Global Recruitment Company: Our Experience

Tatia Tatoshvili

Last updated on January 16, 2026 | 17 min read

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• Global recruitment makes it possible to reach talent local markets can’t provide, fueling innovation, accelerating growth, and enabling companies to adapt quickly to changing markets.
• This article explores how a structured approach to global recruitment helps organizations navigate compliance challenges, avoid hiring mistakes, and build teams positioned for lasting success.

Introduction

Global recruitment has become a natural extension of how modern companies operate. Products are built across continents, teams collaborate from multiple time zones, and businesses increasingly look beyond their home markets to find the expertise needed to innovate. This shift brings clear advantages, larger skill pools, faster access to niche capabilities, and broader perspectives, but it also introduces new challenges. Hiring across borders means navigating different cultures, communication styles, and regulatory environments, and traditional recruitment models often aren’t designed for this complexity.

Talent scarcity is reaching critical levels. In 2025, 74% of global employers reported struggling to find skilled talent, according to ManpowerGroup’s latest Talent Shortage survey. Meanwhile, the World Economic Forum projects that 44% of workers’ skills will be disrupted within the next five years, highlighting the urgency for businesses to rethink hiring strategies.

This shortage plays out differently across regions. In the United States, software developers earn a median salary of $133080 per year as of 2024, reflecting both the high demand and limited supply of qualified professionals. India, by contrast, already has a vast base of around 5.2 million software engineers, and demand for such roles is projected to grow by 22% in 2025. Yet, despite the volume of graduates, estimated at nearly 900000 engineers annually, a mismatch remains between new entrants and roles requiring specialized or advanced experience. These contrasts highlight why global recruitment must go beyond numbers, balancing salary expectations, skill depth, and regional strengths when shaping hiring strategies.

A poor hire can derail project timelines, damage morale, and sap leadership bandwidth. That’s why a strategic, precision-focused recruitment process is no longer a luxury but a necessity, one that identifies candidates whose values and vision amplify your organization’s momentum.

At DevsData LLC, we have honed an approach to accurately source and place exceptional global professionals, quickly and thoughtfully. In this article, we’ll walk you through our refined methodology, illustrate our impact with real-world success stories, and offer actionable guidance to help you build teams poised to innovate and thrive in today’s competitive global market.

What is global recruitment?

Global recruitment refers to sourcing and evaluating candidates internationally, ensuring companies gain access to expertise not always available locally. Unlike traditional recruitment, which typically focuses on a single country or region, global recruitment opens the entire world as a talent pool. It enables companies to attract highly skilled professionals regardless of geography, ensuring access to specialized expertise that may be scarce in local markets.

Global Recruitment is about strategically aligning workforce capabilities with business goals on an international scale. Companies engaged in global recruitment consider not only technical skills and industry experience but also factors like cultural adaptability, multilingual communication, and familiarity with diverse market regulations.

This approach is increasingly critical in today’s interconnected economy. Organizations face challenges that can’t be solved with local talent alone, pushing them to search internationally for the right capabilities. For instance, a US-based FinTech may source compliance experts from Europe, while a healthcare startup in Asia might hire AI specialists from Eastern Europe to strengthen their R&D.

Typical roles recruited worldwide

Technology and IT

Technology is the single most internationally recruited sector. Companies around the world consistently seek software engineers, DevOps specialists, cybersecurity professionals, and data scientists. These roles are vital for digital transformation and the protection of modern infrastructures.

Finance and Business Functions

Finance and business-related positions are also in high demand globally. Multinational companies often rely on internationally experienced financial analysts, auditors, and consultants to ensure compliance and drive performance across markets.

Healthcare and Life Sciences

Healthcare is one of the sectors most dependent on global recruitment. Doctors and nurses are frequently sourced from abroad to cover domestic shortages, while pharmaceutical experts support international research and development.

Executive and Leadership Roles

Many organizations expand their search globally when recruiting for senior leadership positions. C-suite executives and regional directors are often chosen from international talent pools to bring strategic expertise and cultural awareness, ensuring both local impact and global alignment.

Commercial and Operational Roles

Beyond technical and leadership positions, companies also engage in global recruitment for roles that support market expansion and day-to-day operations. Marketing leaders and supply chain specialists are frequently hired across borders, reflecting the interconnected nature of today’s economy.

Regional comparison: talent availability, skill quality and salary examples

The Coursera Global Skills Report 2024 provides a useful proxy for comparing workforce skill levels worldwide. When paired with salary benchmarks, it highlights why companies increasingly explore workforce mobility and global recruitment options.

