Permanent recruitment across the international, cross-border and visa-led searches that build a global workforce.
Outside this list, ask. Our network reaches across hemispheres, and we will tell you straight whether the country combination is one we can actually deliver on.
Director and C-suite searches across borders. Country managers, regional MDs, international VPs of sales, finance, operations and engineering - briefed once, run patiently.
Hiring a candidate in one country to work for an employer headquartered in another. Employer-of-record routes, contractor-to-employee conversions, dual-jurisdiction placements.
H-1B, L-1, O-1, EB, Skilled Worker, Tier 2 ICT, Global Talent and country-specific visa categories. Mapped against the role, the timeline, and the candidate pool that holds it.
Full talent maps across two or more countries before you commit to a hiring location. Salary bands, candidate density, competitor benchmarking, market temperature.
Senior leaders relocating with families. Schools, partner employment, cost-of-living differentials, tax-equalisation packages and repatriation timelines all accounted for.
Distributed and remote-first hires across time zones. Engineers, product, design, customer success, operations leaders working asynchronously across continents.
In-country hires for international employers entering a new market. We brief locally, source locally, and vet against the cultural realities of the target geography.
VPs and SVPs with international remits, regional presidents, multi-country function heads. The hires that need a year of patience and three months of relationship-building.
Regional heads of sales, operations, finance, marketing and people across EMEA, APAC, LATAM and North America. Country mix understood before brief is taken.
The internal hires you need to run an international workforce well. Mobility managers, immigration coordinators, expat tax leads, international HR business partners.
The service line shapes part of the workflow, but most of it is the same. Whether the role is a country MD relocating from Frankfurt to São Paulo or an H-1B-sponsored senior engineer in San Francisco, we follow the same partnership-led process so nothing slips.
If it is a US-to-Canada cross-border move, we know which TN visa categories matter and which do not. If it is a UK-to-Australia senior hire, we know what the 482 sponsorship timeline really looks like. We will not waste your call asking the basics.
Every shortlist is calibrated against current in-country salary data plus what we are seeing live across the desk this month. Cost-of-living differentials, tax equalisation, mobility allowances and currency exposure all change the number. If the package looks under-priced, we tell you before we start.
Three to five candidates per brief. Right-to-work in target country, qualifications recognised locally, references taken in candidate's working language and timezone. Each ranked against the brief with a short written note rather than just sent.
We coordinate the offer, the visa application, the relocation timeline, the start date and any pre-employment checks, and check in at week 2, 6 and 12 post-arrival. The first 12 weeks of an international hire matter more than the next twelve months.
Pure single-country domestic recruitment is generally better served by a national specialist. Healthcare clinical, legal partner search, and bulk-volume hiring all sit best with sector-specific firms. We will tell you within one call if a brief is not a fit so you can place it where it lands fastest.