How international executive search works

International headhunters are those executive search professionals who work on assignments across multiple countries, and often outside of their domestic market. In some cases, this means identifying candidates in neighbouring countries. In others, it means running genuinely global searches across major talent hubs in order to find executives with the right experience.

Why companies use international headhunters

International search is often driven by scarcity. In some markets, the required talent simply does not exist in sufficient quantity locally. In others, the right experience may exist, but only in a much more developed market or ecosystem abroad. That is why companies often look internationally when hiring for senior or specialist roles.

Furthermore, many international markets don’t have the local talent that a particular company or industry might require. A new bank in Bahrain might need experienced talent from the US or Europe, whilst a high growth Estonian technology business might not find enough experienced CTOs in its local market.

Companies in less-developed markets within their industry might not have local headhunting firms with the sector or geographic experience that they need to attract the right talent. These firms might well turn to an American or European firm to help them with a particular hire. They might choose to work with a smaller, sector-specialist firm or a larger alternative.

The Challenge of Relocation

Whenever an international headhunting assignment requires a candidate to relocate, this naturally massively reduces the percentage of interested candidates. Family situations often make it impossible for candidates to relocate, and therefore the headhunter will need to contact more candidates in order to build a suitable shortlist of candidates.

This is one of the biggest reasons international searches often take longer than domestic ones. Even when the role is attractive, the number of candidates who are genuinely willing and able to relocate is usually much smaller than the total number who look suitable on paper.

Why International Search Is More Difficult

An international headhunter will often have to research multiple international markets to find enough talent to ensure they have enough candidates who can potentially relocate. This could involve trying to persuade people to move from a very well established hub (e.g. New York for finance, or San Francisco for technology) to a much more emerging location. Because international headhunting assignments are by their nature more challenging than domestic ones, they often require higher fees as the headhunting firm needs to spend more resources on executing them successfully.

International assignments also tend to involve more complexity in candidate assessment and closing. Issues such as relocation support, tax, schooling, visas, cost of living and spouse considerations can all affect whether a candidate is realistically movable. In other words, international search is not just broader geographically; it is often more demanding operationally as well.

What candidates should do if they want to move abroad

If you are a candidate looking to change geographies, as well as looking for local headhunting firms in your desired geography, target executive search firms that specialize in your sector outside of that region too – they might well be working on relevant assignments and be grateful for a candidate who wants to relocate.

Candidates who want to relocate should make that intention clear. Recruiters are often much more interested in candidates who are already open to moving than in those who need to be persuaded from scratch. A clear LinkedIn profile, a strong CV and a visible interest in the target geography can all make those conversations easier.

See also:
How executive search works
Venture Capital and Private Equity Headhunting
AI and Executive Search: Can AI Replace Executive Search Firms?