Talent Acquisition Services: Global Hiring & Recruitment Partner

Hire the right people, in the right country, the first time. Bradford Jacobs connects you with vetted EOR, PEO, and recruitment partners across 100+ markets — managing the process end to end at preferred rates.

  • Independent Advice
  • Vetted Providers
  • Preferred Pricing

Talent Acquisition Services: Global Hiring & Recruitment Partner

Hire the right people, in the right country, the first time. Bradford Jacobs connects you with vetted EOR, PEO, and recruitment partners across 100+ markets — managing the process end to end at preferred rates.

  • Independent Advice
  • Vetted Providers
  • Preferred Pricing

Why Use a Talent Acquisition Advisor for International Hiring

Most international hires fail for one of three reasons: the role was scoped against the wrong local talent pool, the offer wasn’t competitive against a market the employer hadn’t benchmarked, or the onboarding handover between recruiter, payroll provider, and line manager broke down. Bradford Jacobs is built around removing those three failure points.

We work with HR and Talent leaders at scale-ups and mid-market companies that need to hire one to fifty people in a country where they don’t yet have an entity. Instead of assembling a separate recruitment agency, EOR provider, immigration counsel, and benefits broker, we shortlist and co-ordinate the right partners under one engagement letter.

The result is a single sourcing-to-payroll workflow with one statement of work, one project manager, and accountability for the outcome rather than the activity. We charge a transparent advisory and placement fee — we are not paid commissions by EOR providers in a way that biases provider selection.

What Our Talent Acquisition Engagements Include

A single sourcing-to-payroll workflow — from market benchmarking to first-day onboarding — managed by one senior advisor and one project co-ordinator.

What’s included in every engagement

  • Market and salary benchmarking (WTW, Mercer, government wage indices)
  • Role calibration — translating your JD into local hiring conventions
  • Sourcing and shortlisting through partner recruitment firms
  • Interview support including structured scorecards
  • Offer modelling — gross-to-net, statutory benefits, total reward statements
  • EOR or entity hand-off, packaged and managed
  • 30/60/90-day onboarding co-ordination

When advisor-led makes more sense than going direct

An advisor-led engagement is particularly effective in three scenarios: hiring your first one or two people in a country (where the fixed cost of learning the local market is high), hiring senior or specialised roles that need active sourcing, or testing a market before committing to an entity. In each case, a structured engagement delivers faster results, better-calibrated offers, and a cleaner handover to payroll.

For long-term operations with an established entity and local HR team, direct hiring may be the right approach. We’ll tell you either way.

What a Typical Engagement Looks Like

01

Week 1 — Briefing & Calibration

We meet with the hiring manager, agree the role profile, and confirm the country shortlist. Market and salary benchmark delivered within five working days.

02

Weeks 2–4 — Sourcing

Our recruitment partner runs a targeted search. You receive a shortlist of 4–6 candidates with structured scorecards. We join first-round interviews for calibration if required.

03

Weeks 4–6 — Offer & Contract

Once your hire is selected, we model the offer in local currency, produce a total reward statement, and prepare the EOR contract or entity-led employment agreement.

04

Weeks 6–10 — Onboarding & Payroll Setup

The EOR partner runs background checks, issues the employment contract, sets up payroll, and registers statutory benefits. We project-manage the full handover.

05

Weeks 10–12 — 30-Day Check-In

We meet with the new hire and the line manager to confirm the onboarding succeeded. Findings feed back into the brief for the next hire.

Pricing and Engagement Models

All fees are quoted in writing before any sourcing begins. There are no surprise pass-through charges. Provider fees — EOR monthly charges, payroll, benefits — are billed directly to you by the provider. We do not mark them up.

Three engagement shapes

  • Project-based placement — fixed fee per hire, agreed up front, with a replacement guarantee window
  • Retained search — for senior or hard-to-fill roles, paid in three milestones
  • Programme support — for clients hiring 5+ people in a country over 12 months, a blended retainer plus reduced per-hire fee

Typical timeline

Engagement type
Typical duration
Best for
Project placement
6–8 weeks
Single hire, defined role
Retained search
8–12 weeks
Senior / hard-to-fill
Programme support
12 months
5+ hires, one country

Frequently Asked Questions

Is Bradford Jacobs an Employer of Record?

No. Bradford Jacobs is an independent advisor and broker. We shortlist and co-ordinate EOR and PEO providers on behalf of clients, but the employment contract sits between the client (or the EOR provider) and the employee — not with us. This structure means we can recommend the right provider for each country rather than pushing a single in-house product.

Recruitment is the tactical activity of filling a defined vacancy. Talent acquisition is the broader function that includes workforce planning, employer brand, market benchmarking, and long-term pipeline building. In practice, a talent acquisition engagement starts before there is a vacancy — with the question “what skills do we need in this market over the next 18 months?”

Six to twelve weeks is typical from briefing to first day, depending on country and seniority. The hiring itself can be quick; the bottleneck is usually the local employment contract (one to three weeks), work permit or visa processing where required (two to twelve weeks), and the candidate’s notice period (commonly four to twelve weeks in Europe).

We co-ordinate immigration counsel as part of the engagement. We don’t directly file visa applications, but we manage the timeline alongside the EOR or entity setup so the start date is realistic. For the UK Skilled Worker route, the US H-1B route, and EU Blue Card routes, we work with specialist immigration partners.

Yes. Talent acquisition support is separable from EOR. If you already employ people directly in the country, we run the search and offer process and hand the chosen candidate over to your in-country HR or payroll team. We don’t insist on bundling an EOR contract you don’t need.

We score the panel each quarter on country coverage, payroll accuracy, compliance, IP and data protection, and price transparency. For each client brief, we narrow the panel to two or three providers that match the country, hire volume, and any specific requirements. You see the written rationale and choose.

Our advisor and partner network covers 100+ countries, with deepest coverage in Europe, North America, LATAM, and APAC. If a country isn’t on our active panel, we’ll tell you in the first call and either add a vetted partner or refer you to a specialist firm.

All candidate data is processed under GDPR and equivalent regional frameworks. Our recruitment partners sign Article 28 data processing agreements with us, and onward transfer to clients uses standard contractual clauses where required. Candidate data is retained only for as long as the engagement requires.

Ready to Make Your Next International Hire?

The most useful first step is a 30-minute briefing call. We’ll scope the country, sense-check the salary range, and confirm whether an advisor-led process is the right fit.

Why Businesses Trust Bradford Jacobs

We’re not another EOR provider — we’re your independent advisor for global workforce expansion. Our clients choose us for expertise, transparency, and our ability to deliver results through trusted partners worldwide.

25+ Years of Experience

International advisory experience across all industries and markets.

100+ Countries Covered

Global network of trusted and audited partners worldwide.

Vetted & Audited Partners

All partners reviewed annually for quality and compliance.

Exclusive Partner Pricing

Up to 25% lower than direct provider rates.