International Headhunters

International Headhunting

Global expansion has various benefits for companies, including access to new target markets, cost savings and access to overseas talent. To successfully expand internationally, companies striving to grow and become more successful require talented people from around the globe.

Finding key people can present challenges due to a lack of network and reputation in new regions; however, investing in an international headhunting expert can streamline global expansion processes and ensure you find the right people to lead your international operations.

International headhunters

Oakstone International is an international search firm with a team of expert SaaS recruitment consultants with detailed market knowledge that can source talented, intelligent, commercial and technologically advanced achievers. Oakstone has worked with some of the world's most exciting SaaS companies to expand their teams into new and existing regions.

Over 29 years of experience

Oakstone International is a well-established executive search firm specialising in placing senior candidates in specialist executive roles. With a track record of 29 years in the industry, Oakstone has demonstrated expertise in identifying and placing high-level professionals in various regions across the globe. Our search methodology and qualification process are designed to locate and target potential candidates on a global scale, ensuring that our clients are presented with the most suitable individuals for their open executive positions. This approach involves a combination of networking, research, and evaluation to match the right candidates with the right roles.

How can international headhunters help you open new markets?

International headhunters can play a crucial role in helping companies open new markets by leveraging their expertise in executive recruitment and their global network of contacts. Here's how they can assist:

Market Understanding: Headhunters who specialise in international placements often have a deep understanding of various markets' nuances, including cultural, regulatory, and industry-specific aspects. They can provide insights into local business practices, market trends, and competition, which can guide companies in their expansion strategies.

Candidate Network: These headhunters typically have extensive contacts across different regions and industries. This network allows them to tap into a pool of potential candidates who are qualified for the roles and familiar with the target market's dynamics.

Local Expertise: When entering a new market, having individuals familiar with the local business landscape can be invaluable. International headhunters often have a presence in multiple countries, which means they can provide access to candidates who understand the local culture, language, and customer behaviour.

Strategic Talent Mapping: Headhunters can conduct in-depth talent mapping exercises to identify potential candidates with the required skills and experience. They can also identify professionals who have successfully navigated similar market entry situations.

Customised Search: Each market is unique, and a one-size-fits-all approach may not work. International headhunters can tailor their search strategies to align with the specific requirements and challenges of the new market.

Speed and Efficiency: Opening new markets often requires quick action. International headhunters have streamlined processes to identify, evaluate, and present suitable candidates within a relatively short timeframe.

Mitigating Risks: Entering a new market involves regulatory compliance, cultural differences, and unfamiliar business practices. Experienced headhunters can help identify candidates who are not only qualified but also well-suited to manage these challenges.

Benchmarking: International headhunters can provide data on salary ranges, compensation packages, and industry norms in the new market, helping your company make informed decisions.

Post-Placement Support: A successful market entry involves more than just hiring the right executives. International headhunters can offer ongoing support and guidance to ensure the new team is integrated smoothly into the company's operations.

By collaborating with international headhunters, companies can leverage their specialised skills to identify and recruit top-tier talent that can drive successful market entry and expansion strategies.

When should your company be using international headhunters?

Your company should consider using international headhunters in the following scenarios:

Entering New Markets: When expanding your business into new international markets, especially ones with different cultures, regulations, and business practices, global headhunters can help you find local talent who understands the market dynamics and can navigate the challenges effectively

Specialised Executive Roles: In senior leadership positions requiring specific industry expertise and a deep market understanding, international headhunters can identify candidates with the necessary skills and experience.

Lack of Local Network: Headhunters can leverage their existing connections to identify and approach qualified candidates if you lack an established network in the target market.

Confidential Searches: When you need to fill a key position discreetly, such as replacing an underperforming executive, international headhunters can conduct confidential searches without alerting your competitors or causing internal disruptions.

Urgent Hirings: If you need to fill critical positions quickly, international headhunters have the expertise to expedite the search process while ensuring quality candidate selection.

Talent Shortages: In industries facing talent shortages, especially in niche sectors or specific skill sets, headhunters can tap into their extensive networks to locate the best available talent.

Cross-Border Mergers and Acquisitions: During mergers or acquisitions that involve cross-border operations, headhunters can assist in identifying leaders who can facilitate the integration process and drive success.

Cultural Alignment: When cultural fit is crucial for a role, international headhunters can identify candidates who align with your company's values and the local culture.

Language Requirements: If language proficiency is necessary for certain positions, headhunters can identify candidates fluent in the required languages.

Competitive Industries: In highly competitive industries, headhunters can help you stand out by targeting candidates who may not be actively seeking new opportunities but could be interested in the right role.

Lack of Internal Resources: If your internal HR team needs more expertise, resources, and time to conduct international executive searches, headhunters can fill that gap.

Global Talent Pool: If you want access to a global talent pool rather than limiting your search to local candidates, international headhunters can provide a broader range of options.

Succession Planning: For leadership succession planning, headhunters can identify and assess potential internal and external candidates for critical roles.

Remote or Hybrid Work Environments: With the rise of remote and hybrid work arrangements, international headhunters can help you find executives who can effectively manage teams across different locations.

In these situations, international headhunters can bring their expertise in cross-border recruitment, market understanding, and talent identification to help you secure the right talent for your strategic goals.

Hiring the first people on the ground

Commencing international growth involves initiating the hiring process for the initial on-site representative in various regions, followed by team expansion to accommodate rising demand. This pivotal inaugural recruitment serves as the cornerstone for achieving success.

Among the roles assumed by headhunters, a vital aspect is unearthing a candidate's strengths, enabling them to align seamlessly with specific positions. Importantly, headhunters excel not only in showcasing enticing opportunities to exceptional candidates but also in persuading them to transition roles, affirming your position as their coveted choice.

Oakstone has extensive experience in assisting SaaS companies in hiring the first people in the region and then helping these people in expanding their teams:

RVP (USA) hired a team of 10
RVP (USA) hired a team of 38
VP EMEA (UK) hired a team of 77
VP EMEA (UK) hired a team of 29
RVP SEMEA (France) hired a team of 6
RVP CEMEA (Germany) hired a team of 8
RVP Nordics (The Netherlands) hired a team of 8
RVP MEA (Dubai) hired a team of 4
RVP (Japan) hired a team of 4
RVP APAC (Australia) hired a team of 7

Contact Oakstone