Selecting a Recruitment Partner for European Expansion: Expert Tips

Last updated: 29 May 2024


If your company is planning to expand into Europe, or if you've already begun the process, you'll likely need to start hiring for various positions. Given the plethora of companies offering recruitment, talent management, and employee engagement services, it's crucial to understand the key criteria for selecting a suitable recruitment partner. 

This article will outline the essential factors to consider when selecting a recruitment partner for your European operations.

A recruitment partner serves as a bridge between employers and potential employees, facilitating the sourcing, screening, and hiring process for specific job roles. Outsourcing this aspect of your HR operations is advisable when your internal recruitment team lacks international expertise, is overwhelmed with tasks, or has limited time for talent acquisition.


5 Tips on selecting the best recruitment partner for your business 


1. Assess your company's needs and requirements  


Write a detailed description of your company's needs and ensure you understand what positions are needed to be filled. Have the job positions, skills, experience level, knowledge, and other relevant information listed. These insights help you decide if you need external support in the recruitment of specific roles.

For instance, if your company is looking to hire a sales manager in France, it would be important to indicate language preferences, level of education and specific expertise. A European firm might be more successful in finding candidates who align with your demands and objectives.  

(HRO) Recruitment in Europe

              Bonus Read: 5 Tips for Recruitment in Europe


2. Treat your search for a recruitment partner as a job applicant 

When searching for a recruitment partner, it is important to carry out extensive research. Hence Ask questions such as how long they have been in business, which clients they have worked with, and their average time to fill positions. Inquire about the hiring process of the partners to ensure it aligns with your company, goals, and culture. 


3. Check your budget 

It is principal to determine if you can afford the services of a recruitment agency. Consider asking the following with your HR team:

  • What is the return on investment? 
  • Is there a current budget for outsourcing part of the HR activities 
  • How quickly should these position/positions be filled

Most companies do not put the pricing on their websites hence, you should figure out the company's needs, and budgets and research the best firms and if they fit within the budget. To analyze the cost you might incur when outsourcing to a recruitment firm, consider the following: 

  • Number of job postings  
  • Industry to be filled 
  • The job positions  
  • Fulltime vs part-time  
  • Estimated salaries.  


4. Identify the type of recruitment firm 

If your company is looking for temporary or contract workers, they are more likely to look for a staffing agency. However, if you are looking for full-time professionals, to run your European business, it is important to consider outsourcing your recruitment to a recruitment firm. Recruitment firms are specialist employment agencies.  

Identifying your goals can help you understand the type of firm to outsource your services to. Further, having the right firm can help you fill the vacancies faster.

European recruitment_ navigating talent acquisition

         Bonus Read: Navigating Talent Acquisition in Europe


5. Run background checks

Narrowing down your search to 5 recruitment firms that offer international support is important for this step. To be able to select a recruitment partner, who will potentially become your HR team in Europe and overseas, you have to research them. Compare the level of top competitors’ work to determine a final winning recruitment agency:  

  • Ask for referrals and testimonials  
  • Ask for procedures and methods they use to pre-screen applicants  
  • Ask if processes are in person, online, or a combination 

Carrying out background checks involves monitoring the performance of their job platforms like LinkedIn, Facebook, Indeed, and others. In Europe, you want to monitor the European job boards if known.  

Last but not least, having a good website, social media presence, and a portfolio of old jobs is enough to tell you about the company.

  • How often do they update their content 
  • Do they have relevant content on their webpage  
  • How often is their LinkedIn profile updated


Expanding your business in Europe, not only needs a recruitment company, but a partner that will be an extension of your team. Knowing your needs and corporate culture is key to choosing the right recruitment partner. Ensure that you ask the top candidates questions to determine if they are fit for your business and confirm if they have a proven track record.  

To learn more about hiring in Europe, visit our HR Recruitment page in Europe,

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