International recruitment: good talent, regardless of country
Opening a subsidiary in Madrid, strengthening a team in Montreal, repatriating an expert based in Singapore: recruiting across borders requires a local network, a knowledge of the practices of each country and a lot of coordination. We take care of it, with only one contact for you.
International recruitment is a unique solution at Cadran Talents: we recruit managers and experts from more than 25 countries for on-site, telework or relocation positions. Our consultants and our local partners know the markets, remuneration and cultural codes of each country, which avoids false steps and lost months.
Why international recruitment is changing the situation
Let's be frank: the best candidates for your position do not necessarily live next to your office. Expanding research to other countries increases available profiles, opens up access to scarce expertise and sometimes allows recruitment faster than remaining in a saturated local market.
But recruiting abroad without a local network is risky. Remuneration, notice, telework or status expectations vary greatly from country to country. A well-conducted international recruitment brings you:
An expanded pool: qualified candidates in several countries, instead of a single employment pool
Local knowledge: remuneration, labour law, recruitment practices and corporate culture of each market
Timelines controlled: a coordinated process, without waiting for each country to move at its own pace
Overall coherence: the same assessment method, regardless of the country, for comparable decisions
Accompaniment to mobility: visa, relocation, family installation, without you having to manage everything
This approach allows you to recruit the right person, wherever they are, and integrate them in good conditions. This is often the difference between a successful country opening and a lost year.
How we do it
Before you start the search: the framing
Each international mission begins with a thorough exchange with you. We were clarifying the position, but also what will be important in the choice of countries and candidates. We study together:
Target countries and the possibility of teleworking or relocation
Compensation and benefits, compared to local practices
Legal constraints: local contract, employing entity, visa
The indispensable criteria and those on which you can compromise
During the search: local sourcing and interviews
This is where our network makes the difference. A reference consultant coordinates the mission from France, while our local partners approach candidates in their language and context. Each candidate is accepted in a structured interview, and we address from the outset the topics that cause international recruitment to fail:
"Are you really ready to move, with your family, within six months?"
"What remuneration would allow you to accept, once the cost of living is taken into account?"
"How do you work with remote teams and other time zones?"
No bad surprises at the time of the offer. Informed, motivated and available candidates.
You receive a single shortlist, with comparable synthesises from one country to another. Interviews take place in video conferencing or on-site, according to your preferences, and we manage time lags and translations if necessary.
International recruitment or other approaches: understanding differences
| Approach | What You Get | What's missing | Ideal for |
|---|---|---|---|
| INTERNATIONAL RECRUITMENT | Expanded Vivier, Local Network, Supported Relocation | A bit longer period for notice and mobility | Open a country, recruit rare expertise |
| LOCAL RECRUITMENT | Rapidity, proximity, simple integration | Access to rare profiles outside the employment pool | Current positions in a supplied market |
| MULTI-PAYS ANNOUNCES | Number of applications, low cost | Serious qualification, knowledge of markets | Junior or very visible positions |
| CHASSE OF HEADS | Targeted approach, confidentiality | Local network and mobility management | Management positions in a given country |
| INTERNAL RECRUITMENT | Full process control | Time, network abroad, comparison of markets | Companies with an international HR team |
When international recruitment brings the most
This solution gives the best results when you need to:
Open a new country: recruit a subsidiary director and his first collaborators
Finding rare expertise: to expand research when the French market is not enough
Building a remote team: recruiting telework talent in several countries
Repatriate expat profiles: attract French or French speakers living abroad
Strengthening an existing subsidiary: recruit locally with the same requirement as at the headquarters
Accompanying an acquisition: recruit managers who will make the link between teams
One example among others: a French industrial company had been looking for a technical director for its Polish subsidiary for six months. In three weeks, we presented four candidates from three countries, including a Polish engineer based in Germany, who wanted to return. He started two months later.
The Cadran Talents approach to international recruitment
This is where things become interesting for companies that are growing internationally. Do you need to recruit from three countries? You don't want to run three firms, three contracts and three ways of working. We offer a complete solution, with a single contact person. Cadran Talents recruits from more than 25 countries through its consultants and a network of selected partners, who apply our methodology and standards.
In concrete terms, our approach means:
Local recruiterswho know the practices, language and expectations of candidates from each country
A common methodto compare candidates from one country to another on the same criteria
A reference consultantwho leads the mission from end to end and reports to you every week
Cultural decryptionto understand why a candidate hesitates, negotiates or refuses
Accompaniment to mobilityto secure the relocation of the candidate and his family
What we support for you
Beyond the search for candidates, we help you to clarify the issues that often block international recruitment:
Local remuneration
What you need to offer to be competitive in the target country, including benefits, and how to structure a package consistent with your internal grid.
The legal framework
Local contract, secondment, portage or entity creation: we direct you to the right options and connect you with experts if necessary.
