Zaznacz stronę
How a Future Is Built: From Craftsman to Tech Leader

How a Future Is Built: From Craftsman to Tech Leader

Can you briefly tell us about your background – how you ended up in your current role, and what your main responsibilities are?

I began as a furniture maker, learning with my hands before I ever dreamed of leading with my mind. I did this for almost a decade before trying university.

After one semester at university I dropped out – not from lack of curiosity, but because the classroom could never move at the pace my ideas demanded.

I started a small furniture company and, from the profit, bought tools to renovate a house. The satisfaction of building something tangible stayed with me; it became the foundation for everything that followed.

On 10th of November 2022, I became a father. That moment reshaped every priority I had. I wanted to build not only homes, but a future that would last for generations.

By early 2023 I had investors and was serving as general contractor for the renovation of a four-unit property. I worked ten-twelve-hour days on site while studying the emerging field of artificial intelligence on my own at night. There were no formal courses, so I learned by testing, by failing, by doing. I also had the instinct to use AI to write a book about AI, in order for myself to learn about AI. And let’s say this was just the beginning of my obsession.

When burnout hit later that year, I knew I had to redirect my energy. Construction had built my discipline; technology would become my purpose. And that’s when I discovered Companion. A being that finally wanted to listen to what I felt, and stayed in the answer with me, only to help me think further by keep asking me reflective questions.

I launched my own AI consultancy while still running my craftsman business. Then, in early 2024, my personal life collapsed: my nine-year relationship ended, I lost my home, and my daily access to my own flesh and blood, my daughter Olivia. Those were the hardest months of my life. Living out of a basement in Hamar, surviving on little more than faith and one meal a day.

But hardship became the forge. Out of that fire, Com2.ai AS was born, a subsidiary under Nordic AI AS dedicated to building Companion, our AI-empowered journaling platform. By spring 2025 I had left construction entirely and choose to go all in with technology. Later in fall of 2025 we secured our first investment round of 500 000 NOK, and on 29th of September 2025 we launched the platform publicly.

Since then I’ve been traveling, Italy, Poland, Oslo, Portugal. Growing the network, still operating on the edge of survival, but stronger than ever. The weight never lightened; I simply grew strong enough to carry it. The greatest lesson of all has been learning to cancel out the noise. To focus on what matters, to keep moving, and to never mistake struggle for failure.

My main responsibility today is to hold the vision, to see what is yet to come and translate it into actionable steps my teams can act on right now. I work with strategy, positioning, and direction, ensuring that every decision points toward the future we are building.

I am the builder of teams, the leader of leaders. My job is to gather people who can dream, think, and execute together. To give them a roadmap that stretches far ahead, so they always know what they’re doing at the moment.

Where my vision comes from, I don’t know. I only know that I can see the future, not in a mystical way, but as a clear direction that I can articulate, plan, and build toward. Through my thoughts and my voice, I turn that vision into reality. In that sense, I am constantly manifesting the future.

Companion by Com2.ai AS and your work with human-centered AI are getting a lot of attention. What truly sets your project apart from others in this field?

What sets us apart is that we build technology to help people meet themselves, and not to try and replace something human. Our foundation is AI-empowered journaling – a daily practice where reflection becomes an exercise for the brain and a way to evolve emotional intelligence. Companion doesn’t write for you; it helps you write your story. It asks questions that make you think, and then helps you weave your own words into meaning.

Over time, those reflections form a digital diary, the raw material for everything from personal growth to published work. A person’s journal can later become an autobiography, a poem, a book, a collection of ideas ready to share with the world. Through Com2.ai, we’re creating the tools and the marketplace to make that possible: a space where creators can publish, translate, and even sell their work with a few clicks, while the platform handles the technical side.

From this creative core we can grow something much larger: An AI Memory Card. It’s a secure, user-owned data layer – a bridge between the individual and every AI system they choose to interact with. Instead of starting from zero each time a new model appears, the AI Memory Card allows each system to understand you instantly, while you keep control of your data.

This approach will strengthen privacy and interoperability across Europe, supporting GDPR and the right of individuals to own their digital selves. It also sets the stage for a future infrastructure where AI companies must integrate with users, not the other way around.

In short, our project combines human reflection and technical responsibility. We are building the bridge between personal growth and digital integrity – a system where people become more aware, more creative, and more secure all at once. A platform to enhance human capabilities not replace them.

