Finnish listed companies saw 12 new CEOs take up the role in the second quarter of 2026, against 13 in Q1. Combined, the first half of 2026 has produced 25 new CEO starts, an H1 run rate of about 50 a year, still above the ~44 recorded across all of 2025. On a quarterly basis Q2 annualizes to roughly 48, easing from Q1's own 52-annualized reading.

On diversity the quarter brought no movement: all 12 who started were men, leaving the market-wide female CEO share at 8.1%. Large Cap recorded zero changes for a second consecutive quarter. The age profile, which had swung sharply younger in Q1, moved back up — and past the norm. Q2's new CEOs took up the role at an average age of 54, against an active population that started at about 50. Renewal continues, but the profile of who is renewed keeps shifting quarter to quarter.

Highlights
  • 12 new CEOs started in Q2 2026, annualizing to ~48; H1 2026 total now 25, an H1 run rate of ~50 vs ~44 in 2025
  • Large Cap: zero CEO changes for a second consecutive quarter
  • External hires: 50% of Q2 starts (6 of 12), down from 62% in Q1 but still above the ~47% 2025 baseline — though 2 of the 5 internal promotions were sitting interim/deputy CEOs, which puts the external share at 6 of 10, or 60%, on starts that actually changed the leader
  • Average starting age of new CEOs: ~54 years, about four years above the active population's ~50 average age at start, reversing Q1's dip to 49–50
  • Women: 0 of 12 new CEOs in Q2 and 1 of 25 across H1 2026 (4.0%), against an 8.1% share of women in the active CEO population (15 of 186); the 9.3% baseline carried forward from the 2025 report has itself fallen
  • Two international starts (German, Estonian), leaving the nationality mix close to flat at 83.3% Finnish
12
new CEOs in Q2 (13 in Q1 2026)
0%
of new CEOs are women (8% of all active CEOs)
54
years is the average age of new CEOs (54 among all active CEOs)
83%
of new CEOs are Finnish (83.3% among all active CEOs)

Large Cap stays quiet

The most interesting continuity from Q1 is where CEO change still isn't happening. More than one in three Large Cap companies changed their CEO in 2025. Since then the tier has stood still: two full quarters, all of Q1 and all of Q2 2026, without a single new CEO starting. All 12 of the Q2 changes happened below Large Cap.

That freeze at the top is the quarter's defining pattern. Every one of the twelve changes landed in Small Cap, First North or Mid Cap — the segments that, on the index's own figures, tend to hire their CEOs youngest — while the largest companies, which take on their leaders at the oldest ages, chose not to move at all. The contrast points to something specific about how a large-cap board approaches the job.

New CEOs by segment
Q2 2026 · number of starts
024687410Small CapFirst NorthMid CapLarge Cap
Source: Listeds Executive Platform
Figure 1 — New CEOs by market segment, Q2 2026. Large Cap records a second consecutive quarter at zero.

By industry, the changes were more spread out than in Q1: Consumer Discretionary led with 4 (Duell, Martela, Tallink Grupp, Wetteri), followed by Industrials with 3 (Boreo, Summa Defence, Wulff-Yhtiöt), Financials and Technology with 2 each (Alisa Pankki, Titanium; Canatu, Siili Solutions), and Real Estate with 1 (Investors House).

New CEOs by industry
Q2 2026 · number of starts
Consumer discr.4Industrials3Financials2Technology2Real Estate1
Source: Listeds Executive Platform
Figure 2 — New CEOs by industry, Q2 2026. Consumer = Consumer Discretionary; no Consumer Staples starts were recorded in the quarter.

The external-hire spike cools off

Of the 12 new CEOs who started in Q2 2026, 6 were external hires, 5 were promoted from within management, and 1 came from the board — Aarne Simula's move from the Wetteri board into the CEO seat is the only board-to-CEO transition of the quarter. That puts the external share at 50%, down from Q1's 62% but still running above the 47% share recorded across 2025 as a whole.

Two of the five internal promotions, however, were already serving as interim/deputy CEO: Aki Gynther at Alisa Pankki and Tomi Virtanen at Duell. Measured against the 10 starts that did change the leader, the external share is 6 of 10, or 60%.

