Global search
The best person for your next hire probably isn't looking for a job right now. They're into building someone else's business.
That's the gap Global Search closes.
That's the gap Global Search closes.
How We Work
Borderless Sourcing
We search by role requirements first, geography second — talent in Lisbon or Lagos gets the same attention as talent in London
Local Fluency, Global Reach
Visa pathways, compensation norms, and cultural context for each market — built in, not figured out mid-search
Individual Approach
We work according to the principle of individual approach to every client
Confidential by Default
Cross-border searches stay discreet — no signals to competitors, no risk to a candidate's current role
Where We Search
Fast, confidential, and built around your business, not a database.
Hiring across borders shouldn't take longer, cost more, or feel riskier than hiring down the street. It just needs a partner who's already done it — in London, Dubai, Zurich, across CIS, Europe, the Gulf, and North America — enough times to know exactly where the right person is hiding and how fast to reach them.
That's what Global Search is.
A faster, sharper seach — built for companies who can't afford to wait for the obvious candidate to apply, because the right one already isn't.
We've built this enough times that it stops feeling complicated — finding the right person, wherever they happen to be, without the usual delays or compromises that come with looking outside your own backyard.
When a role is important enough that you genuinely can't afford to get it wrong, that's exactly where Global Search earns its place — not as a backup plan, but as the reason you find the right person before anyone else even knows they're available.
A faster, sharper seach — built for companies who can't afford to wait for the obvious candidate to apply, because the right one already isn't.
We've built this enough times that it stops feeling complicated — finding the right person, wherever they happen to be, without the usual delays or compromises that come with looking outside your own backyard.
When a role is important enough that you genuinely can't afford to get it wrong, that's exactly where Global Search earns its place — not as a backup plan, but as the reason you find the right person before anyone else even knows they're available.
01
DAYS 1–7
Signal Detection
We map potential, trajectory, and cultural fit across global talent markets — beyond CVs and job boards.
02
DAYS 7–14
Talent Mapping
We identify and approach the people who directly address your gaps, including those not actively looking.
03
DAYS 14–30
Shortest Path Execution
We manage the process end-to-end and deliver a shortlist of people worth your time, anywhere in the world.
Timelines depend on seniority, location and role complexity
PROCESS
— How long does a cross-border executive search take?
Typically the same 14–30 days as a domestic search — the extra complexity is in logistics, not timeline.
— Can you run a search in a market where ROUTS has no physical office?
Yes. Our network model means presence isn't tied to a local office — it's tied to relationships we've already built in that market.
— Do you handle relocation and visa logistics?
We advise on the process and flag risks early, but visa sponsorship itself sits with the hiring company and local counsel.
— How do you assess candidates across different markets and languages?
Every search includes local-market interviewers where needed, so cultural and language fluency is assessed directly rather than guessed at from a CV. We'd rather flag a mismatch before the shortlist stage than after an offer.
— Does ROUTS adjust timelines for harder-to-reach markets?
The 14–30 day framework holds in most cases — what changes by market is the approach, not the clock. Some regions need more groundwork upfront (building local relationships, understanding visa norms); once that's in place, the search itself moves at the same pace.