Mobility and relocation
Visa, work permits, accommodation, children's education: we accompany the candidate and his or her family so that the move does not become the reason for a refusal.
Remote integration
A collaborator recruited abroad needs an onboarding thought for him. We help you structure his first weeks, even if he only meets his team in video conferencing.
International recruitment within your reach
Good news: recruiting internationally does not require an excessive budget or endless deadlines. A typical mission includes:
Perimeter: one or more target countries, defined together at scoping
Time limit: a shortlist in three to four weeks, then your interviews at your own pace
Lipsticks: summaries of comparable candidates, remuneration benchmarks by country, supply aid
Follow-up: accompaniment until taking up the post and during the trial period
We manage everything: sourcing, interviews, partner coordination, relocation. You focus on the candidate's choice and his or her welcome.
International teleworking and relocation
International recruitment is no longer limited to expatriation. We also accompany organizations that recruit from a distance:
Distributed teams: recruitment of telework workers in several countries, with a suitable contractual framework
Remote recruitmentInterviews and evaluations, all in video conferencing, without travel
Mixed journeys: remote start, then gradual relocation to the seat
Return to France: expat profiles who want to return, often quickly available and highly motivated
The same requirement, adapted to the way the teams work today.
Concrete results for your company
Our clients call on us for international recruitment to:
Opening new countrieswith good leaders from the start
Accessing rare skillsnot found on their local market
Reduce recruitment delaysby expanding the pool of candidates
Secure relocationof candidates and their families
Harmonizing practicesof recruitment between headquarters and subsidiaries
Advising recruitsthrough integration prepared from the first day
Internationally serenely
International recruitment fills the gap between your development ambitions and the actual profiles available. Whether you need one person in a country or ten in five countries, we adapt the mission to your situation.
No complex contracts. No multiple offices to coordinate. There is no doubt about the progress of the mission.
Just qualified candidates, introduced by consultants who know the field and speak to you frankly.
Ready to recruit across borders? Let's talk about your project.
Frequently Asked Questions on International Recruitment
What is international recruitment at Cadran Talents?
It is a solution for recruiting managers and experts in more than 25 countries, led from France by a reference consultant and led on the ground by our consultants and local partners. It covers positions to be filled abroad, recruitment for international telework and relocation of candidates to France or another country.
How is an international mission going?
The Mission follows a structured but flexible approach. We first frame the position, the target countries and the contractual framework. Our local partners then approach the candidates in their own language, and then we conduct structured and comparable interviews from one country to another. You receive a unique shortlist, we arrange your interviews in video conferencing or on-site, then we accompany the offer, mobility and taking up position.
What is the difference with a local firm in each country?
With one firm per country, you multiply contracts, methods and interlocutors, and you have to compare candidates assessed differently yourself. With us, you have a single contract, a single reference, a single method of evaluation and a single shortlist. Local partners work according to our standards, and we remain responsible for the result.
How do you secure a relocation?
From the first interview, we check the reality of the candidate's mobility project: family situation, delays, earnings expectations after taking into account the cost of living. We then help you build a coherent package, we direct the candidate on administrative procedures and we keep in touch with him until he is installed. Last-minute refusals almost always come from subjects that are discussed too late.
What types of positions do you recruit internationally?
Mainly executive and expert positions: subsidiary directors, business managers, financial managers, technical profiles and engineers, project managers, supply chain specialists, support functions with an international dimension. We also work on volume recruitment abroad, for example for opening a site.
When should international recruitment be considered?
When the local market does not provide the desired profiles, when you open or strengthen a subsidiary, when you want to recruit telework in other countries, or when you are looking for expatriate candidates ready to return. It is also a relevant option when your position has been open for several months without results.
How many countries can you recruit from?
Our network covers more than 25 countries in Europe, North America, the Middle East, Africa and Asia. For a country that we do not cover directly, we tell you frankly and mobilize a trusted partner, always under our responsibility and method.
Can the interviews be done entirely remotely?
Yes. Most of our international missions take place in video conferencing, from first exchange to offer. We manage time zones and languages, and we can arrange an on-site meeting for the last stage if you wish. For management positions, we recommend at least one physical meeting before the final decision.
What does an international recruitment mission include?
Post and target country scoping, local sourcing, structured interviews, a shortlist with comparable summaries, country pay benchmarks, support for the construction of the offer, support for the mobility of the candidate and follow-up during the trial period. The whole led by a unique reference consultant.
How do you manage cultural differences?
Through recruiters who live and work in the country concerned. They know how to approach a candidate, what's negotiable, what's not saying and what's reassuring. Our referent consultant will return these elements to you so that you understand the reactions of the candidates and adapt your speech without losing your identity.
Ready to recruit in a new country? Let's talk about your goals, we'll tell you frankly how we can help you.