Source of new CEOs in Q2 2026
50.0%41.7%8.3%50%externalExternal50.0%From management41.7%From board8.3%
Source: Listeds Executive Platform
Figure 3 — Where the quarter's new CEOs came from, Q2 2026.

New CEOs start older than the market norm

New CEOs who started in Q2 2026 averaged roughly 54 years of age (based on birth year) — about four years older than the ~50 average age at which the active population started, and a reversal of Q1's dip to 49–50.

At the younger end, Maximilian Slawinski (Canatu) and Peep Jalakas (Tallink Grupp), both born in 1985, stand out; at the older end, Jukka Akselin (Investors House), born in 1961, reflects continued demand for experienced operators in smaller, asset-heavy businesses. Q1's "renewal at the margins" signal did not carry through the second quarter.

Average age of active CEOs versus new CEOs
years
All CEOsNew CEOs
0.014.028.042.056.02025 indexQ1 2026Q2 2026
Source: Listeds Executive Platform
Figure 4 — Average age of active CEOs versus new CEOs, 2025 index to Q2 2026.
“Leading a listed company is a genuinely different job, and boards look for proven experience and judgement. There is a deep pool of capable, more senior leaders at the moment, so an experienced profile is often the natural choice.”
Leena Hellfors
Leena HellforsManaging Director, SAM Headhunting

Gender representation: a sharp step backward

Every one of the 12 new CEOs who started in Q2 2026 is male. That's a full reversal from Q1's already-thin 7.7% (1 of 13), and it pulls the point-of-entry figure well below the 8.1% share of women in the active CEO population (15 of 186). Two consecutive quarters without meaningful female representation among new starters is a stronger signal than either quarter alone; across H1 2026 as a whole, 1 of 25 starts went to a woman — 4.0%, or roughly half the active-population share.

Women among new CEOs
% share
0.0%3.0%6.0%9.0%12.0%7.7%0.0%4.0%8.1%Q1 2026Q2 2026H1 2026Active population
Source: Listeds Executive Platform
Figure 5 — Women as a share of new CEO starts. The final bar is the active CEO population, shown for reference, not a start figure.

The baseline itself is moving the same way. The 9.3% figure carried forward from the 2025 CEO Index stands at 8.1% on the current snapshot, so representation is eroding through attrition among sitting CEOs as well as through the pipeline of new starters.

Gender representation of new CEOs in H1 2026
4%96%4%womenWomen4%Men96%
Source: Listeds Executive Platform
Figure 6 — Gender of new CEOs across the first half of 2026 (25 starts).

International hires remain the exception

The quarter saw two international starts. Maximilian Slawinski (German) joined Canatu and Peep Jalakas (Estonian) joined Tallink Grupp, leaving the Finnish share of new CEOs at 83.3% (10 of 12). As in Q1, international hires reflect specific sector or turnaround expertise rather than a broader shift in recruitment patterns.

Active CEOs' nationality
share of the total
FinnishInternational
All active CEOs, Q2 End 202683.3%16.7%New CEOs in Q2 202683.3%16.7%
Source: Listeds Executive Platform
Figure 7 — Nationality of active CEOs against the Q2 2026 intake. The two bars are identical, which is the finding: the quarter reproduced the existing mix exactly.

The aggregate mix barely moves, and Q2 shows why: the intake arrived at almost exactly the rate already embedded in the population. Non-Finnish CEOs hold 16.7% of active roles (31 of 186), and non-Finnish starts made up 16.7% of the quarter's intake (2 of 12).

Internationalization is concentrated at the top of the market. Large Cap CEOs are 56.2% Finnish, against 80.8% in Mid Cap, 91.1% in Small Cap and 95.7% on First North. But it is not confined there: 17 of the 31 non-Finnish CEOs sit below Large Cap.

CEO nationality by market segment
share of active CEOs in each segment
FinnishInternational
Large Cap56.2%43.8%Mid Cap80.8%19.2%Small Cap91.1%8.9%First North95.7%All active CEOs83.3%16.7%
Source: Listeds Executive Platform
Figure 8 — CEO nationality by market segment, active population as of 30 June 2026.

A CEO change is rarely a single change

Across the 12 companies that changed CEO in Q2 2026, at least 6 saw some kind of management-team change around the same time.

Not every departure was necessarily tied to the CEO change. Some were already planned. A few "exits" were really just a smaller management team, not someone leaving the company. Several companies saw no management-team change at all.

