OGUN-BNasdaq StockholmStaffing & Employment ServicesIFRS · SEK

Ogunsen

Ogunsen AB (publ) is a Swedish recruitment and staffing group based in Stockholm. Its business centers on matching companies with specialists, managers, and temporary consultants through recruitment assignments and consulting placements.

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Revenue443m SEK
−13.4 %y/y
Operating profit (EBIT)26.5m SEK
−43.8 %y/y
EBIT margin6.0%
−3.2 ppy/y
Net income14.2m SEK
−62.0 %y/y

Fiscal year 2025 · change from previous year

Development 2020–2025

0200400600m SEK2020: 354 m SEK2020: EBIT 15 m SEK20202021: 420 m SEK2021: EBIT 47 m SEK20212022: 505 m SEK2022: EBIT 63 m SEK20222023: 505 m SEK2023: EBIT 47 m SEK20232024: 512 m SEK2024: EBIT 47 m SEK20242025: 443 m SEK2025: EBIT 27 m SEK202544327
RevenueOperating profit (EBIT)
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Business

Share of revenue
Consulting services65 %

Provision of hired consultants to client companies for temporary competence needs.

Recruitment services30 %

Permanent recruitment assignments for specialists, professionals, and managers.

Other staffing-related services5 %

Ancillary services linked to placements, such as overtake fees and related support.

Customers

Ogunsen sells primarily to companies that need qualified labor, either for temporary assignments or permanent hires. The reports indicate a focus on specialist and manager recruitment, which means clients value speed, competence-based selection, and a trusted process for handling candidate data. The customer base also includes organizations that want a partner aligned with ethics, sustainability, and responsible hiring practices.

Corporate clients needing consultants

Buy temporary consultants to cover project work, peaks, and specialist gaps.

Employers hiring specialists and managers

Use recruitment services to fill permanent professional and leadership roles.

Organizations with sustainability and ethics requirements

Choose Ogunsen for responsible hiring, privacy handling, and certified processes.

Strategy

Ogunsen’s stated direction is to build long-term value through structured sustainability governance, certified management systems, and ethical business practices. The company emphasizes competence-based recruitment, responsible data handling, and close alignment with customer expectations around quality, inclusion, and environmental responsibility.

Certified quality and environmental managementShort term

Supports consistent delivery, compliance, and customer trust in a service business.

Competence-based recruitment and staffingMedium term

Improves matching accuracy and supports the company’s specialist-focused positioning.

Responsible data and ethics governanceMedium term

Candidate trust and legal compliance are central to the recruitment model.

Geography

Ogunsen is headquartered in Stockholm and operates as a Swedish company. The available reports do not provide a country-by-country revenue split, but the business is clearly anchored in the Swedish labor market and regulated by Swedish employment and data-protection rules. Its operating model is therefore tied to local labor demand, hiring cycles, and the regulatory environment in Sweden.

Risks

Ogunsen’s main risks come from labor-market cyclicality, client hiring demand, and the need to maintain trust in candidate handling and ethical conduct. Because the business depends on people, data, and regulated employment practices, compliance failures, privacy incidents, or weak matching quality could damage reputation and reduce demand.

Sorted by severity
LowMediumHighLowMediumHighImpact →Likelihood →Candidate privacy and data protection1Cyclical demand in staffing and recruitment2Employment-law and discrimination compliance3Reputation and trust risk4
Impact is the risk’s severity and likelihood how probable it is over the next few years, both assessed from the company’s reports. Numbers match the list.
  1. Candidate privacy and data protectionImpact: HighLikelihood: Medium

    The company processes large amounts of personal data, making compliance and security critical.

    Exposure: Candidate and employee data

  2. Cyclical demand in staffing and recruitmentImpact: HighLikelihood: Low

    Client hiring and consulting needs move with economic activity and labor-market confidence.

    Exposure: Consulting and recruitment volumes

  3. Employment-law and discrimination complianceImpact: HighLikelihood: Low

    Recruitment decisions must follow labor, equality, and workplace rules.

    Exposure: Hiring processes and staffing assignments

  4. Reputation and trust riskImpact: MediumLikelihood: Medium

    The model depends on credibility with clients, candidates, and employees.

    Exposure: Brand and repeat business

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Accounting

Judgemental items
Revenue recognition for consulting and recruitment

Different contract types create different timing for when revenue is recorded.

Impact: Can shift reported revenue between quarters

Overtake fees

Fees arise when a client hires an assigned consultant, which is a distinct revenue event.

Impact: Can create lumpy revenue recognition

Accruals for personnel and service delivery

A staffing business must estimate accrued compensation and related costs accurately.

Impact: Affects operating expenses and margins

Lease and office-related accounting

The company operates from physical premises, so lease accounting may affect reported liabilities and expenses.

Impact: Impacts balance sheet and depreciation/interest presentation

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Last updated: 24/09/2026

Ogunsen (OGUN-B) Revenue, Earnings & Financials 2025 – Clarifo