Updates

A familiar role does not guarantee a familiar search. When a leadership position falls vacant in a foreign subsidiary, the title on the organisation chart stays the same – but the talent pool, candidate expectations and leadership culture change. Hiring abroad is therefore not a copy of the process at home, but a task that calls for clarity at headquarters and genuine local market knowledge.

Where briefs are written solely from a headquarters perspective, benchmarks are transferred one-to-one and passive candidates are approached without local insight, cross-border searches often stall. The following publication explores how companies can bring headquarters’ expectations and local market realities together – and what headquarters should clarify before the search begins.

Learn more in our publication Foreign Subsidiary: Hiring the Right Leader, developed in collaboration with our partner network CFR Global Executive Search.