Camini is Finland’s leading partner in chimney sweeping and ventilation services. The company was formed in 2019 through mergers within the chimney sweeping and ventilation sector. Camini combines 30 years of technical expertise with a unique operating model in the market, built on a modern digital customer experience. Today, Camini employs nearly 50 top professionals in chimney sweeping and ventilation.
In early spring 2025, Camini’s board initiated the recruitment of a new CEO. The goal was to find a leader who could strengthen the company’s overall management and business performance. Martin Grotenfelt, Chairman of the Board at Camini’s main owner, Jatkaja Oy, explains the background to the recruitment as follows:
“Our objective was to find a new CEO for Camini who could primarily strengthen financial profitability, while also investing in people leadership and the company’s overall development, thereby creating a foundation for sustainable growth.”
Choosing a Partner Based on Proven Track Record
For a company of Camini’s size, it was clear from the start that the CEO recruitment would be carried out in cooperation with an executive search partner:
“In this recruitment, the advisor’s role was evident from the beginning, and we knew that by working in this way, we could achieve the best possible results,” says Grotenfelt.
Grotenfelt was already familiar with Avila through previous cooperation with Metsäkonepalvelu Oy, where he also serves as a board member. Thanks to this, Avila’s working methods and process were already clear, and Camini’s board had a solid understanding of what to expect from the collaboration. The earlier positive experience strengthened trust, and on this basis, Camini chose Avila as its advisor and executive search partner.
“Based on our earlier experience, Avila had proven to be an exceptional player in the market. The process is highly transparent and efficient. Only the most essential matters and final decisions remain with the client. The fact that everything proceeds quickly and clearly, yet with great thoroughness, has created a successful foundation for our collaboration,” Grotenfelt emphasizes.
A Comprehensive Process and Solid Preparation to Support Decision-Making
The process began with a joint meeting to discuss the company’s strategy and vision. From this, the goals for the CEO recruitment were defined and the ideal candidate profile was refined. Avila’s insights broadened the perspective, and candidates from diverse backgrounds and industries were included in the process.
The combination of Executive Search and a public advertisement ensured a wide and versatile candidate pool. To candidates, the position appeared as a highly attractive opportunity to pursue growth objectives in a company with clear growth potential and committed professional owners.
The recruitment process was driven forward by Avila’s Executive Search consultant and project manager. Three representatives from Camini’s board participated, not only in decision-making but also in reviewing the candidate list, conducting interviews, and later in the process, taking part in psychological assessments and reference checks.
“As the process progressed, Avila moved everything forward in a straightforward and professional manner. Their background work ensured that we had a comprehensive understanding of the candidates’ profiles, which allowed us to build our own picture of the most suitable individuals for the role and make final decisions,” says Grotenfelt.
Supporting the Selection with Leadership Psychological Assessment
According to Grotenfelt, the leadership psychological assessment conducted by Avila’s psychologist added clear value to the final stages of the process. The assessment gave Camini’s board confirmation and verification that the final choice matched the right candidate. It also provided insights into how the person would, in practice, lead the organization and what leadership style they would bring.
“In this recruitment, the assessment was an excellent addition to the process. Together with Avila’s psychologist, we reviewed the assessment thoroughly and received in-depth guidance on interpreting the results. In particular, we gained a better understanding of what the different levels and outcomes meant, and how they impacted this key recruitment.“
Grotenfelt and Camini’s board were very satisfied with both the process and its outcome:
“The process went exactly as we had expected. Avila’s strengths – efficiency, transparency, customer focus, and straightforward execution – were evident throughout the process.”
Avila wishes to thank Camini Oy and Martin Grotenfelt for their trust and cooperation, and warmly congratulates Pasi Aittola on his appointment as CEO.
Avainsanat
- direct search, executive search
Julkaistu
Ota yhteyttä
Matias Saarni
040 359 0156
matias.saarni[at]avila.fi