early gave TalentHub time to map the market and build relationships with candidates who weren't ready to move yet. When the immediate pool proved limited, TalentHub kept strong candidates engaged instead of lowering the bar, and some who had been passive later came back on their own. Civic kept its requirements and hired the right profile within the planned timeframe.
2. Hired a strong cultural fit despite a niche market
Despite a talent pool of only 8 professionals in Lithuania combining ITS and commercial experience, Civic hired a candidate who matched the key requirements of the role. Beyond relevant industry and sales experience, the successful candidate brought the market relationships, independence, and cultural fit needed to help Civic develop its Baltic presence.
3. A clearer view of the Lithuanian ITS talent market
Beyond the successful hire, Civic gained a detailed view of the Lithuanian ITS talent landscape, including the key competitors, available talent pool, compensation expectations, and candidate perceptions of Civic as a new market entrant.