“A CEO change is rarely a single appointment. The board has usually set the direction already, and the new CEO arrives to execute it, which is what pulls a wider management-team rebuild behind it. Increasingly the assignment is a whole core team rather than one person.”
Taru From
Taru FromSenior Partner, SAM Headhunting

At a glance

Metric

2025 annual

Q1 2026

Q2 2026

Pace of CEO changes

~44/year

13/qtr (~52 annualized)

12/qtr (~48 annualized)

Large Cap turnover

over 33% of firms

0%

0%

External-hire share (all started)

~47%

62% (8/13)

50% (6/12)

Avg new-CEO age

~53-54

~49-50

~54

Women among new CEOs

—

7.7% (1/13)

0% (0/12)

Women in active population

9.3%

9.3%

8.1% (15/186)

Finnish share of new CEO-s

—

84.6%

83.3% (10/12)

Finnish share, active population

~84.2%

83.5%

83.3% (155/186)

About the data

The analysis draws on the Listeds Executive Intelligence platform and covers CEOs who started in the role at Nasdaq Helsinki main list and First North listed companies between 1 April and 30 June 2026. The index is keyed to the date each CEO takes up the position, not the date the appointment was announced. Active-population figures reflect a snapshot of 186 CEO roles as of 30 June 2026. Deputy CEO/Interim CEO promotions to CEO are counted as seperate CEO start.

Role equivalents to CEO are included in the count; titles in the dataset include President and CEO as well as Chairman of the Management Board. Companies listed on Nasdaq Helsinki are included regardless of country of domicile. Market-cap segments reflect each company's classification as of the snapshot date, not the start date.

A CEO start that confirms a sitting interim or deputy CEO is counted and classified as an internal promotion. The external-hire share is reported on all starts, with a secondary figure excluding interim confirmations, since those do not change who leads the company.

Age figures are calculated from birth year.

Baseline figures for 2025 and Q1 2026 are carried forward from the CEO Index — Finland | 2025 and the CEO Index — Finland | Q1 2026.

|

|

Insights

CEO Index — Finland | Q2 2026

CEO Index — Finland | Q2 2026

In partnership with:

·

5 min read

Finnish listed companies saw 12 new CEOs take up the role in the second quarter of 2026, against 13 in Q1. Combined, the first half of 2026 has produced 25 new CEO starts, an H1 run rate of about 50 a year, still above the ~44 recorded across all of 2025. On a quarterly basis Q2 annualizes to roughly 48, easing from Q1's own 52-annualized reading.

On diversity the quarter brought no movement: all 12 who started were men, leaving the market-wide female CEO share at 8.1%. Large Cap recorded zero changes for a second consecutive quarter. The age profile, which had swung sharply younger in Q1, moved back up — and past the norm. Q2's new CEOs took up the role at an average age of 54, against an active population that started at about 50. Renewal continues, but the profile of who is renewed keeps shifting quarter to quarter.

Highlights
  • 12 new CEOs started in Q2 2026, annualizing to ~48; H1 2026 total now 25, an H1 run rate of ~50 vs ~44 in 2025
  • Large Cap: zero CEO changes for a second consecutive quarter
  • External hires: 50% of Q2 starts (6 of 12), down from 62% in Q1 but still above the ~47% 2025 baseline — though 2 of the 5 internal promotions were sitting interim/deputy CEOs, which puts the external share at 6 of 10, or 60%, on starts that actually changed the leader
  • Average starting age of new CEOs: ~54 years, about four years above the active population's ~50 average age at start, reversing Q1's dip to 49–50
  • Women: 0 of 12 new CEOs in Q2 and 1 of 25 across H1 2026 (4.0%), against an 8.1% share of women in the active CEO population (15 of 186); the 9.3% baseline carried forward from the 2025 report has itself fallen
  • Two international starts (German, Estonian), leaving the nationality mix close to flat at 83.3% Finnish
12
new CEOs in Q2 (13 in Q1 2026)
0%
of new CEOs are women (8% of all active CEOs)
54
years is the average age of new CEOs (54 among all active CEOs)
83%
of new CEOs are Finnish (83.3% among all active CEOs)

Large Cap stays quiet

The most interesting continuity from Q1 is where CEO change still isn't happening. More than one in three Large Cap companies changed their CEO in 2025. Since then the tier has stood still: two full quarters, all of Q1 and all of Q2 2026, without a single new CEO starting. All 12 of the Q2 changes happened below Large Cap.