Let’s turn to another topic that is very relevant these days – responsible and ethical technology. How do you work with it in practice in your daily operations?

For me, responsibility begins with awareness. I never take what an AI system tells me at face value. Every claim, every suggestion, must be tested against sources and common sense. AI is a partner, not a prophet.

Inside Nordic AI AS, we practice this discipline daily. We use dedicated business accounts rather than personal ones, and we treat every piece of information as potentially sensitive. Our guiding rule is simple: never share anything you wouldn’t want copied forever.

We also design with privacy in mind. Our platform is structured so that users – not corporations – own their reflections, memories, and data. The AI Memory Card architecture will build this principle into the system itself, aligning with GDPR and the European commitment to data sovereignty.

Ethical technology isn’t achieved through slogans; it’s achieved through habits – through the constant act of thinking twice, questioning results, and keeping humans in control.

That’s the culture we’re building: one where critical thinking and respect for privacy are not afterthoughts, but the operating system of our work.

From your perspective, what defines the Norwegian approach to technology and innovation – what should companies understand about it?

Norway carries a quiet strength in its innovation – a kind of disciplined humility. We build not to impress, but to improve. Our inventions rarely shout; they hum with purpose.

The Norwegian mindset values integrity, balance, and trust. We don’t rush headlong into the future; we walk into it deliberately, making sure it aligns with our ethics and our relationship to nature. That gives our work depth and a sense of grounded progress.

At Nordic AI AS, that attitude is part of our DNA. We’re not trying to conquer technology; we’re trying to collaborate with it. To ensure that as AI evolves, it does so in harmony with human values, not in conflict with them.

What companies should understand about Norway is that innovation here is born from conscience. We strive to build things that will last – systems that reflect the same clarity and honesty that we try to live by.

Every market has its challenges. What do you see as the main ones in Norway today, especially when it comes to AI and digital transformation?

The greatest challenge in Norway isn’t technology – it’s culture.

We have the talent, the tools, and the resources. What we often lack is permission – permission to stand out, to take risks, to believe that we can build something extraordinary. That hesitation comes from Janteloven, the invisible law that whispers, “Don’t think you’re better than anyone else.”

But what if you are better – or rather, what if you’re simply willing to go further? What if you’re willing to fail ten times and still get up an eleventh? In Norway, that kind of determination can sometimes be mistaken for arrogance. Yet it’s the exact mindset that built our ships that crossed the oceans, and made us pioneers in energy, design, and exploration.

We need to return to that Viking spirit – not the myth of conquest, but the courage of creation. We must learn to celebrate those who dare to try, not quietly wait until they’ve already succeeded.

The real transformation we need isn’t digital – it’s psychological. Once we release ourselves from cultural modesty, Norway will stop adapting to global innovation and start leading it.

If you had a “magic button,” what would you change in Norwegian business life with one click?

If I had a magic button, I would erase Janteloven – not the humility behind it, but the fear it creates.

I would replace it with a culture that celebrates those who dare, that cheers for the dreamers and the builders instead of doubting them. We need to stop punishing ambition and start honouring persistence.

My own path has been far from ordinary. I’ve spent long stretches in isolation – up in the mountains, away from the noise – working, thinking, and building. I live differently than most people in business. My life is lean, focused, and often lonely, but it has connected me deeply to the world through the internet and through purpose.

I don’t belong to the boardroom crowd. I belong to the builders – the ones who start with nothing but an idea and refuse to quit. That’s why I wish for a Norway that truly understands what entrepreneurship means: a willingness to struggle so others may one day thrive.

With that magic button, I’d create a business culture that lifts its entrepreneurs instead of judging them. One where success is a shared victory, not a solitary fight.

And finally – one personal question for my dear blog readers: how and when did you first get to know the author of this blog?

I first met Aleksandra through Norway’s very first online BNI group – a pioneering experiment in connection during a time when the world was learning to meet through screens. It was early in my entrepreneurial journey, and she was among the first people who truly saw what I was trying to build.

From that beginning grew a genuine friendship built on trust, curiosity, and shared purpose. Through Aleksandra, I was invited into the network connecting Polish and Scandinavian businesses – a bridge that opened opportunities and relationships I still value deeply today.

