International management and executive search for technical, culture-critical and cross-border senior hires. Validated shortlists in seven to ten working days, on the mandates we are built for.
KiTalent's team stand out for their enthusiasm, competence, effectiveness and professionalism. They've demonstrated great ability in understanding our specific needs and proposing the best candidates.
We've created a real partnership, based on cooperation and mutual trust, clear and effective communication. They provide attentive high-quality service.
Reliable and dynamic professionals with a strong background and a very active network, which allows them to move quickly and stay current with market trends.
Three recent searches, told plainly. Each links to the full case file with method, metrics and what we got wrong on the first pass.
Ten Polish-speaking insurance specialists sourced for relocation to Italy after an internal process had stalled. Brief recalibrated, candidates calibrated for relocation appetite, shortlist landed inside three weeks.
10 hires · cross-border relocationTwo Financial Controllers placed in six weeks and below budget by recalibrating the role and running a direct search after two agencies had been unable to close.
2 hires · 6 weeks · under budgetEight adjacent sectors mapped, 100+ interviews completed and a new operating division built through targeted leadership search and structured candidate calibration.
8 sectors · 100+ interviewsAcross the searches above and the hundreds we do not publish, four families of mandate recur. They are the work we are built around, not always board-level, but the kind where the wrong hire slows a market launch, weakens a technical function, breaks a team or leaves a strategic country uncovered.
When the recruiter has to read the role, not just the title.
Senior technical leads, software architects, actuarial and risk leaders, investment and portfolio managers, regulatory specialists, industrial automation directors, data infrastructure leaders. The brief is wrong, and the shortlist is wrong, when the consultant cannot read the role.
"Right on paper, wrong in the company" is the failure we work to prevent.
We calibrate leadership style, decision rights, stakeholder context, team maturity and operating environment before outreach begins. The shortlist is built to introduce candidates who can succeed inside your organization, not only ones who match the job description.
Most mandates involve language, relocation or regulatory complexity across borders.
Our markets coverage and four hubs in Turin, Nicosia, Almaty and New York are designed so each search runs in-market with sector-native consultants, rather than out of a single head office. Compensation, mobility and employer-brand reality are tested early.
Country managers, heads of function and selected C-suite mandates for clients we know well.
Country managers, heads of function, department directors, senior technical leads and specialist leaders are the center of our practice. We also run selected C-suite, board, succession and confidential mandates, especially for clients where we already understand the sector, culture and leadership context.
Every mandate follows the same operating discipline: role calibration, market mapping, direct headhunting, structured assessment, evidence-based shortlist delivery and post-placement follow-up. The commercial model changes according to the risk profile of the role and how your organization buys search.
The shared six-stage process
For new partnerships, time-sensitive searches and risk-sensitive mandates.
For confidential, mission-critical, C-suite, board and succession mandates.
For roles that are not open yet, market-entry decisions, compensation questions and succession planning.
Saying so within the first call saves everyone time.
Talk to us when the search needs executive-search discipline.
Pass on us when a different route will solve it.
A worked example of the four areas where we add the most value, and how a single strategic search can deliver close to a million dollars in net value to the business.
Sector-native consultants calibrated against the real difficulty of each market. Search execution anchored close to where candidates compete, not run from a single head office.
The same search standard, anchored close to where senior candidates actually compete, with native-language calibration and on-the-ground references.
European HQ and origin of the firm. Core coverage across Italy, Southern Europe, industrial markets, financial services, legal, consumer and luxury-linked mandates.
Explore TurinMediterranean, Middle East and strategic-accounts hub. Confidential, multilingual searches connected to Cyprus, GCC, energy and cross-border corporate structures.
Explore NicosiaCentral Asia and Asia-facing hub. Supports searches across Kazakhstan, CIS, Asian growth markets and multilingual, relocation-led assignments.
Explore AlmatyAmericas hub for North American searches and international mandates involving US-based leadership, investors, regional headquarters and cross-Atlantic coordination.
Explore New YorkThe center of our practice is senior management and specialist leadership: country managers, heads of function, department directors, senior technical leads, risk and investment leaders. We also run selected C-suite, board, succession and confidential mandates for clients where we already understand the context.
We start with continuous market mapping and direct headhunting, not applicant flow. The process is built for passive senior candidates, with technical and leadership assessment, weekly visibility and shortlist evidence. The difference is most visible when the role is technical, culture-critical, cross-border, or has already failed through standard channels.
Large retained firms are strongest at board and C-suite advisory work. We are built around the senior-management and specialist mandates that international companies need filled repeatedly across markets, sectors and functions, with executive-search discipline, retained search for confidential work and Talent Mapping First when the role is not ready to launch.
No. Proof-First Search is one buying route. We also run retained searches for confidential, mission-critical, executive, board, succession and ongoing leadership programs, and talent mapping when the role is not ready to launch.
Proof-First Search is our risk-reversed engagement model. No upfront retainer, a validated shortlist delivered in 7 to 10 working days, an interview fee only when the shortlist is strong enough to validate, and a placement fee on hire. It is designed for new partnerships and time-sensitive mandates where the client wants to see evidence of the work before any major commercial commitment. Full details on the Proof-First page.
Standard retained executive search with milestone fees, off-limits protection and a dedicated search team. We use this model for confidential, mission-critical, C-suite, board and succession mandates where exclusivity, deeper advisory involvement and process discipline matter most. The operational standard is the same as Proof-First: continuous market mapping, direct headhunting, structured assessment and weekly visibility.
Most senior-management mandates receive a validated shortlist within 7 to 10 working days, because we map markets continuously rather than reactively. Confidential, niche or board-level searches may require a longer mapping and assessment sequence.
Yes. We treat culture fit as a structured calibration of leadership style, decision rights, stakeholder context, team maturity and operating environment, not as personality matching. The work happens before outreach, not after the shortlist.
Cross-border is the default rather than the exception. Most mandates involve at least one international element, and our hubs in Turin, Nicosia, Almaty and New York allow each search to run in-market.
Tell us the role, the market and what makes the search difficult. We will tell you whether the mandate is best run as Proof-First Search, retained search, or a preliminary talent map.
For confidential briefs, use the secure mandate form so the request reaches the right search route.
Share your CV and a sentence on the mandate types you'd consider. We respond within five working days.