1. Can you briefly describe your role in the Cross-border Talent Bridge project and why you are involved?

I am responsible for communication in the Cross-border Talent Bridge project, both strategically and operationally. This includes planning and executing communication related to the project itself, as well as aligning it with Ideon Science Park’s broader work and messaging around talent attraction.

Talent attraction is a key focus area for us. It is critical both for regional development and for the growth and competitiveness of the companies we work with. Ideon Science Park has been actively working with international talent attraction and retention for over eight years, and Cross-border Talent Bridge fits naturally into that long-term commitment.

2. How do the events and activities work in practice, and what tangible impact have you seen on international talent?

At the heart of the project is creating spaces and platforms where international talent and companies can meet, interact, and learn from one another. We design and host events, career days, seminars, trainings, and other formats for interaction and exchange.

In practice, this means we contribute to concrete matchmaking between talent and companies, while also offering arenas for learning, orientation, and community-building. For international talent, this reduces barriers, builds networks, and creates real opportunities, not just information, but connections that matter.

3. Many describe the project as unique and inspiring. In your view, what are the keys to this success, and how could it inspire other cross-border collaborations?

The key is joining forces and working together across borders, sectors, and cultures. When we collaborate, we bring different perspectives, competencies, and networks to the table, and that creates a much greater impact than working in silos.

Cross-border collaboration allows us to address shared challenges together and design solutions that are more holistic and sustainable. I believe this way of working can inspire other regions to think beyond administrative borders and focus instead on shared goals and long-term value.

4. Which methods or ways of working have proven most effective in creating value for both talents and companies?

Well-planned, curated career days with AI-powered matchmaking have proven particularly effective, increasing relevance and efficiency for both talent and employers. Learning sessions in different formats, such as workshops, seminars, and interactive talks, also work well.

In addition, our joint mentoring program is a strong example of how we create value over time, not just through one-off events but through longer-term relationships and support structures.

5. What concrete results and effects from the project are you most proud of – any successes or outcomes you want to highlight?

What I find most rewarding is hearing the concrete stories, from companies that have found the right competence, and from talents who have secured jobs, internships, or other opportunities through the project.

These real-life matches and outcomes show that the project makes a difference where it matters most: for people and businesses.

6. Why does Ideon Science Park invest in international talent attraction and retention, and what difference do you aim to make for the region?

International talent attraction and retention are essential for the companies we work with, both large and small, to be able to grow, innovate, and stay competitive. Access to qualified talent is often a decisive factor for success.

Beyond attraction, retention is key. We believe Ideon Science Park has a unique position in contributing to a strong, inclusive, and vibrant community that makes people want to stay. Our ambition is to be part of both the reason why talent comes to the region and why they choose to build their lives and careers here.

7. What improves when we collaborate cross-border between Denmark and Sweden? How does it strengthen results and long-term impact?

Cross-border collaboration allows us to think and act at the scale where the labor market works, not confined by national or administrative borders. By collaborating between Denmark and Sweden, we can pool resources, share knowledge, and create larger, more attractive platforms for both talent and companies.

This strengthens results by increasing reach, relevance, and efficiency, and it creates long-term impact by building trust, shared structures, and lasting relationships across the region. Ultimately, it makes Greater Copenhagen Region more resilient, competitive, and attractive as a whole.

8. How do you see the Cross-border Talent Bridge project contributing to increased internationalization, skills supply, innovation, and an attractive labour market in Greater Copenhagen?

The Cross-border Talent Bridge project contributes by making internationalization tangible and accessible for companies, talents, and organizations alike. It strengthens the regional skills supply by connecting international talent with employers across borders and by lowering barriers to entry into the labour market.

By fostering mobility, collaboration, and knowledge exchange, the project also supports innovation and helps build a more dynamic and inclusive labor market. In the long run, this strengthens Greater Copenhagen as a place where global talent can thrive, companies can grow, and cross-border collaboration is the norm rather than the exception.

Thanks Cece Geijer af Ekström, for sharing, and thanks to  Interreg Öresund-Kattegat-Skagerrak, for co-funding.

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