That freeze at the top is the quarter's defining pattern. Every one of the twelve changes landed in Small Cap, First North or Mid Cap — the segments that, on the index's own figures, tend to hire their CEOs youngest — while the largest companies, which take on their leaders at the oldest ages, chose not to move at all. The contrast points to something specific about how a large-cap board approaches the job.

New CEOs by segment
Q2 2026 · number of starts
024687410Small CapFirst NorthMid CapLarge Cap
Source: Listeds Executive Platform
Figure 1 — New CEOs by market segment, Q2 2026. Large Cap records a second consecutive quarter at zero.

By industry, the changes were more spread out than in Q1: Consumer Discretionary led with 4 (Duell, Martela, Tallink Grupp, Wetteri), followed by Industrials with 3 (Boreo, Summa Defence, Wulff-Yhtiöt), Financials and Technology with 2 each (Alisa Pankki, Titanium; Canatu, Siili Solutions), and Real Estate with 1 (Investors House).

New CEOs by industry
Q2 2026 · number of starts
Consumer discr.4Industrials3Financials2Technology2Real Estate1
Source: Listeds Executive Platform
Figure 2 — New CEOs by industry, Q2 2026. Consumer = Consumer Discretionary; no Consumer Staples starts were recorded in the quarter.

The external-hire spike cools off

Of the 12 new CEOs who started in Q2 2026, 6 were external hires, 5 were promoted from within management, and 1 came from the board — Aarne Simula's move from the Wetteri board into the CEO seat is the only board-to-CEO transition of the quarter. That puts the external share at 50%, down from Q1's 62% but still running above the 47% share recorded across 2025 as a whole.

Two of the five internal promotions, however, were already serving as interim/deputy CEO: Aki Gynther at Alisa Pankki and Tomi Virtanen at Duell. Measured against the 10 starts that did change the leader, the external share is 6 of 10, or 60%.

Source of new CEOs in Q2 2026
50.0%41.7%8.3%50%externalExternal50.0%From management41.7%From board8.3%
Source: Listeds Executive Platform
Figure 3 — Where the quarter's new CEOs came from, Q2 2026.

New CEOs start older than the market norm

New CEOs who started in Q2 2026 averaged roughly 54 years of age (based on birth year) — about four years older than the ~50 average age at which the active population started, and a reversal of Q1's dip to 49–50.

At the younger end, Maximilian Slawinski (Canatu) and Peep Jalakas (Tallink Grupp), both born in 1985, stand out; at the older end, Jukka Akselin (Investors House), born in 1961, reflects continued demand for experienced operators in smaller, asset-heavy businesses. Q1's "renewal at the margins" signal did not carry through the second quarter.

Average age of active CEOs versus new CEOs
years
All CEOsNew CEOs
0.014.028.042.056.02025 indexQ1 2026Q2 2026
Source: Listeds Executive Platform
Figure 4 — Average age of active CEOs versus new CEOs, 2025 index to Q2 2026.
“Leading a listed company is a genuinely different job, and boards look for proven experience and judgement. There is a deep pool of capable, more senior leaders at the moment, so an experienced profile is often the natural choice.”
Leena Hellfors
Leena HellforsManaging Director, SAM Headhunting

Gender representation: a sharp step backward

Every one of the 12 new CEOs who started in Q2 2026 is male. That's a full reversal from Q1's already-thin 7.7% (1 of 13), and it pulls the point-of-entry figure well below the 8.1% share of women in the active CEO population (15 of 186). Two consecutive quarters without meaningful female representation among new starters is a stronger signal than either quarter alone; across H1 2026 as a whole, 1 of 25 starts went to a woman — 4.0%, or roughly half the active-population share.

Women among new CEOs
% share
0.0%3.0%6.0%9.0%12.0%7.7%0.0%4.0%8.1%Q1 2026Q2 2026H1 2026Active population
Source: Listeds Executive Platform
Figure 5 — Women as a share of new CEO starts. The final bar is the active CEO population, shown for reference, not a start figure.

