Insights from our Kestria members worldwide shed light on how leveraging a global talent pool drives innovation and strengthens organisational resilience. Their perspectives underscore the strategic approaches and leadership qualities that enable businesses to harness diverse expertise, overcome challenges and thrive in an increasingly interconnected market.
A global talent pool offers organisations unprecedented opportunities to enhance innovation, diversify perspectives and expand into new markets. Today, talent is no longer confined by geography and businesses must adapt to leverage this advantage. By embracing a globalised approach to recruitment, companies can access specialised skills, drive creativity and remain competitive in an increasingly borderless market. However, success depends on strategic integration, understanding cultural nuances and adopting flexible solutions to build a workforce that thrives across borders.
‘The world will become unrecognizable if we don't quickly close the widening gap in technical and leadership skills required to innovate and remain sustainable,’ says Raj Kumar Paramanathan, Founding Partner, Kestria Malaysia. ‚The rapid pace of technological, economic and societal changes will overwhelm unprepared organizations and economies, making it harder to keep up. Global talent will become a critical resource for innovation, adaptability and economic growth. By 2030, the global talent shortage could cost businesses trillions of dollars in unrealized revenues, according to INSEAD’s report, The World’s Most Talent Competitive Countries, 2023.’
‘Rapid digitalization and the integration of AI are transforming industries globally, driving a need for specialized skills,’ adds Raj. ‘The World Economic Forum reported that countries like the United States, Singapore, and Canada remain leaders in talent ecosystems due to their robust regulatory environments and focus on workforce readiness for emerging technologies. Yet, talent shortages persist, necessitating a relook at global talent acquisition and upskill strategies, to remain ahead of competition.’
What are the advantages of access to a global talent pool:
Leveraging on global talent market can contribute to greater performance and profitability. A Boston Consulting Group (BCG) study highlights that companies with diverse teams report higher innovation revenue (45%) compared to those with less diversity (26%). This underscores the correlation between global talent and business innovation.
Diversity of international experience, thoughts and approaches manifest in the culture of the organisation driving innovation at a more relishing pace. Access to global talent accelerates the acquisition of key skills that are critical for organizations to succeed, especially in new markets.
'Despite progressive efforts to tap into the global talent pool, navigating cross-border compliance and employment laws remains a challenge. Companies are relying on global EOR (employer of record) firms to help navigate this challenge and bring the talent seamlessly on board.
Cultural differences can delay the integration of global talent into the workforce if they are not onboarded effectively. While prior experience in similar cultures is beneficial, pairing them with a “buddy” can ease their workplace assimilation.
Depending on the country of employment, the compensation package has to be enticing for global mobility. Rising inflation, weakening currency and expatriate tax structures would also impact the acquisition of global talent,' states Raj Kumar Paramanathan.
Soorya Themudu
Chief Human Resources Officer, Sodexo
‘People are the backbone of our operations, especially our front liners - without them, nothing moves! Tapping into a global talent pool helps address skill shortages and drives innovation, but navigating global mobility remains a challenge. At Sodexo, we’re committed to advocating for flexibility, creating tailored onboarding and fostering an inclusive culture to unlock the potential of diverse talent across the organisation.’
Competing for talent in a borderless world
‘The global talent market is undergoing a fundamental shift. Traditional recruitment boundaries are becoming increasingly irrelevant as technology, remote work and changing workforce expectations reshape the landscape. Organisations now have the opportunity to access a vast, diverse pool of candidates from around the world, amplifying both opportunities and competition,’ says Alyssa Lince, CEO, Kestria Panama.
Alyssa emphasises that organisations are no longer confined to local talent pools today. With advancements in remote work and digital connectivity, executive search firms can connect clients with exceptional leaders, whether they are based in their home country or seamlessly integrated into global teams. As geographic barriers continue to fade, companies can tap into the best candidates for critical roles, regardless of their physical location, whether it’s across the street or the globe.
Competing for talent in a borderless world reflects the transformation in executive search. With access to high-caliber candidates globally, organisations can secure exceptional leaders, but competition has intensified. To stay ahead, firms must adapt to the changing dynamics of this expanded talent pool.