Two main patterns emerge:

1. Developed economies with strong education systems but competitive pay levelsIn the United States, computer and information technology hiring remains tight, with software developers earning a median of $133080 annually, the highest among peer markets. Yet the US ranks only 69th globally in Coursera’s proficiency index, suggesting a mismatch between pay levels and demonstrated skill depth.
   In the United Kingdom, software developers earn an average of about £49400 per year, reflecting strong demand and a competitive hiring market. In Canada, the job vacancy rate in professional, scientific, and technical services hovers around 3.0%, with software developers earning about C$46.15 per hour.
   Meanwhile, Singapore stands out with a highly skilled workforce, ranked 12th globally in Coursera’s index, and about 250000 professionals employed in Infocomm Media. Developers there earn roughly $5758 per month. In Israel, one of the world’s most advanced high-tech ecosystems, the average monthly wage reached ₪31500 in Q2 2024, reflecting both strong demand and premium skill levels.
2. Developing regions offering lower costs but uneven skill distributionBy contrast, emerging markets deliver significant cost advantages. In Mexico, used here as a proxy for Latin America, professionals’ average monthly pay is just MXN $7520, a fraction of developed-market salaries. However, Coursera’s report notes that while parts of Latin America (notably Brazil and Chile) show rising GenAI skill adoption, overall distribution of advanced technical expertise remains uneven. This makes rigorous vetting and tailored training critical when hiring from these regions.

Finally, the US continues to lead in pay scales but lags behind in global skills rankings. Employers that diversify their hiring across regions, balancing developed economies’ skill reliability with emerging markets’ cost efficiency, gain a strategic advantage. By mixing talent hubs, companies can optimize for cost, quality, and availability, ensuring critical roles are filled without sacrificing long-term performance.

Key benefits of working with a global recruitment company

Deeper reach into scarce skill pools

Cross-border search lets you tap markets where specific roles are in short supply locally.

In Europe alone, 84% of occupations were in shortage in at least one country, further proof that widening the search globally makes a difference (see p. 23, section 2.2.2 of the EURES Shortages Report).

A global recruitment company can identify regions where specific expertise is concentrated and connect organizations with talent pools they would otherwise struggle to access. This approach minimizes hiring delays and ensures projects move forward with the right expertise.

24/7 coverage and operational resilience

Follow-the-sun teams reduce the impact of outages and incidents. The Uptime Institute’s 2024 global survey defines “significant outages” as data center or IT service disruptions with a tangible business impact. These can result from power failures, network and connectivity issues, cooling problems, or software and configuration errors. The report found that 54% of such outages cost over $100000, and about 20% exceed $1000000 a strong case for round-the-clock coverage. By leveraging talent in multiple time zones, companies ensure continuity in customer service, product development, and crisis management. This resiliency not only protects revenue but also enhances client trust.

Lower compliance risk across jurisdictions

Handling candidate and employee data globally demands rigorous privacy compliance. Enforcement is real: The EU’s regulator issued a record €1.2 billion GDPR fine to Meta in 2023 over data-transfer violations. A global recruitment company brings expertise in navigating varying legal frameworks, from GDPR in Europe to CCPA in California. This reduces exposure to legal penalties and preserves a company’s reputation in sensitive markets.

Faster access to new markets and talent via mobility channels

Experienced global firms leverage government-to-government pathways.

World Bank 2025 research finds bilateral labor agreements boost migration flows by ~76% within a decade, accelerating access to needed skills.

For companies expanding internationally, this translates to quicker access to localized talent and smoother entry into new regions. It also helps address urgent labor shortages by tapping structured, legal mobility channels.

Stronger diversity signals for investors and boards

International recruiting broadens candidate slates and board pipelines. Bloomberg Intelligence 2024 reports companies with more gender-diverse boards deliver 2-5% higher annual returns than peers with fewer women on boards. A diverse workforce also drives creativity, innovation, and better decision-making, which investors increasingly value. Partnering with a global recruitment company ensures a more inclusive process and positions businesses to meet ESG and diversity-related expectations.

The hidden challenges in international hiring

1. Cultural and communication differencesChallenge: Increasing team diversity is valuable, but hiring across borders makes it harder to ensure alignment in work styles, expectations, and communication. Without deliberate cultural integration, diverse teams can experience misunderstanding, friction, and slower decision-making.Solution and case: In the BrightCarbon case, we aligned culturally and technically with a UK agency’s specific team dynamics. The hires not only matched stack requirements but fit into the creative/design-oriented environment.
2. Time zones and operational logisticsChallenge: Without deliberate overlap and coordination, distributed teams risk fragmentation, delays, and duplication.Solution and case: In the Pragmile case, we placed multiple senior engineers who integrated into cross-functional Agile teams, bridging time zones effectively to stabilize systems and drive forward architectural work.
3. Talent verification and quality assuranceChallenge: At scale, validating skills, credentials, and actual performance becomes harder, mis-hires are costly across borders.Solution and case: In the Recruitment of traders and portfolio managers for a proprietary investment fund case, we used rigorous simulations, track record validation, and multi-stage interviews to confirm real-world ability before placement.