The baseline itself is moving the same way. The 9.3% figure carried forward from the 2025 CEO Index stands at 8.1% on the current snapshot, so representation is eroding through attrition among sitting CEOs as well as through the pipeline of new starters.

Gender representation of new CEOs in H1 2026
4%96%4%womenWomen4%Men96%
Source: Listeds Executive Platform
Figure 6 — Gender of new CEOs across the first half of 2026 (25 starts).

International hires remain the exception

The quarter saw two international starts. Maximilian Slawinski (German) joined Canatu and Peep Jalakas (Estonian) joined Tallink Grupp, leaving the Finnish share of new CEOs at 83.3% (10 of 12). As in Q1, international hires reflect specific sector or turnaround expertise rather than a broader shift in recruitment patterns.

Active CEOs' nationality
share of the total
FinnishInternational
All active CEOs, Q2 End 202683.3%16.7%New CEOs in Q2 202683.3%16.7%
Source: Listeds Executive Platform
Figure 7 — Nationality of active CEOs against the Q2 2026 intake. The two bars are identical, which is the finding: the quarter reproduced the existing mix exactly.

The aggregate mix barely moves, and Q2 shows why: the intake arrived at almost exactly the rate already embedded in the population. Non-Finnish CEOs hold 16.7% of active roles (31 of 186), and non-Finnish starts made up 16.7% of the quarter's intake (2 of 12).

Internationalization is concentrated at the top of the market. Large Cap CEOs are 56.2% Finnish, against 80.8% in Mid Cap, 91.1% in Small Cap and 95.7% on First North. But it is not confined there: 17 of the 31 non-Finnish CEOs sit below Large Cap.

CEO nationality by market segment
share of active CEOs in each segment
FinnishInternational
Large Cap56.2%43.8%Mid Cap80.8%19.2%Small Cap91.1%8.9%First North95.7%All active CEOs83.3%16.7%
Source: Listeds Executive Platform
Figure 8 — CEO nationality by market segment, active population as of 30 June 2026.

A CEO change is rarely a single change

Across the 12 companies that changed CEO in Q2 2026, at least 6 saw some kind of management-team change around the same time.

Not every departure was necessarily tied to the CEO change. Some were already planned. A few "exits" were really just a smaller management team, not someone leaving the company. Several companies saw no management-team change at all.

“A CEO change is rarely a single appointment. The board has usually set the direction already, and the new CEO arrives to execute it, which is what pulls a wider management-team rebuild behind it. Increasingly the assignment is a whole core team rather than one person.”
Taru From
Taru FromSenior Partner, SAM Headhunting

At a glance

Metric

2025 annual

Q1 2026

Q2 2026

Pace of CEO changes

~44/year

13/qtr (~52 annualized)

12/qtr (~48 annualized)

Large Cap turnover

over 33% of firms

0%

0%

External-hire share (all started)

~47%

62% (8/13)

50% (6/12)

Avg new-CEO age

~53-54

~49-50

~54

Women among new CEOs

—

7.7% (1/13)

0% (0/12)

Women in active population

9.3%

9.3%

8.1% (15/186)

Finnish share of new CEO-s

—

84.6%

83.3% (10/12)

Finnish share, active population

~84.2%

83.5%

83.3% (155/186)

About the data

The analysis draws on the Listeds Executive Intelligence platform and covers CEOs who started in the role at Nasdaq Helsinki main list and First North listed companies between 1 April and 30 June 2026. The index is keyed to the date each CEO takes up the position, not the date the appointment was announced. Active-population figures reflect a snapshot of 186 CEO roles as of 30 June 2026. Deputy CEO/Interim CEO promotions to CEO are counted as seperate CEO start.

Role equivalents to CEO are included in the count; titles in the dataset include President and CEO as well as Chairman of the Management Board. Companies listed on Nasdaq Helsinki are included regardless of country of domicile. Market-cap segments reflect each company's classification as of the snapshot date, not the start date.

A CEO start that confirms a sitting interim or deputy CEO is counted and classified as an internal promotion. The external-hire share is reported on all starts, with a secondary figure excluding interim confirmations, since those do not change who leads the company.

Age figures are calculated from birth year.

Baseline figures for 2025 and Q1 2026 are carried forward from the CEO Index — Finland | 2025 and the CEO Index — Finland | Q1 2026.