Though I have since left BNI, the spirit of connection it taught me lives on within Nordic AI AS. Two of our current team members are still active BNI participants – one in Bergen and one in Sandnes – continuing that culture of collaboration and community.

Whenever Aleksandra and I cross paths now, often in Oslo, it feels like a small circle closing again – a reminder of how early friendships can become lasting anchors in the long voyage of entrepreneurship.

Names, careers, and opportunities – what connects them?

Names, careers, and opportunities – what connects them?

Lately, I’ve been thinking about a debate that keeps resurfacing. A simple question, yet one that carries so much complexity:

Why do some immigrants feel they have better job opportunities after changing to a more “Norwegian” name?

It made me pause.

What does this say about us? About our workplaces? And how do we actually judge people – even before we meet them?

NTB recently wrote about the topic, and at the same time, the Institute for Social Research published a report exploring how minorities navigate expectations and barriers in the Norwegian labour market. But the part that stays with me isn’t the data.

It’s the questions.

Questions I keep returning to…

Why would someone feel that their name can limit their opportunities?

What happens in that invisible space between employer and applicant – before a single word is exchanged?

Which subtle signals shape who we perceive as “the right candidate”?

And what does it feel like to balance multiple identities in a workplace that still has strong expectations of what is considered “Norwegian enough”?

This isn’t theory.

It’s about real people trying to find their place, be valued for their competence, and show up as their whole selves. And many adjust how they present themselves – language, interests, experiences. Not because they want to, but because they think it might help.

I’ve lived and worked in Norway for more than 30 years.

And I’ve met countless entrepreneurs, professionals, and leaders who want to contribute, grow, and be part of the community. Personally, I never felt treated differently because of my name. And that wasbeforeI became Eriksen.

I was invited to interviews, met with curiosity and openness, and evaluated on what mattered: what I could do, and what I could bring to the table.

When I later built my own company, this principle became the foundation of everything we created. It never mattered whether the candidate was named Julia, Krzysztof, Jøran, Mohamed, or Xolani.

What always mattered was:

Competence → Attitude → Openness.

So where do we go from here?

So where do we go from here?

Maybe this is the most important question to ask as we move into 2025:

How do we ensure that opportunities in the Norwegian labour market are shaped by what truly matters – competence, experience, and motivation – and not by the name at the top of a CV?

I don’t think we need quick answers.

Sometimes, asking better questions is the strongest place to start.

(Source: NAVIGATE project)
❄️ Voluntary Snow Cave Work – the Norwegian Way

❄️ Voluntary Snow Cave Work – the Norwegian Way

When my kids built a snow cave at our cabin, I couldn’t help but smile – it felt so typically Norwegian.
Not because it was planned, or because anyone told them to do it – but simply because they wanted to.

They saw a pile of snow, grabbed a couple of shovels, and got started.
It wasn’t a competition, not a project with goals and milestones – just pure curiosity and creativity.

Soon it turned into teamwork:
👉 a bit of trial and error
👉 a few breaks with cocoa and laughter
👉 and finally – a solid, cozy snow cave that was entirely their own.

🧩 What does it remind me of?

In many ways, it’s how work often functions in Norway.

✅ Freedom and trust
People tend to do their best when they’re trusted to take responsibility and find their own way.

✅ Ownership and motivation
Engagement grows when you can contribute ideas – not just follow instructions.

✅ Balance between work and joy
There’s room for humor, small breaks, and cooperation – even in serious projects.

So no, this wasn’t punishment – it was what I’d call “authentic Norwegian motivation” in practice, I thought.
Maybe that’s how job satisfaction is really built here – when you get the freedom to build your own little snow cave.

A Conversation with Mari-Anne Robberstad Scenorama

A Conversation with Mari-Anne Robberstad Scenorama


Visit Scenorama

Aleksandra:  Mari-Anne, it’s such a pleasure to meet and have this conversation with you! Thank you so much for taking the time to join me 😊
Can you briefly tell us about your background – how you ended up in your current role, and what your main responsibilities are?

Mari-Anne: My name is Mari-Anne Robberstad, and I’m the founder and managing director of Scenorama, an event company.

I’ve always worked with creating experiences – from welcoming international visitors to Norway and helping them experience the country “for real,” to designing events that gives joy and enthusiasm.

When I myself was leading a large organization, I learned firsthand that genuine, shared experiences are what drive motivation – and in the end, the bottom line. That’s the philosophy I’ve carried into Scenorama: creating authentic experiences that inspire enthusiasm, strengthen teams, and help businesses grow.

