Hiring Without Borders: Mastering the Global Tech Talent Hunt

Show notes

In this episode of Marketing Spark, Mark Evans talks to MagicPace's Nick D'Urbano about his expertise on navigating the challenges and opportunities of helping hiring international technology talent.

From identifying the best markets for recruitment to overcoming legal and cultural hurdles, Nick provides actionable insights for businesses looking to build diverse, high-performing teams across borders.

You'll also hear real-world examples, common mistakes to avoid, and strategies to position your company as a top choice for global talent.

Key takeaways

Headhunting beats job-board recruiting. Approaching people who already hold jobs and convincing them to move brings a better hit rate and better candidates than waiting for applicants.

Southeast Asia can run 60 to 80% below North American pay, and Latin America 40 to 60%. A senior engineer there might cost $2,500 to $3,500 a month, versus $200,000 or more fully loaded in North America.

Hiring risk drops with a 90-day replacement guarantee, assessments the client delivers before hiring, and a short candidate intro video. Screening out weak candidates early is the point.

If your team already works remotely, hiring in another country changes little day to day. Good recruiters can place people who overlap with your hours, and many candidates are used to U.S. schedules.

Before hiring, go two or three layers deeper than the first role description to learn what actually makes the role succeed. That tells you how to screen and what to optimize for.

Hiring Without Borders: Mastering the Global Tech Talent Hunt

Show notes

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