About the partnership

SAM Headhunting is an executive search firm specializing in demanding international direct searches at the European and global level. The company provides executive search, headhunting, board search, interim management, outplacement, and onboarding solutions for organizations navigating leadership change and growth.

Board Programme

Built for Nordic listed company boards.

The only programme in the Nordics designed specifically for listed-company board work.
Five sessions, one cohort, twenty leaders in one room - Helsinki, 2026.

Board Programme

Built for Nordic listed company boards.

The only programme in the Nordics designed specifically for listed-company board work.
Five sessions, one cohort, twenty leaders in one room - Helsinki, 2026.

Topics

# Topics

Authors

Founder and ceo

Helene Auramo is a co-founder of Listeds and Nordic Listed Leaders. She has previously co-founded Slush, Indiedays, Zipipop, and Okimo Clinic, building ventures at the intersection of media, technology, and community. She holds board positions at the Finnish Business School Graduates (Suomen Ekonomit) and Finnvera, and serves as Chair of the Investment Committee at the Finnish Business School Graduates. Helene is also a columnist for Talouselämä, Finland’s leading business magazine, and Aamulehti, one of the country’s largest newspapers. Her work focuses on leadership, growth, and the structures that shape decision-making in Nordic companies. She was awarded Future Board Member of the Year in 2022 by Future Board.

Founder and ceo

Helene Auramo is a co-founder of Listeds and Nordic Listed Leaders. She has previously co-founded Slush, Indiedays, Zipipop, and Okimo Clinic, building ventures at the intersection of media, technology, and community. She holds board positions at the Finnish Business School Graduates (Suomen Ekonomit) and Finnvera, and serves as Chair of the Investment Committee at the Finnish Business School Graduates. Helene is also a columnist for Talouselämä, Finland’s leading business magazine, and Aamulehti, one of the country’s largest newspapers. Her work focuses on leadership, growth, and the structures that shape decision-making in Nordic companies. She was awarded Future Board Member of the Year in 2022 by Future Board.

Photo of Maksymilian Zając

Maksymilian Zając is a junior data analyst at Listeds, covering Nordic leadership changes, shareholder lists and MAR transactions.

Photo of Maksymilian Zając

Maksymilian Zając is a junior data analyst at Listeds, covering Nordic leadership changes, shareholder lists and MAR transactions.

Authors

Founder and ceo

Helene Auramo is a co-founder of Listeds and Nordic Listed Leaders. She has previously co-founded Slush, Indiedays, Zipipop, and Okimo Clinic, building ventures at the intersection of media, technology, and community. She holds board positions at the Finnish Business School Graduates (Suomen Ekonomit) and Finnvera, and serves as Chair of the Investment Committee at the Finnish Business School Graduates. Helene is also a columnist for Talouselämä, Finland’s leading business magazine, and Aamulehti, one of the country’s largest newspapers. Her work focuses on leadership, growth, and the structures that shape decision-making in Nordic companies. She was awarded Future Board Member of the Year in 2022 by Future Board.

Maksymilian Zając is a junior data analyst at Listeds, covering Nordic leadership changes, shareholder lists and MAR transactions.

All Listeds newsletters (bundle)

One sign-up, the full picture.

Get every Listeds newsletter: the daily signal drumbeat, the weekly Pulse briefing, the monthly Best of the Month, the CEO letter, and the Weekend read.

By signing up, you agree to our Privacy Policy

All Listeds newsletters (bundle)

One sign-up, the full picture.

Get every Listeds newsletter: the daily signal drumbeat, the weekly Pulse briefing, the monthly Best of the Month, the CEO letter, and the Weekend read.

By signing up, you agree to our Privacy Policy

Latest signalsLive feed
Moves trackerLive feed

Investor Event

Listeds Investor Event · Defence

Nordic defence is in a once-in-a-generation growth cycle. Eight listed and pre-IPO companies pitch to 100+ invited investors at Valkoinen Sali, Helsinki

21 September 2026

Latest on Listeds

Market Signals

Sensofusion seeks a €1.3 billion Helsinki listing with its founder keeping control

Sep 24, 2026

Drone countermeasures company Sensofusion plans to list on Nasdaq Helsinki in October at a pre-money valuation of up to €1.3 billion. That would make it the first growth company to join the Helsinki exchange valued above €1 billion. The company aims to raise about €300 million in new shares, and four Finnish institutions have already committed €170 million of that.