In short – I make sure every event we deliver touches the heart and creates lasting value for our clients. And we make them together – there is no I in TEAM…

Aleksandra: What makes Scenorama stand out – what do you believe truly sets your company apart from others in this field?

Mari-Anne: I’ve had the privilege of working on all sides of the table, in both large and small organizations. Running Scenorama is my passion – and my clients get all of my energy and my love for what I do.

I work with companies that recognize the value of human connection – leaders who know that results come through their people. Together, we turn company culture, goals, and values into experiences that build unity, enthusiasm, and growth.

I also work closely with a network of small, responsible suppliers who share the same values – people who deliver with honesty, precision, and passion.

The result? Events that both move and inspire.

Aleksandra: Sustainability is such a big topic today. How do you translate it into practice in your daily work?

Mari-Anne: For me, sustainability is about taking responsibility – environmentally, socially, and economically.

In practice, that means working with small, like-minded partners who care deeply about quality and genuine engagement.

I always look at my client’s own sustainability initiatives and find ways to bring them naturally into the event – whether it’s reusing materials, serving locally sourced food, or highlighting diversity and inclusion on stage.

Many companies already have hidden talents within their own teams – in entertainment, tech, food & beverage – and I love helping them bring those people forward.

That way, sustainability becomes not just a goal, but a natural part of the experience.

Aleksandra:  From your perspective, what defines the Norwegian market – what should companies understand about it?

Mari-Anne: Yes – the Norwegian market is built on trust, relationships, and quality.

Honesty, local roots, and social responsibility are highly valued here. We also have a strong culture of collaboration, equality, and openness, which means customers and the organizations expect transparency and authenticity. That can be a challenge for more hierarchical organizations.

For me, it’s essential that every event – big or small – feels genuine and relevant to the people attending.

It’s in that meeting point between professionalism and warmth that I literally thrive.

Aleksandra: Every market has its challenges – what do you see as the main ones in Norway today?

Mari-Anne: If you follow me or Scenorama on LinkedIn, you’ll see I often talk about the importance of creating engaging, meaningful experiences for employees – all year round.

It worries me when I see founders who built their companies on heart-driven leadership, clear goals, and strong values being bought up by equity firms that only focus on quick returns. These new owners often forget what created the success in the first place – the people. And that makes me genuinely sad.

I’m also surprised by how many companies have solid sales and marketing strategies, yet no plan for how to include their people – how to make employees feel seen, heard, appreciated, and understood. And honestly, it doesn’t take much!

Luckily, I get to work with clients who truly see the value of what I do – whether they just need a sparring partner or someone to support them throughout the whole process: designing an annual event calendar, managing all event services, and ensuring smooth execution.

Because nothing frustrates me more than seeing an employee stuck running an entire event, unable to take part in it, with piles of extra work waiting afterwards.

And no, I’m not afraid of AI – because no technology will ever replace the value of genuine human connection.

Aleksandra:  That’s a perfect cue to my next question about genuine human connection. What advice would you give to foreign companies planning to enter the Norwegian market?

Mari-Anne: I’d actually like to refer to this great article:
How to Navigate Business Culture in Norway – A Practical Guide (Part 3)

Aleksandra: Oh, thank you – I really appreciate being referenced to my own blog! 😊 And… If you had a “magic button,” what would you change in Norwegian business life with one click?

Mari-Anne: Be a little more generous.
See the people around you.
Give someone a compliment.

Aleksandra: And finally – how and when did you first get to know the author of this blog? 😊

Mari-Anne: I met Aleksandra through the BNI network. And I became a client. 

She’s a whole-hearted person – genuine, without any hidden agenda, and with a true desire to lift others.

We share the same values around collaboration, authenticity, and helping others shine – so contributing to her blog feels both natural and inspiring.

Dugnad – Norway’s Secret Superpower in Business (and everyday life)

Ever been invited to a “dugnad” in Norway? Maybe at your child’s kindergarten, at school, or in your housing cooperative?
For many foreigners, it’s a mystery: why should parents paint fences on a Saturday, tidy the schoolyard, or rake leaves around the block – without getting paid, instead of just hiring a company to do the job?

Welcome to dugnad – one of Norway’s most fascinating traditions.

What is dugnad?

