Cross-border executive recruitment connecting organizations with world-class leadership talent across international markets. We support complex cross-border hiring across Africa, Europe, the Middle East, and North America.
International executive search is structurally different from domestic search. The candidate population spans markets and jurisdictions, each with its own talent pool, compensation norms, regulatory environment, and cultural conventions. The engagement model has to bridge across these differences without losing the rigor that single-market search provides.
Our international practice is built around senior consultants who operate across geographies as a matter of normal engagement, deep candidate networks across each of the markets we cover, and an explicit understanding of the practical infrastructure — relocation, tax, family transition, regulatory — that supports successful cross-border placements.
We support international engagements in both directions: bringing senior talent into an organization from across borders, and supporting the international moves of executives placed by our domestic practice. The diaspora dimension — executives returning to or engaging with their countries of origin from positions in mature markets — is a particular area of practice depth.
Cross-border engagements introduce additional considerations at each phase of the search. The process below reflects how we structure these engagements.
Role definition includes explicit consideration of which markets the search will cover, what relocation expectations apply, and how compensation will be structured cross-jurisdiction.
Candidate identification across all relevant markets, including diaspora populations and executives in adjacent geographies who might engage with the opportunity.
Candidate conversations conducted across time zones, with attention to family considerations, dual-career questions, and relocation logistics from first contact.
Offer construction reflecting cross-jurisdictional tax, currency, and benefit considerations; relocation support coordination through to first-day-in-role.
Identification of qualified candidates across all relevant markets — including diaspora pools that domestic search typically misses.
Role and opportunity framing that addresses relocation expectations, market positioning, and the practical reality of the move from candidate perspective.
Direct engagement with senior executives in mature markets who are open to repatriation or partial repatriation, including support for the family and logistical dimensions.
Cross-jurisdiction compensation benchmarking and structural design, including currency hedging and tax-efficient package construction.
Coordination with relocation, immigration, tax, and family transition services to support the practical infrastructure of the move.
Continued engagement through the executive's transition into the new market, including structured first-quarter check-ins.
International engagements are governed by retained agreements that reflect the additional scope, time, and complexity of cross-border search. Fees are structured on a milestone basis consistent with our standard retained model, with adjustments for the multi-market scope.
Engagements are led by senior consultants with direct experience across the relevant markets. Where engagements require capability in a market we do not cover directly, we operate through carefully selected partner relationships with named lead accountability remaining with our team.
We welcome conversations with organizations preparing international senior hires, particularly where the diaspora dimension or cross-border complexity is material to the engagement.