EMERGING MARKETS
Global hiring : Expanding a team for new markets
Recruiting global talent can be challenging , especially for a rapidly growing , small to mid-sized company like Alts Digital . Scaling from 20 to 50 employees in just two years meant we had to adjust our approach to attract and select the best candidates .
What follows are some of the challenges we faced recruiting across different parts of the world , along with some tips that my recruitment colleagues , Maria Clara Ramos and Maria Fernanda Coelho , and I have picked up over the last two and a half years .
Early challenges
When I first started , we were a small team of 20 . For us it didn ’ t make sense to invest hugely on employer branding , so we relied on active sourcing as our main hiring strategy . Organic applications rarely met the qualifications for our open positions , so we adopted a proactive approach , directly contacting candidates who matched our needs . We ’ ve had a dedicated recruitment team from early on , which has made all the difference . We primarily hire for roles in content creation and management , SEO and tech . However , the recruitment process varies by region .
Investing in LinkedIn presence
We ’ ve been steadily building our presence on LinkedIn , regularly posting about our company and culture . This is crucial for a company like ours with multiple products . Unlike companies where the product name is also the company name , we need to craft a distinct corporate identity to attract qualified candidates and make them feel connected to our brand .
Recruitment presents challenges to any affiliate scaling up , especially when building local teams in different markets , writes Rita Mendes of Alts Digital , who explains how she helped the company build its team internationally
In our sourcing efforts , we make sure to clarify these differences , showcasing the specific products we ’ re hiring for . So if we ’ re recruiting in Brazil , we highlight our product tailored to the Brazilian market .
Adapting by country : learning through experience
Expanding into new markets requires adaptability . Here are some key points to keep in mind :
● Experimentation in new markets Initial sourcing attempts in a country can be experimental . Each country has its own recruitment culture , so early candidate interactions may not go as planned .
● Managing expectations It ’ s helpful to set hiring managers ’ expectations by informing them if it ’ s our first time sourcing in a specific geography .
● Local experience adds value Having team members with local experience , especially those familiar with multiple regions , can be invaluable . Their insights help validate our approaches and refine our strategies .
● Improvement with experience As we gain experience in a market , our processes and understanding tend to improve . Adapting to cultural differences is essential to refining the recruitment approach .
● First hire as a milestone Once we make our first hire in a new country , the process usually becomes smoother .
Building trust is essential
When recruiting internationally , it ’ s common for candidates to be initially cautious , especially if they ’ re unfamiliar with the company or have never worked for a company
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