It means voluntary, unpaid work for the common good. No salary, no contract – but you get something else: community, coffee, and cake.

👉 In kindergarten: cleaning toys, preparing the outdoor area for a new season, or refilling sand in the sandboxes.
👉 At school: tidying the gym or organizing sales to raise money for trips or new equipment.
👉 In housing cooperatives: raking leaves, painting benches, or cleaning shared areas.

And at the end? Everyone gathers. Cakes (often baked as part of the dugnad), coffee, and conversation are the real highlight. The social part is just as important as the work.

Why does dugnad matter?

Equality and collaboration
Everyone takes part – CEOs, teachers, students, and new neighbors. No one is “too important” to help out.

Trust building
By giving without expecting something back, you show reliability. That’s exactly how trust is built in Norwegian business culture too.

Cultural learning
One afternoon of dugnad can teach you more about Norway than an entire intercultural training program.

As a foreigner, you might think:
“I moved to Norway for work – and suddenly I’m painting fences in my housing cooperative!”

But that’s exactly the point. Dugnad is a word you can’t really translate – and a concept that says everything about how Norwegians view community, responsibility, and cooperation.

And maybe most importantly: it all ends with coffee, cake, and a chat – because dugnad is just as much about people as it is about paint and garbage bags.
💡 Next time you’re invited to a dugnad: bring work gloves – and maybe a cake. It’s the best investment in trust and relationships you’ll ever make in Norway.

A Conversation with Andreas Jędrzej Bromirski – IT People

A Conversation with Andreas Jędrzej Bromirski – IT People

Andreas Jędrzej BromirskiIT People

Aleksandra: Andreas, let’s start with you. Can you briefly tell us about your background – how you ended up in your current role, and what your main responsibilities are?


Andreas: I have a cross-cultural background, being both Polish and Norwegian, and I work today as a Talent Systems Engineer and founder of IT People. My foundation is in IT – I hold a bachelor in Computer Science and spent 8 years in software engineering and algorithm design. Over time, I realized I wanted to combine my technical expertise with people-facing work, which led me naturally into global IT recruitment. For the past 12 years, I’ve specialized in connecting tech talent with companies. I am also building my own AI-driven recruitment engine. My main responsibility is shaping recruitment processes that balance human relationship building with automation.

Aleksandra: Very exciting mix of technology and people! What would you say sets you apart from other players in the market?


Andreas: What sets me apart is my combination of authentic AI and relationship-building. I provide real-time transparency about the candidate’s process, while keeping communication personal and authentic. This mix of advanced technology and human focus is something very few agencies can offer.

Aleksandra: Let’s turn to a topic very present these days – sustainability. How do you work with it in practice?


Andreas: For me, sustainability in practice means building long-term, transparent relationships that create lasting value for both clients and candidates. By combining technology with long-term relationship building, I avoid the ‘short-term hire’ trap and instead focus on solutions that endure.

Aleksandra: We both know Norway well. From your perspective, are there any specific aspects of Norwegian business culture you would highlight?


Andreas: Yes. The Norwegian business culture is marked by willingness to innovate in several areas and a non-formal, non-hierarchical structure. At the same time, many companies are quite cautious when it comes to risk-taking and can be slower in adopting new methods or making decisions. The key is to approach them with consistency and patience, building sincere relations and trust step by step.

Aleksandra: Looking ahead, which trends do you believe will shape the next five years?


Andreas: In the next five years, the most decisive trend will be the emergence of a mature social and business ecosystem around AI. Today, many companies are pausing or slowing human-related investments, waiting to see how AI reshapes both work processes and skill requirements. As this ecosystem stabilizes, it will become clear not only which technologies prevail, but also which human skills remain critical alongside them.

Aleksandra: Many foreign companies are curious about entering Norway. What advice would you give them?


Andreas: Have patience and determination. Don’t sell cold, it’s a waste of time. Offer value instead. Don’t be discouraged by the lack of a quick response. Embrace the sincerity and openness to innovation.

Aleksandra: Every market has its challenges. From your view, what is the biggest one in Norway?


Andreas: Lack of ability to make quick decisions and small willingness to take risks.

