Choosing a recruitment agency for global expansion - 5 essential tips

Expanding into new markets is a sign of growth. But none of that happens without the right people on the ground. Recruiting can either power your global expansion or slow it to a standstill.

When in-house teams are stretched thin, many turn to recruitment agencies to help find top talent. The right partner can open doors and accelerate success, but the wrong ones drain time, money, and momentum.

In this guide, we’ll explain how to choose the right recruitment agency for international expansion, what to look for, what to avoid, and how to build a partnership that drives results.

Global expansion trends and the role of recruitment agencies

Global expansion today is shaped by rapid shifts in workforce expectations, technology, and mobility. Across industries - especially in sectors like energy, technology, and manufacturing- demand for specialised talent is rising faster than supply.

The 2025 Global Energy Talent Index reports that while confidence and salaries are climbing, fewer professionals are willing to relocate, and many now prioritise career growth opportunities close to home.

For companies expanding internationally, these trends create both opportunities and challenges. Accessing the right skills in the right markets requires more than just a broad network, it takes a recruitment partner who understands local dynamics, cultural nuances, and evolving candidate motivations.

The best recruitment agencies are the ones that act as strategic partners. They anticipate market changes, help employers adapt their talent strategies, and ensure alignment between global goals and local realities.

Common misconceptions about recruitment agencies

When HR managers consider partnering with a recruiting agency, they often encounter several misconceptions. Clearing up these misunderstandings is crucial for making an informed decision.

Here are some prevalent myths and the realities behind them:

Recruitment agencies are only suitable for filling temporary or entry-level positions

Many assume that recruitment agencies focus solely on temporary or junior positions. In reality, the best HR and recruitment agencies provide full-service solutions, covering permanent hires and senior roles, from entry-level to executive search. They have expertise across industries such as IT, healthcare, engineering, and marketing, helping HR managers and businesses secure top talent at every level.

Recruitment agencies impose high fees

Many HR managers and business leaders often ask, how much do recruitment agencies charge? While some perceive agency fees as high, these charges usually reflect the complexity of the hiring process and the realities of the current job market. Most recruitment agencies offer competitive and fair rates, factoring in the value they deliver through services like candidate guarantee periods, free replacements, and payroll management.

In many cases, the cost is offset by the time and resources saved through a faster, more efficient hiring process, which helps reduce expenses linked to turnover, onboarding, and training.

Recruitment agencies do not focus on candidate quality or fit

Another common misconception is that recruitment agencies do not focus on finding the right long-term fit for the company. In reality, the best HR agencies work to match candidates not only on skills and experience, but also on cultural fit and future growth potential within the organisation. They use thorough assessment processes and proven methodologies to identify candidates who truly align with the company’s needs.

In addition, these agencies have access to extensive talent networks, including passive candidates who may not be actively job hunting, expanding the search far beyond traditional channels.

When HR managers move past these misconceptions, they can see the full value that experienced recruitment agencies bring to the hiring process, leading to stronger partnerships and better hiring results.

Problems with choosing the wrong recruitment agency

Selecting the wrong recruitment agency can lead to several significant problems for HR managers. Here are three key issues:

Subpar candidate placements

When an agency does not fully understand your company's specific needs and culture, they are likely to place candidates who are not a good fit. This can negatively impact team performance, disrupt the work environment, and lead to higher turnover rates.

The best HR agencies take the time to align their search with your requirements, ensuring high-quality placements that contribute positively to your organisation. 

Increased recruitment costs

Engaging with a poorly chosen agency can result in higher overall recruitment costs. Due to frequent mismatches and turnovers, these costs arise from the need to rehire and retrain new employees. Additionally, a lack of efficiency in the hiring process can lead to prolonged vacancies, which can be costly for the company. You need to know that reputed HR agencies streamline the recruitment process, reducing time-to-hire and associated costs.

By carefully vetting and choosing the right recruitment agency, HR managers can avoid these pitfalls and secure a partnership that supports effective and efficient hiring practices.

