CROSS-BORDER RECRUITMENT
Cross-border recruitment
UB hunter supports local hiring overseas and searches for professionals willing to relocate. We help define requirements, engage candidates, coordinate interviews and follow up on offers and start dates.
RECRUITMENT SERVICES
Engage us for a key appointment or a group of roles. Local hiring and searches for overseas assignments can work together to meet your team's needs.
01 / Local roles overseas
Find managers and specialists who understand the target market and can work locally.
Suitable roles include sales, operations and professional functions. Country and role coverage are assessed for each enquiry.
Enquire about this service02 / Key talent for overseas assignments
Find professionals with relevant sector or specialist experience and an interest in working overseas.
The employer defines the terms and employment arrangements; we manage the agreed search and recruitment discussions.
Enquire about this serviceROLES & MARKETS
A business leader may be responsible for market entry, channel development or operations. Before starting a search, clarify the market, business stage, budget, authority and arrangements for reporting to headquarters and accessing internal resources.
We discuss relevant industry and market experience, business responsibilities and team leadership, rather than searching by a "country manager" title alone.
Typical roles: country manager, regional business lead, head of sales or channel development.
Local experience, technical skills and language requirements depend on the work. Customer-facing sales, field support, procurement and corporate functions require different criteria.
Tell us what the role owns, how it works with local customers and colleagues, and how it coordinates with headquarters. We will use that context to discuss the candidate profile and search scope.
Typical roles: sales and marketing, technical and application support, procurement, supply chain, finance and HR.
When building an overseas team, start with the business objectives, then define initial hires, later additions and existing responsibilities. Hiring priorities should reflect business progress and interview capacity.
Start with the target country, planned operations, existing China and overseas teams, and immediate priorities. We can clarify hiring requirements and sequencing during recruitment discussions. A full workforce review, staffing plan or development programme requires a separately agreed advisory scope.
Topics: business stage, initial roles and priorities, headquarters and local responsibilities, hiring budget and interview owners.
Clarify what support the overseas team needs and which responsibilities remain in China. Product, R&D, operations and management responsibilities affect the experience and collaboration skills required overseas.
Key roles in China can be discussed alongside the international hiring plan. China-based roles are scoped by city and responsibilities; overseas assignments require further discussion of location and terms.
For recruitment in Southeast Asia, specify the country, city, work location and responsibilities of the local team. Sales, technical support and operations roles call for different experience and communication skills.
We start with responsibilities, working languages, local conditions and headquarters coordination to agree search scope and delivery arrangements. If you are expanding an existing team, share its structure and the roles you need to add.
Africa is an area of focus for UB hunter. For local hiring or overseas assignments, tell us the country, business stage and initial roles so we can discuss requirements and feasible arrangements.
Clarify the actual work location, languages, assignment conditions and collaboration requirements. We then assess the service scope and responsibilities for the specific country and role.
Other markets:For other markets, start with the country and roles you have in mind.
A CONNECTED RECRUITMENT PROCESS
Your consultant works with the hiring manager on sourcing, candidate feedback, interviews and offers. The employer retains hiring decisions and employment arrangements.
Confirm responsibilities, reporting lines, location, languages and salary range to guide the search.
Contact relevant professionals, discuss their experience and interest, and present candidate information to your team.
Arrange interviews across time zones, follow up on feedback and clarify language, location and working conditions.
Coordinate offer terms and follow up on the candidate's decision, start date and preparations.
BEFORE WE BEGIN
Questions about scope, arrangements and fees.
Yes. Share the country or city, business objectives and what the first hires need to deliver. We can clarify priorities and identify which searches should start early and which can follow business progress.
It depends on the work. Customer communication, site management, headquarters reporting and written materials may use different languages. Define essential language requirements for each role, then consider where team support is practical.
Yes. Share the full role list. We first align on business objectives, priorities and assessment criteria, then discuss search scope and interviews. For ongoing hiring, we confirm country and role coverage before agreeing RPO activities and responsibilities.
This service covers sourcing, recruitment discussions and coordination up to the start date. Work permits, employment contracts and payroll are arranged by the employer and relevant specialist providers. Responsibilities and handovers must be agreed in advance.
We discuss the market, seniority, requirements, languages and number of hires before agreeing scope, fees and arrangements. Candidate responses, interviews and employer decisions affect progress and the next steps.
YOUR NEXT MARKET. YOUR NEXT TEAM.
Tell us your target country and roles.
A consultant will discuss search scope and engagement arrangements with you.