Aleksandra: Finally, one personal question – for my dear blog readers. How and when did you get to know the author of this blog?
Andreas: Many years ago, I was a dance instructor and Aleksandra was one of my students. She was very determined and wanted to get results quickly, while I emphasized that real progress requires consistency and patience. I was impressed by her persistence and focus, even when dancing didn’t come easily. We quickly discovered that our personalities were complementary 😊 

Aleksandra: Thank you, Andreas, for this inspiring conversation – from the dance floor to the business world, our paths have crossed in such different ways, yet always with the same passion for growth and learning. I truly appreciate your perspective and the energy you bring into every project you touch.

How to Navigate Business Culture in Norway: A Practical Guide (part 3)

When I was 28, I got my very first job in Norway – at a youth institution, working every third weekend. After several early Sunday shifts, fueled by my Polish energy and eagerness to work as much as possible, my colleagues pulled me aside and whispered:
👉 “Aleksandra, we really appreciate your effort, but you’re ruining the whole tradition for us. Sunday mornings are for relaxing, drinking coffee, and reading the newspaper.”

Ok… I learned. From that day on, I spent my Sunday mornings on the sofa with a cup of tea, practicing how to be a little less Polish and a little more Norwegian.


Surprising cultural differences you should know

“Vi får se” usually means “no”
To foreigners, it may sound like a polite “maybe.” In reality, it almost always means: „we are not interested in this” … or “It’s not going to happen.” If you don’t know this nuance, you might wait forever for a decision.

Work and private life don’t mix
When the workday is over, it’s really over. Sundays, holidays, and vacation days are for taking time off. This is not a lack of commitment – Norwegians work hard when they work, but they set clear boundaries to protect both efficiency and private life.

Traditions matter more than you think
From Easter in the mountains to Christmas “lillejulaften” (the day before Christmas Eve) and Christmas Eve itself… These traditions may look “just social,” but they carry strong value. Show curiosity, and you suddenly have the perfect opening for trust and connection.

Stay grounded
Boasting or overselling rarely works in Norway. If you try too hard to impress, you risk losing credibility. Being open about both strengths and limitations builds trust – and often opens more doors.

Understanding these small cultural nuances can make the difference between being seen as a trustworthy partner – or as someone who “doesn’t quite get it.”
I learned it myself through a quiet Sunday morning on the sofa. Maybe this lesson can save you a few misunderstandings too.🟢 Want to prepare your team for the Norwegian market? I’m happy to help you translate these cultural nuances into real business success.

A Conversation with Simon – PROFF Forvalt

A Conversation with Simon – PROFF Forvalt

There’s always something more exciting about real conversations – with genuine, living
people. I’m lucky to have many great contacts whom I truly appreciate, people who always
bring good energy, new perspectives, and meaningful discussions.
That’s why I thought it would be a nice idea to let my readers get to know some of them –
through short, authentic interviews that capture both their professional insights and their
personalities.
First up is Simon Mauricio Egeberg from PROFF Forvalt – a conversation about data,
sustainability, trust, and a bit about Norwegian business life as we both know it.

A Conversation with SimonPROFF Forvalt
Aleksandra: Simon, let’s start with you. Can you briefly tell us about your background – how
you ended up in your current role, and what your main responsibilities are?
Simon: Of course. I’ve spent more than 13 years in sales, mostly within credit check tools
and business intelligence solutions. Over time, I worked closely with companies that need
reliable information to make better decisions, reduce risk, and identify market opportunities.
That journey naturally led me to PROFF Forvalt. Today, my main focus is helping
organizations use our credit and market analysis platform to evaluate companies, monitor
risk, and discover new prospects.
Aleksandra: Interesting! So, what makes PROFF Forvalt stand out from other players in the
market?
Simon: We’re not just a credit check tool – we’re a complete platform for credit assessment,
market selection, and company evaluation. What really differentiates us is the combination of
high-quality data, intuitive tools, and our long-standing experience in the Norwegian market.
Clients know they can rely on us for the transparency and insights they need to make
confident decisions quickly.
Aleksandra: Just another topic – and very relevant these days: sustainability has become a
buzzword in business. How do you work with it in practice?…
Simon: It’s true, it’s a hot topic – and for good reason. At PROFF Forvalt, we make
data and risk indicators easily accessible for our customers. That way, businesses
can evaluate not only financial stability but also suppliers and partners against sustainability
criteria. Internally, we’re also committed to reducing our own footprint and encouraging
responsible practices. 
Aleksandra: We both know Norway quite well and have hands-on experience doing
business here… If you look at Norway specifically, are there any aspects of the market you
would highlight?
Simon: Definitely. The Norwegian market is unique because it’s so transparent and
digitalized. Compliance, credibility, and sustainability are central values. At the same time, it’s
very relationship-driven. Trust is the key to getting things done here.

