When companies expand into new markets, their first priorities are often sales, product localization, or legal compliance. But many overlook a crucial element: how to attract and hire the right local talent. Without proper market research, hiring efforts can quickly derail — from mismatched salary offers to cultural misalignment and painfully slow recruitment cycles.
At Insphire, we know that successful international hiring begins long before the first CV hits your inbox. It starts with understanding the local employment landscape, the cultural context, and the real expectations of candidates in that market.
During my time here, I’ve done sourcing in different countries — across Europe, Cyprus, the Philippines, and South Africa — and I can assure you these tips will help you find the best candidates.
1. Understand the Local Talent Landscape
Before you even write a job description, ask yourself: What does the local talent pool actually look like?
Here’s how we help our clients understand the market:
- Local equivalents of job titles (they’re not always what you expect)
- Average tenure, career paths, and candidate mobility
- Salary benchmarks, benefit expectations, and bonus structures
- How competitive the hiring market is for the role
How I do it:
I start by opening a Recruiter project with basic filters like job title and location to get an idea of how many candidates are available and whether their experience matches what I’m looking for. Then I expand the search using specific keywords related to the skills needed.
I also check on LinkedIn or Indeed to see if other companies are hiring for the same position. This helps me discover different job titles and requirements relevant to the role. From there, I begin messaging potential candidates, and with the first few calls, I get a better understanding of local titles, experience levels, and salary expectations. All of this helps me refine the search and improve future outreach.
2. Use the Right Channels to Source and Attract Talent
Sourcing strategies vary widely from one country to another. What works in Israel might flop in Romania. LinkedIn might be a goldmine in one country and barely used in another.
When starting a project in a new country, I check which platforms companies are using to advertise jobs: LinkedIn, Indeed, Facebook groups, WhatsApp or Telegram groups, and sometimes even local job apps.
Here’s how I approach it:
- Look at what local companies are doing and where they post ads
- Ask contacts who live in that country
- Check if the company hiring has some internal knowledge
- Use AI tools to suggest sourcing channels
- Or simply test all available platforms and see what works
My go-to channels are usually: Indeed, LinkedIn, Facebook, and Telegram/WhatsApp groups.
3. Map Out the Local Competition
One of the most effective ways to source talent is by identifying companies in the same industry — and approaching their employees. But this can be tricky in a new country where you don’t know the local players.
Here’s how I build a list:
- Google the company’s name and look at competitors offering similar services
- Use AI tools to generate company lists (test different prompts to improve results)
- Search comparison websites or local rankings — there are plenty available online
- When sourcing, look at candidates’ previous companies — this is often a goldmine
Once you have a list of relevant companies, you know where to start sourcing from.
Important: Always ask the hiring company if there are specific competitors they don’t want you to approach candidates from.
4. Why Market Research Is Non-Negotiable
You wouldn’t launch a product in a new market without researching competitors, pricing, and demand — hiring should be no different.
Skipping market research can lead to:
- Salary offers that are off the mark
- Misunderstanding what motivates candidates
- Targeting job titles or profiles that don’t exist in that country
- Using sourcing channels no one is active on
After some initial sourcing and interviews, we’re usually able to create a strong market overview. With this, we can go back to the company and say:
- “The salary range for this role at this seniority is X.”
- “You may want to offer this benefit, as it’s something people are asking for.”
- “Let’s adjust the job title to X — it aligns better with local expectations.”
These kinds of alignment conversations are key. They help the company understand the market better, make necessary changes, and hire faster with greater precision.
5. Legal and Administrative Differences Matter More Than You Think
Understanding legal and administrative differences is essential for ensuring a successful hire. Every country has its own employment laws, notice periods, and payroll systems. These can make a big impact on both timelines and candidate expectations.
Some key points to consider:
- Contract types and probation periods:If the company is hiring contractors/freelancers, it helps to understand local tax rates. That way, you can guide candidates — especially those unfamiliar with this model — and make sure the salary makes sense for them.
- Notice periods:In some countries, a candidate might need to give one month’s notice (or more). So if your client wants to hire in one week, you need to know what’s realistic and plan accordingly.
- Visa/work permits:It’s common for candidates to ask about visa support and relocation packages. Make sure you confirm with the company early on if these are offered, so you can guide candidates accordingly and avoid wasting time.
Where to find this information:
You can consult local lawyers or accountants, but in many cases, a quick search on Google combined with feedback from candidates during interviews gives you a pretty accurate picture.
Final Thoughts
Hiring in a new country is more than just translating a job ad — it’s a strategic move that requires local insight, flexibility, and a research-based approach.
At Insphire, we help companies enter new markets with confidence. By prioritizing market research and deep local knowledge, we make sure our clients don’t just fill roles — they build teams that thrive long term.
InspHire is a 360° HR company taking a unique approach of specializing in building and improving HR processes and recruiting for global internet companies. Our approach and industry experience equipped us with deep knowledge and understanding in the world you work in. We cover every aspect of HR services that your company needs, from direct hire placements to trainings, employer branding, and welfare programs.