The anchor investors are Elo, Ilmarinen, Varma and funds managed by OP Fund Management . The offering will include a public offering in Finland and an institutional offering in Finland and internationally, including in the US. The majority shareholder, Haave Oy, and some other shareholders will also sell existing shares.

A 60.8% operating margin carries the valuation

Sensofusion's revenue rose almost 90% in 2025 to €35 million, with profit of more than €23 million. In the first half of 2026, revenue grew another 122%. In the 12 months to the end of June 2026, the operating margin was 60.8%. Revenue grew at an average annual rate of 91.1% between the 2024 financial year and that 12-month period. Earlier this decade, annual revenue was around €700,000.

The company's main product, Airfence, detects hostile drones and can disable them by radio jamming. Customers include Ukraine, NASA, the Finnish Defence Forces and the Finnish Border Guard. "A large number of our customers are operational in some way, involved in war," said founder and CEO Tuomas Rasila.

The company says most of its revenue already comes from outside conflict zones. Rasila expects demand to grow whether or not the war in Ukraine continues, pointing to NATO members' commitment to spend 3.5 to 5% of GDP on defence. "There is nothing we hope for more than the end of war," he said. Chairman Timo Ahopelto put the market's annual growth at about 30%. "By 2030, the market will increase approximately fivefold," he said.

The proceeds will fund research and development in software, detection and countermeasure technologies, artificial intelligence and satellite capabilities. They will also pay for more production and testing capacity and strengthen the balance sheet.

Rasila will remain the controlling owner

Rasila owns up to 82% of the company, according to Helsingin Sanomat. He says the listing is not an exit. "I want Sensofusion to grow bigger than its founder. At the same time, I intend to continue as CEO," he said. He also plans to sell only a small part of his holding: "I am selling maybe about one percent of my own share and I am committing to not selling the 99 percent"

Suppose the issue raises the full €300 million at the maximum valuation. The dividend policy puts reinvestment first, and any future payouts will depend on the company's financing needs for growth. New shareholders are paying for growth, not for influence. The board and management already include familiar names: Ahopelto as chairman, and Mikko Hyppönen, formerly of F-Secure, as research director.

Market Signals

UPM and Sappi's paper venture heads for an EU veto as UPM's WISA demerger nears completion

Sep 23, 2026

The European Commission is set to block the €1.42 billion graphic paper joint venture between UPM and Sappi after the two companies declined to offer concessions, according to people familiar with the matter. The report lands six weeks before UPM's other portfolio exit, the demerger of its plywood business into WISA Group, is due to complete.

The companies also failed to persuade regulators at a closed-door hearing earlier that week, where they argued the deal would make the industry more sustainable and resilient. Selling assets to win approval is not considered an option because buyers are hard to find. The Commission has until 11 November to decide. UPM and Sappi declined to comment.

UPM planned to move about 30% of its sales out of the group

The two transactions together cover Communication Papers, with €2,493 million in 2025 sales, and Plywood, with €409 million. Against group sales of €9,656 million, that is roughly 30% of UPM's revenue, according to Listeds calculations based on the company figures.

The plywood exit is close to done. UPM's extraordinary general meeting approved the WISA Group demerger on 31 August 2026 and elected its board, chaired by Tapio Korpeinen. Completion is expected on or about 31 October, with trading on Nasdaq Helsinki from 2 November. Shareholders receive one WISA share for each UPM share, and the Finnish Tax Administration has ruled the demerger tax-neutral.


Plywood → WISA Group

Communication Papers → joint venture with Sappi

2025 sales

€409 million

€2,493 million

Structure

Demerger, one WISA share per UPM share

50/50 joint venture, €475 million cash to UPM at closing

Approvals

Shareholders, tax ruling and prospectus: all cleared

Merger control in the EU, the US and China

Next date

Completion on or about 31 October, trading from 2 November

EU decision due by 11 November

Chief executive

Tuija Suur-Hamari

Gunnar Eberhardt (conditional)

Status

On track

EU veto expected, according to Reuters

The difference between the two is who has the final say. The demerger needed UPM's own shareholders, a tax ruling and a prospectus approval, and it has cleared all three. The joint venture needs merger control approval from the European Commission and from authorities in the US and China. WISA starts trading on 2 November, and the Commission must decide by 11 November. Within those nine days, UPM will learn whether it is exiting one business or two.