Real-world examples from our experience

Website: www.devsdata.com
Company size: ~60 employees
Founding year: 2016
Headquarters: Brooklyn, NY, and Warsaw, Poland

DevsData LLC is a trusted partner in global recruitment, with a proven record of placing exceptional talent across borders. Our experience covers not only technology-driven positions such as software engineers, data scientists, and cybersecurity professionals recruited internationally for high-growth organizations. By applying performance-driven strategies, we ensure that every hire aligns with measurable business outcomes: faster time-to-hire, higher retention, and lasting impact on organizational growth.

Our capability spans both large global enterprises and rapidly scaling startups. From building resilient engineering teams to securing senior leaders for international expansion, we deliver recruitment solutions that reflect the realities of today’s competitive global market. With a proprietary pool of more than 65000 vetted professionals and a 60+ person team across the US and Europe, we combine AI-powered sourcing, structured behavioral interviews, role-specific assessments, and technical evaluations to deliver the right fit, quickly and reliably. Every candidate goes through a rigorous interview process, including a 90-minute problem-solving challenge, ensuring only top performers advance. Our team also includes US-based specialists who bring market insight and expertise to guide cross-border hiring strategies.

DevsData LLC serves clients worldwide, with a particularly strong presence in the United States, Israel, and Europe. We operate under an official, government-approved recruitment license and work on a transparent success-fee model, ensuring clients pay only upon a successful hire. Every placement also comes with a guarantee period, underscoring our commitment to long-term results and client satisfaction.

What sets us apart is our rigorous vetting process. Each candidate undergoes in-depth interviews, including technical and behavioral evaluations, with fewer than 6% advancing through our acceptance process. This ensures not only technical competence but also strong communication skills, stakeholder alignment, and cultural fit, qualities essential for globally distributed teams.

Our portfolio spans industries including FinTech, healthcare, eCommerce, AI/ML, and enterprise SaaS. We have successfully delivered talent that scaled engineering teams, strengthened compliance and risk functions, launched AI-powered products, secured cloud infrastructures, and accelerated product delivery. With over 100 completed projects for 80+ international clients, and consistent 5.0 ratings on platforms such as Clutch and GoodFirms, DevsData LLC is recognized for precision, performance, and measurable success in global recruitment.

Successes and challenges in our process

Recruiting IT specialists for a global pharmaceutical leader

Roche, one of the world’s largest pharmaceutical companies, needed to scale its digital transformation efforts rapidly. The challenge was filling multiple technical roles, two Java Engineers, a React Developer, and a Python Data Engineer, under a tight two-month timeline while meeting the compliance and quality standards expected in healthcare. Our approach combined role calibration with targeted sourcing in specialized European markets, followed by coding assessments aligned to Roche’s technology stack. A purely local search would not have yielded the niche mix of Java, React, and Python expertise required under strict healthcare compliance standards. By expanding the search globally, we secured four engineers within eight weeks, ensuring critical backend, frontend, and data projects were delivered on schedule.

Key learning: in highly regulated industries, balancing speed with rigorous vetting is possible when screening frameworks mirror domain-specific compliance and technical requirements.

Placing senior Ruby developers for a Norwegian SaaS company

Memory AS, an AI-driven SaaS provider based in Norway, faced bottlenecks in product delivery due to shortages of skilled Ruby developers. The obstacle was sourcing senior engineers with proven experience in both AI-focused projects and scaling SaaS architectures, a niche skill set rarely available in the local market. By activating our proprietary candidate pool and leveraging AI-powered sourcing across multiple regions, from Eastern Europe to Latin America, we delivered two senior Ruby developers within six weeks, cutting the client’s typical hiring cycle by more than half.

Key learning: when local markets are saturated, expanding the search globally and combining human expertise with AI-driven sourcing significantly shortens time-to-hire without sacrificing fit.

Recruiting sales representatives across three European markets

Unison Infrastructure, expanding its operations across Europe, needed experienced sales representatives in Germany, France, and Poland. The challenge was finding commercially sharp professionals who could sell across cultures while aligning with Unison’s organizational DNA. Out of more than 120 candidates, we shortlisted only nine for final consideration, using structured behavioral interviews to assess cultural fluency and adaptability. Three hires were finalized and onboarded, driving Unison’s European expansion with immediate market traction.

