Wherever the role is. We're specialists of the job, not of a postcode.
A local agency knows its city. That has never been what makes a leadership hire succeed. What makes it succeed is knowing the role well enough to spot the wrong candidate before you do, and that expertise travels.
We choose by role, not by geography
We turn work down, but never because of where you are.
Leadership & tech
The roles where a wrong hire costs a year, and where the right person is already in post somewhere else.
The teams they build
A CRO recruits a sales force within six months. We stay for that part, with the context already in hand.
Volume and generalist roles
Non-tech functions, contingency staffing, high-volume junior hiring. Not a question of geography, a question of what we're good at.
« You're French, how would you know the Miami market? » Fair question, wrong assumption. Salary data is available and we publish our own benchmarks. What is not available, and not learnable in a week, is knowing which questions expose a CTO who has never actually built anything, or how to structure a CRO's variable so it survives the first bad quarter. That is the part we sell, and it is identical in every market we've worked in.
What lands on our desk
Four recurring situations. Note that only the first two involve France at all.
A US SaaS company opening in Paris
Country Manager, then the first sales and engineering hires. We handle the search, the French salary benchmarks, the employer-cost modelling and the work permits.
A French scale-up setting up in Dubai
Regional lead for the Gulf, local entity, visas and family relocation. Often the founder's own move for the first year.
A US or Gulf company hiring European leadership
A firm with international ambitions that needs someone who knows EMEA, willing to relocate, or to run it remotely from Europe. Our database is overwhelmingly European, which makes this straightforward for us and hard for a local agency.
A company hiring somewhere we've never set foot
Lisbon, London, Madrid, Casablanca, Singapore. The role is what we know; the market is research, and research is fast. We say yes whenever the role is in our territory, and we have never needed a local address to close one.
The standard approach is a search firm on one side and a relocation provider on the other. It works until the final stage, when the candidate asks whether their spouse can work, what the package is really worth after French social charges, or whether the children can start school in September. Two providers means nobody owns that answer, and that is precisely where cross-border offers fall apart. We keep both in-house for that reason.
A leadership role to fill?
Tell us the role, not your address. We reply within 24 business hours with an honest first read: feasibility, target profile, realistic package range.
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