The targeted recruitment of talent.

In recruiting for internationally operating B2B companies, there are a multitude of challenges arising from the different markets, cultures, and legal frameworks. At the same time, innovative solutions offer the opportunity to master these challenges so as to attract qualified employees worldwide.

What are the challenges in international recruiting?

Right at the forefront are cultural differences. In international markets, different cultures come together. Applicants’ expectations and priorities differ greatly depending on the country. How this affects recruiting and recruiting communication is part of our work as a branding agency. The same applies to language barriers, as communication must be clearly understood by the target audience and not misunderstood. This is the critical point that relates to employer branding. Building a strong employer brand in different countries requires customizing the employer value proposition to appeal to the target group in each country.

Innovative solutions

Recruiting for international B2B companies presents challenges, but also numerous opportunities for innovative solutions. In our work as a B2B branding agency, we take into account cultural differences, targeted personalization, and the use of modern technologies to attract qualified employees worldwide so as to build a strong international talent base. A holistic approach that takes local circumstances into account while pursuing a global talent strategy is critical for success in recruiting. This also requires a strong team or strong local partners. What exactly are these solutions?

  1. Targeted personalization: Instead of pursuing a “one-size-fits-all” approach, companies should develop a personalized approach that takes into account the cultural differences and individual needs of job candidates.
  2. Multilingual communication: The use of translation and interpreting services helps to overcome language barriers and ensure clear and effective communication with applicants.
  3. International recruiting teams: Establishing international recruiting teams or cooperating with local partners and headhunters on site can improve access to qualified candidates and enhance understanding of local conditions.
  4. Recruiting technology: The use of innovative recruiting technologies, such as AI-supported applicant management systems or video interviews, accelerates the recruiting process and increases efficiency.
  5. International job portals and social media:Leveraging international job boards and social media makes it possible to target professionals in different countries and increase the reach of job postings.
  6. Agile talent management: An agile talent management strategy can enable companies to react quickly to changes in international labor markets and develop flexible recruitment solutions.
  7. Global Mobility Program: Implementing a global mobility program allows B2B companies to relocate international employees within the company, reducing the need for external hiring.


Targeted personalization.
Multilingual communication.
International recruiting teams.
Recruiting technology.
International job boards and social media.
Agile talent management.
Global mobility programs.

The three keys to successful talent management

The interplay of employer branding, employer value proposition (EVP), and recruiting is critical for attracting and retaining qualified employees. A strong employer brand attracts talented applicants, conveys the promise of an attractive employer, and ensures a targeted and successful employee search. Internationally operating B2B companies that invest in their employer branding and develop a convincing EVP can position themselves as employers of choice in the long term, even in international markets, and strengthen their competitiveness in the war for talent. As a branding agency, we provide intensive support for developing and establishing employer branding and the employer value proposition.

Employer branding: the identity as an attractive employer

Targeted employer branding builds and communicates the company’s identity as an employer. Image and reputation as an attractive workplace are enhanced in order to attract qualified professionals and promote employee retention. Strong employer branding helps a company to stand out from other employers in an increasingly intense competition for talent.

Employer Value Proposition (EVP): the promise to employees

The employer value proposition is the unique promise that a company makes to its employees as an employer. It includes the additional services, benefits, and working environment offered to employees. It is used to communicate the benefits and added value of the employer offering and to increase employee motivation. It highlights the uniqueness of the employer.

Recruiting: the targeted acquisition of talent

Finally, recruiting is the process for the targeted acquisition of qualified employees for the B2B company. It includes activities such as job posting, applicant selection, and interviewing. Successful recruiting is based on strong employer branding and a compelling employer value proposition that appeals to and motivates the target audience.


Direct Contact