Regulatory concerns grew while the deal moved forward on schedule

UPM and Sappi signed a non-binding letter of intent on 4 December 2025. The plan was a non-listed 50/50 joint venture combining Sappi's European graphic paper business with UPM Communication Papers in Europe, the UK and the US. The Commission opened a Phase II investigation on 28 April 2026. UPM called this a normal step when initial concerns have not been resolved 

One month later, on 28 May, the parties signed the definitive agreement. They also secured €600 million of external financing and a €100 million revolving credit facility, both underwritten by Citi and Nordea. 

In August the Commission sent a statement of objections. It said the venture could gain enough market power to raise prices and lower quality in coated mechanical and coated wood-free paper, the grades used for magazines, books and promotional print. "The Commission is currently unconvinced that integrating the relevant activities in the joint venture would bring enough benefits, in terms of cost savings or environmental or resilience improvements, to offset the potential harm," it said.

UPM said it was confident it could respond fully to the concerns, and that it "remains convinced that the planned joint venture is a necessary step to secure reliable supply continuity for graphic paper customers in Europe". Sappi called the objections a "standard" step and said it expected a positive outcome by the end of the year. Three weeks later, the companies declined to offer concessions.

Both of UPM's exits were staffed from inside the parent companies

The companies kept building the organisation after the objections arrived. In early September, Gunnar Eberhardt was conditionally nominated as CEO and Stephen Blyth as CFO. On 14 September four more nominations followed: Jan Gustafsson for human resources, Marco Eikelenboom for sales and marketing, Antti Hermonen for operations, and Jan-Sander van Tuijl for supply chain 

Of the five nominees whose current roles were disclosed, three come from Sappi Europe and two from UPM Communication Papers. Eikelenboom, currently CEO of Sappi Europe, commented in December that “To remain competitive and sustainable in the long term, consolidation is needed. Consolidation will contribute to a more robust and resilient European graphic paper industry, safeguarding security of domestic supply for the printing sector.” All the nominations depend on regulatory approval, and the current leaders stay in their roles until closing. If the veto happens, the whole team stays where it is.

The same pattern holds at WISA, where Tuija Suur-Hamari moves from running UPM Plywood to chief executive of the new listed company. Listeds has covered the leadership side of this year's Helsinki demergers in Two new listed CEOs, no search, no external hire. The difference is that Suur-Hamari's appointment is certain, while the joint venture team's depends on Brussels.

A veto would leave both parents holding the exposure they tried to exit

For UPM, the deal was an exit from a declining market. After closing, UPM would have had no direct sales exposure to graphic paper in Europe or North America. At closing it would have received €475 million in cash and €98 million in shareholder loan receivables, and €411 million of net pension and other liabilities would have moved to the joint venture.

The business UPM would keep is not weak on returns. In 2025, Communication Papers generated a comparable EBITDA margin of 9.7%, against 14.0% for the rest of the group. Its comparable return on capital employed, however, was 17.8%, compared with 5.8% for the rest of UPM. The deal was about margin mix and market direction, not a loss-making unit. With WISA gone and Communication Papers still in the group, graphic paper would make up a larger share of the UPM that remains.

Sappi's goals were to reduce its direct graphic paper volume exposure to below 20% and to pay down debt. At closing it would have received €90 million in cash.

Decisions on Finnish capacity would go back to each parent

Four of the mills in the deal are in Finland: Sappi's Kirkniemi mill and UPM's Rauma, Kymi and Jämsänkoski paper line 6. The joint venture planned to shift production to its most efficient machines and targeted about €100 million in annual synergies. If the deal is blocked, each company would have to make those capacity decisions on its own. The same shortage of buyers that ruled out remedies would also make any standalone sale harder.

The Reuters report relies on unnamed sources, and the Commission has not ruled. What to watch before 11 November is whether the companies change their position on concessions.

Join our Pulse, Best-of-the-Week, and Weekend newsletters

Join our Pulse, Best-of-the-Week, and Weekend newsletters