Global Talent Recruitment
Find the right people first — then decide how to employ them legally
The hard part of hiring abroad is rarely posting the job — it is not knowing local pay bands, where the talent actually sits, and how hiring conventions work. Bid too high and cost runs away; bid too low and the seat stays empty for months. Hires who do land often leave during probation from cultural mismatch. We start with pay benchmarks and a talent map for your target market, then run search, screening and background checks, and hand off to the right employment channel.
Where these problems usually surface
- Pricing the role against the domestic band — months of silence, then discovering the local market carries a 30–50% premium.
- Hiring impressive résumés with no actual local customer network, which defeats the point of an overseas hire.
- Running a domestic interview process that local candidates read as disrespectful — or worse, asking questions the law prohibits.
- Losing the hire within three months to cultural and management friction: the search fee is sunk and you start over.
- No workable way to verify track record or non-compete exposure locally, so the call is made on gut feel.
What we actually deliver
- Role profiling and pay benchmarking: comparable salary bands and typical benefit structures by country, city and seniority
- Talent mapping and channel strategy: where the target population sits, then a mix of local job boards, industry communities and headhunter networks
- Outbound search and screening: reaching employed candidates directly rather than waiting for applications, with motivation checks
- Interview design: process and script adapted to local norms, avoiding age, family or health questions that are unlawful locally
- Background checks: employment history, reasons for leaving, non-compete exposure and reference verification
- Offer negotiation and hand-off: package design, negotiation support, and contracting into either your own entity or an EOR
How we work together
Role & candidate profile
What this hire must solve, which local relationships they need, who they report to.
Pay benchmark & market map
Comparable bands and talent distribution; which channels to combine.
Search & screening
Direct outreach, first-round screening, motivation checks, shortlist delivery.
Interviews & background checks
Scheduling, adapted process design, verification.
Offer & hand-off
Negotiation, offer release, and contracting into EOR or your own entity.
Who this is for
- Companies building their first local sales or operations team abroad
- Teams with an overseas entity that has been unable to fill a role for months
- Companies bringing in local management, technical specialists or a compliance lead
Frequently asked
- How long does a search take?
- It depends on seniority and market. Mid-level roles usually reach shortlist in four to eight weeks; executive or scarce technical roles take eight to sixteen. We give a phased timeline before kickoff.
- How does this relate to EOR?
- Recruitment solves finding the person; EOR solves employing them legally without a local entity. They usually run in sequence — we find the hire, then the contract is placed through your entity or an EOR. Either stage can be taken on its own.
Thirty minutes with us beats three months of trial and error
Tell us your target market and current stage. We will tell you exactly where to start.