Methodology
We never copy the same playbook from one project to the next. Four methods shape how we accept and run every overseas search.
Three-dimension deliverability assessment
Before taking on a project, we assess deliverability on three dimensions:
Market fit
The gap between your budget, benefits and employment terms and the local market.
Talent availability
The realistic candidate pool once constraints such as competitor scope, language, age and technical requirements are stacked together.
Commercial viability
Fee rates, payment terms, consultant effort and the probability of success.
The assessment ends in one of three verdicts: feasible, feasible with adjusted terms, or not feasible. If we don't believe a search can succeed, we say so before it starts.
A dedicated search strategy per project
We design candidate sources, search keywords, outreach approaches and engagement tactics for each project individually, based on the target country, industry, role, competitor scope and candidate profile.
Our core strength: broad channels — different candidate-sourcing channels for different countries, industries and roles; every case gets its own solution.
Five-point candidate screening
Every shortlisted candidate passes through five checks:
- Whether they meet the required professional qualifications;
- Whether they bring relevant company, product or project experience;
- Language and cross-cultural communication ability;
- Motivation, stability and genuine reasons for leaving;
- Current and expected compensation, notice period and location preferences.
One dedicated consultant per project
The same consultant owns your project end to end — from role analysis, sourcing and screening through interviews, Offer and formal onboarding.
Capacity constraint: a consultant runs no more than 3 active roles at a time. This keeps every project properly staffed.