Key learning: in multi-country commercial roles, assessing cultural adaptability alongside sales expertise ensures hires who not only sell effectively but also integrate seamlessly into diverse teams.

Tips for evaluating global recruiters

Choosing the right partner in global recruitment can determine whether your international hiring strategy succeeds or stalls. Here are several criteria to keep in mind when assessing potential global recruitment companies:

• Global reach and market expertise
  A strong global recruiter should demonstrate familiarity with multiple regions, not just a single country. Ask about their experience in sourcing candidates across continents, and how they adapt their approach to different markets. Firms with proven cross-border expertise are more likely to deliver diverse and well-matched candidates.
• Compliance and risk management
  Global recruitment involves navigating complex labor laws, tax obligations, and data privacy rules. A reputable partner should clearly explain how they manage compliance across jurisdictions. Check whether they have experience with frameworks like GDPR, and whether they offer guidance on visas or work permits to ensure smooth onboarding.
• Assessment and vetting process
  Look at how candidates are evaluated beyond résumés. Do they use structured behavioral interviews, technical assessments, or role-specific simulations? The best global recruiters balance hard skills, communication, and cultural adaptability, ensuring that candidates thrive in cross-border teams.
• Track record with international placements
  Seek case studies or client references that illustrate success in your industry and region. Specialized recruiters often have proprietary candidate pools and proven frameworks that shorten time-to-hire while maintaining quality. Their track record shows whether they can consistently deliver in complex, multi-market searches.
• Transparency and partnership
  The best global recruitment firms act as an extension of your team, sharing real-time updates, market insights, and feedback loops. Clear reporting and open communication build trust and ensure alignment throughout the process.
• Retention and long-term outcomes
  A placement is only successful if it lasts. Ask about retention rates, guarantee periods, and how the firm evaluates cultural fit. Recruiters that emphasize long-term alignment protect you from costly turnover and mismatches.

Interactive quiz: do you need a global recruitment partner?

Not sure whether a global recruitment company is right for your organization? Take this quick self-assessment. Answer the questions below and tally how many times you answer “Yes.”

Quiz questions

• Are you struggling to source specialized talent locally and considering cross-border options?
• Do you need to recruit for roles across multiple countries or regions with different legal frameworks?
• Have you faced delays of 3+ months in filling critical positions due to limited local candidate pools?
• Are you expanding internationally and need talent that understands both local markets and global business standards?
• Do your current recruitment processes lack expertise in navigating visas, compliance, or international payroll issues?
• Have previous international hires left within a year due to cultural misalignment or poor onboarding?
• Do you require candidates fluent in multiple languages or experienced in working with multicultural teams?

Results

• Mostly yes: you’ll benefit from a global recruitment partner who can provide compliance expertise, access to wider talent pools, and structured vetting processes that ensure long-term success.
• Mostly no: your current hiring approach may be sufficient for now. However, keep a global recruiter in mind for future expansion, hard-to-fill roles, or leadership searches where international scope is critical.

Conclusion

Global recruitment is not simply about filling vacancies; it’s about connecting organizations with the right people worldwide who can sustain growth and drive innovation. In today’s interconnected economy, even a single misstep in international hiring can lead to compliance issues or slow down market entry. As companies expand across borders, the stakes rise. Success depends on structured, evidence-based processes that evaluate both professional expertise and the ability to adapt to diverse environments.

At DevsData LLC, we have built our reputation on delivering precisely this. Our performance-driven recruitment methodology combines AI-assisted sourcing to uncover passive global candidates, structured role-specific assessments, and rigorous behavioral interviews. This ensures each hire contributes immediate value while strengthening the resilience of international teams.

Whether you are hiring a regional sales director in Europe, expanding a product team across North America and Asia, or seeking senior executives to lead global transformation initiatives, DevsData LLC provides the reach, expertise, and rigor needed to succeed. With proven experience across industries from FinTech to healthcare and enterprise SaaS, we help companies worldwide secure the talent that powers growth.

Learn more at www.devsdata.com or contact general@devsdata.com.

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Tatia Tatoshvili Copywriter and Marketer

Tatia Tatoshvili is a Marketing and Communications professional with deep expertise in digital strategy and project management. Tatia’s experience includes implementing strategic marketing campaigns, elevating brand visibility, and building partnerships that expand education and job opportunities in the digital sector. She is passionate about fostering innovation and advancing digital literacy to create lasting impact.

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