Evaluating senior leadership for cross-border operations requires a perspective that goes far beyond quarterly target hits. In complex growth markets, strong operational metrics can mask underlying compliance vulnerabilities, governance friction, or strained communication with overseas headquarters. A candidate may show impressive revenue growth on paper while relying on practices that create significant risk for an […]

Operating an international business in Mainland China requires a fundamental reset of executive hiring playbooks. For decades, foreign multinationals evaluated senior leaders based on a straightforward profile: polished English fluency, extensive corporate tenure at established Western corporations, and a proven track record of managing steady top-line expansion. Evaluating leadership capability requires looking beyond brand-name resume […]

When a corporate board or CEO receives a presented list of senior leadership candidates, it often looks effortless. Four or five highly qualified executives, each with a track record of driving revenue and transforming organizations, appear ready for final interviews. Yet, the visible candidates represent only a fraction of the work completed behind the scenes. […]

A C-suite placement can alter the course of a company’s strategy, culture, operations, and profitability for years to come. Many companies use the same hiring process that they use for other managers when selecting their executives. This is an issue because the higher the position, the harder it is to evaluate the candidate’s resume or […]

With the current economic pressure in China, a lot of foreign manufacturing companies are seeing declining performance or facing real challenges in their local business. Of course, the external environment plays a role. The market is more complex than it was 5 to 10 years ago, and most companies are dealing with similar headwinds. But […]

Hiring for leadership roles in China can be a complex and time consuming process. With multiple stakeholders involved, including local, APAC, and global teams, the recruitment process often becomes disjointed and slower than it needs to be. It’s not uncommon to have five or more interviewers, which can lead to long delays and frustration for […]