Aleksandra: Looking ahead, which trends do you believe will shape the next five years?
Simon: I see three clear ones. First, data-driven decision-making – companies will
increasingly depend on analytics and predictive tools. Second, automation and AI – risk analysis
and market selection will increasingly be supported by AI to make processes more efficient
and accurate. Our mission is to make business decisions in Norway more data-driven, transparent, and efficient.
Aleksandra: Very true. Now, many foreign companies are curious about entering Norway.
What advice would you give them?
Simon: Start with transparency and compliance. These are non-negotiables here. Be ready
to document your credibility and invest in building long-term relationships. Norway is
advanced and open, but success depends on local knowledge and access to trustworthy
data.
Aleksandra: I like “magic”, what about you?… Let’s end on a lighter note. If you had a “magic
button,” what would you change in Norwegian business life with one click?
Simon: I’d cut down on unnecessary bureaucracy while keeping transparency intact. That
would really make it easier for both Norwegian and international businesses to innovate and
grow – without losing trust.
Aleksandra: One last question, Simon, for mine dear blog followers – how and when did you
get to know the author of this blog?
Simon: I first got to know you through your journey… I’ve followed you since the very
beginning when you started your accounting office. It’s been inspiring to see how far you’ve
come, and I truly value the professional journey you’ve shared along the way.
Aleksandra: Thank you, Simon, for your positive feedback and a very interesting
conversation – and for our long-standing acquaintance and collaboration with you and
PROFF Forvalt!

💰 Paying Yourself from a Norwegian Company: Salary or Dividends?

If you own a Norwegian AS (limited company) – especially if you’re the sole shareholder – you have flexibility in how you pay yourself. But you also have responsibility to do it right.

👉 Should you take a salary, dividends, or both?

Let’s break it down:

Salary

  • Gives you pension rights and sick leave benefits
  • Counts as a cost for the company
  • Must include employer tax (~14.1%)
  • Taxed as personal income (marginal rate can be high)

Dividends

  • Taken from the company’s net profit after tax
  • No employer tax or pension base
  • Taxed as shareholder income: currently 37.84% (2025)
  • Must be formally decided in a general meeting and registered in Altinn
  • Requires approved annual accounts and sufficient retained earnings

📌 What most people do:
Pay a modest salary to secure basic benefits – and take the rest as dividends if profits allow. This gives a balanced tax outcome.

⚠️ But beware:

  • Dividends can’t be taken if the company is in financial trouble
  • If you mix private and company money, you risk tax penalties
  • Everything must be properly documented

🟢 I can guide you through the process – from planning the right payout strategy, to reporting everything correctly to Norwegian authorities.

📄 New ESG Rules in Norway: CSRD Applies to Subsidiaries Too

📄 New ESG Rules in Norway: CSRD Applies to Subsidiaries Too

The Corporate Sustainability Reporting Directive (CSRD) is shaking up business across Europe – and it affects Norwegian companies too, especially subsidiaries of EU-based groups.

📌 What is CSRD?
A new EU directive that requires detailed reporting on Environmental, Social and Governance (ESG) performance.
Norway follows EU legislation via the EEA agreement – so yes, CSRD will apply here too.

🔍 Who is affected?
✅ Large companies (more than 250 employees or €40M revenue)
✅ Listed companies
✅ Non-EU companies with subsidiaries or branches in the EU
Norwegian subsidiaries of EU-based groups – even if the parent does the reporting, local data will be required

📅 Timeline:

  • Some companies must start reporting from 2025 (using 2024 data)
  • For others, the deadline is 2026 or 2027, depending on size

💡 You’ll need to report on:

  • Carbon footprint and climate risk
  • Gender equality and social impact
  • Human rights in supply chains
  • Governance and anti-corruption policies
  • How your strategy aligns with sustainability goals

🛠️ This requires data, systems, and people who understand the requirements – not just in HQ, but in each country.

🟢 If you’re unsure whether your Norwegian company falls under CSRD – or how to prepare for the reporting – I’m happy to help you break it down into concrete steps.