When looking for talented leaders to take your business to the next level, why limit yourself to the boundaries of your own country? As a global business or one with plans to export and expand, you will need a workforce who can operate on an international level and often that means escalating your executive search.
To do so, you will not only need to work with a recruiter who has a global reach, but one who can demonstrate their understanding of linguistic and cultural diversity at the highest levels. This will be important if you want to find the right individuals who are not only in tune with your corporate culture, but who can demonstrate their understanding and experience of doing business internationally.
Over the festive break you may well have been thinking about a change in your career. The downtime that this holiday affords many of us is the ideal opportunity to reflect upon job satisfaction and whether we are being sufficiently challenged and excited by our current roles. If you are currently working in leadership or feel you are well placed to step up to the next level of seniority, the New Year seems like the logical place to make this happen.
Good leaders are hard to come by. Not everyone possesses the skills to be a leader and even less to be a truly inspirational one. A good leader will have a clear vision, they will be someone who can set an example and even transform a business, but they must also be capable of making difficult choices.
Many headhunters describe themselves as “global” but here at M-Tec Executive Partnership we can truly back it up.
From our UK Headquarters we have conducted searches for clients in 26 countries across North America, Europe, Africa, Asia and Australasia, from the US to the UAE and Singapore to Sweden.
Among our international clientele, the ways in which reward and remuneration strategies are organised varies greatly depending on the region, product portfolio, seniority, revenue responsibility and other internal organisational factors.
At the head of all great organisations is a great leader. But when that leader leaves, and you’ve got a role to fill, how do you go about attracting the best talent in the business?