5 tips for finding the best recruitment partner for international expansion

So, if you’re an HR professional, how can you choose a potential recruitment agency that will add strategic value?

As a starting point, we recommend looking at the following five factors.

1. Local presence and industry experience

If you are looking to hire niche talent, you should work with a specialist in your industry with experience in your location.

It may be tempting to work with a large recruitment consultant based on the variety of industries they work in. But a generalist agency may be unsuitable if they don’t understand your business in depth.

One of the first things you should consider when choosing prospective HR manager recruitment agencies is their portfolio. Ask about the following recruitment metrics:

• The companies they’ve worked with
• The projects they’ve staffed
• Their experience in specific regions across the globe

An experienced, reliable agency will provide recruitment case studies to show their expertise.

Look for a proven track record in delivering for firms and projects with a similar scale to yours. They must also have a presence in the places you need to hire.

Some firms may outsource the hiring process to 3rd parties. This can reduce the quality of your working relationship and slow hiring. The added delays or misunderstanding of your needs can increase costs in the long term, besides being a waste of time.

2. Access to existing talent pools

Technical and engineering firms are often reliant on contingent labour. Specialist recruitment agencies work with pre-existing talent pools, greatly simplifying the entire hiring process.

This is because they have vetted, qualified candidates who are ready and waiting to start new projects.

Evidence of existing relationships between a qualified network of candidates and staffing agencies offers peace of mind, both in the quality of candidates supplied and in the assurance of reduced hiring time.

3. Access to market intelligence

Accessing the data to make hiring decisions can be costly and resource-intensive.

Some of the best talent acquisition partners have access to insights such as:

• Regional day rates and salaries for niche roles
• Hiring rates
• Time to hire
• Employment legislation
• Geopolitical pressures
• Talent availability and potential skills gaps

Find out if your potential partner can provide that information. Even better, ask if they can produce a talent map so you can understand the market in greater depth.

When staffing major projects, you should also ask whether your agency can provide the following for new employees:

• Accommodation
• Transportation
• Specialist tooling
• Safety equipment
• Other support services

4. A focus on compliance

Compliance is one of the biggest challenges of expanding into new markets. This is especially true when staffing projects in regions with varying regulatory regimes.

The right recruitment partner can help companies navigate this landscape. They should understand local laws and regulations that affect workforce decisions.

5. The recruitment services they offer

Finally,  thoroughly evaluate the services offered by your potential recruitment agency. This will help you determine whether they align with your broader expansion plans.

With many companies now embracing remote work, finding the right candidate has become more challenging due to roles and candidates being spread across the globe. A recruitment agency specialising in remote workers can help alleviate some of this stress.

When assessing a recruitment agency, hiring managers should consider asking the following key questions:

• What does their recruitment process involve?
  Understanding their approach can give you insights into how effectively they source and select candidates.

• Do they rely on the same job boards and active talent pools you can access?
  It's essential to know if they have unique methods and tools for reaching both active and passive candidates, especially for niche roles.

• Do they operate on a contingent or retained basis?
  A retained consultant may be more suitable for niche positions, offering a more in-depth understanding of the role and using various techniques to find the right fit.

• Can they handle international mobilisation?
  If your projects span multiple regions, from Europe to Asia to the Americas, you'll need an agency capable of managing safe, compliant global workforce movements to ensure minimal disruption.

• Do they offer additional HR services?
  Beyond recruitment, you might require comprehensive HR support. An Employer of Record can manage employment contracts, payroll, and taxes, which is particularly beneficial when expanding into new markets where you don't have a local business entity. 

By asking these questions and carefully considering the agency's capabilities, you can find a recruitment partner that meets your needs and supports your strategic goals, especially in navigating the complexities of remote work and international expansion.

Partner with a global leader in talent acquisition

Airswift has a 93% fill rate and partners with leading technical and engineering companies on strategic projects worldwide.

We work closely with HR teams to understand their workforce needs and deliver smooth, responsive recruitment experiences, whether it's scaling up for major projects or hiring niche technical talent.

Contact us to learn more about how we can support your international hiring goals.