‘While global talent access presents immense opportunities, it also intensifies competition, requiring organisations to refine hiring criteria and evaluate both local and global candidates to secure the best leadership fit. Although talent is global, recruitment strategies must remain locally relevant, blending digital tools with local expertise. Partnering with networks like Kestria enables search firms to address market-specific needs while accessing cross-border talent pools for targeted and expansive recruitment. In today’s competitive talent market, organisations must elevate their employer brand, as executive talent increasingly values flexible, inclusive cultures that foster well-being and career growth. Companies that emphasize these qualities will stand out as attractive prospects for global leaders. By leveraging technology, embracing cultural diversity and adopting flexible strategies, executive search firms can connect clients with visionary leaders and shape the future of leadership,' adds Alyssa Lince.
Strategies for a borderless workforce
Giorgio Veronelli, Managing Partner, Kestria Italy explains that a boundless workforce can help a company improve flexibility and help make organisations more agile to respond to changing market dynamics. To unlock the full potential of a boundless workforce, there are four strategies to be successful:
1. Strong use of contingent workers
A contingent workforce helps companies become more agile. They can find skills that they only need for a short time and can expand and shrink the workforce based on operational needs. The boundless workforce goes hand in hand with the growth of contingent workforces, which can benefit both workers and companies.
2. Skills-based hiring and more use of AI
In general, this means hiring someone based on skills versus the more traditional way of hiring based on degrees and previous experience.
Finding the right people with the right skills gets easier with advancing technologies that enable rapid searches of vast databases of information. But softer skills, such as ambition, the ability to lead or empathy, will almost always require a human touch to find and test them. The power of AI has the potential to flow to workers everywhere.
‘Identifying strategic global talent hubs is critical for accessing diverse skills and talent pools. Companies should also develop tailored approaches for different regions to account for cultural differences and specific market needs.’
3. Enhanced use of internal mobility
‘Many companies overlook the potential of internal mobility. Internal lateral hires account for just 10–15% of positions filled,’ notes Giorgio Veronelli. ‘Lateral movements enable desired skill development and career path challenges that are meaningful not only to the company but also to individuals. Technology is making it easier to find new skills within a workforce.’
Positioning the organisation as a preferred global employer is essential. Companies must craft inclusive value propositions that resonate with candidates from diverse cultural and professional backgrounds, showcasing flexibility, inclusivity and growth opportunities.
Understanding legal and regulatory requirements is fundamental when building a global workforce. This includes navigating employment laws, contracts and tax regulations across different regions. Companies should establish best practices for global hiring to mitigate risks and ensure compliance.
4. Integrating global teams effectively
'Fostering a unified culture across geographies requires deliberate efforts. Companies should implement tools and processes for seamless collaboration, ensuring teams can work effectively regardless of location. Strategies for remote onboarding and continuous engagement are also vital to help global teams feel connected and productive from day one.
So, for most companies, embracing a boundless workforce using strategies like those described above will enable them to navigate a challenging labour market by finding more talent throughout the world and increasing productivity with new ways of working,' adds Giorgio Veronelli.
Arman Taheri
Co-Founder, TalentPop
'The Business Process Outsourcing (BPO) sector is enabling brands to unlock opportunities by leveraging global talent and seamlessly integrating them into their teams. Companies like <a href="https://www.talentpop.co" target="_blank">TalentPop</a>, <a href="https://www.somewhere.com" target="_blank">Somewhere</a> and <a href="https://www.athena.com" target="_blank">Athena</a> offer solutions that not only provide access to global talent but also ensure the seamless integration of these individuals into businesses. </br></br>• CAGR in the BPO space is expected to grow 8.9% from 2024 - 2033 to a market size of around 739 Billion, indicating a continued effort toward global talent. (Source: <a href="https://market.us" target="_blank">Market.us</a>). </br></br>• With the rise of AI, businesses will continue to invest their efforts in implementing AI projects within their business and will leverage global talent to help achieve these technology enhancements. </br></br>• Companies like <a href="https://wise.com" target="_blank">Wise</a>, <a href="https://hubstaff.com" target="_blank">Hubstaff</a> and <a href="https://www.deel.com" target="_blank">Deel</a> have been some of the large winners in implementing cross-border payments, workforce management, and EOR services to help businesses manage and pay their global team members.'
Achieving competitive advantage through global talent
To remain competitive in today’s globalised market, organisations must embrace the opportunities offered by a diverse and borderless talent pool. By integrating innovative strategies, leveraging technology and addressing cultural and regulatory complexities, companies can unlock the full potential of global expertise. The insights and practices shared by Kestria members underline the transformative impact of a well-executed global talent strategy, paving the way for sustained growth, innovation and resilience in an increasingly interconnected world.
