Imagine this: You’re a fast-growing advertising company, building strategies for brands to thrive on online marketplaces. Your CEE hub is expanding, and to keep up with demand, you need to strengthen your team with Key Account Managers. But not just any KAMs, you’re looking for talent fluent in both German and Chinese, capable of navigating multiple CEE markets.
That’s the brief we received. The client’s business model was already attractive to candidates — innovative, international, full of potential. But the multilingual requirements, combined with the need for cultural adaptability, made the search a serious challenge.
The Challenge: One Role, Many Demands
Key Account Management is a critical role in any company. But this assignment came with a few extra layers:
- Rare language combo: German and Chinese fluency isn’t something you find in every CV.
- Regional reach: The KAMs had to support several countries from one central hub.
- Specific skillset: E-commerce knowledge, client-centric thinking, and cross-border experience were essential.
- Timing pressure: The client’s growth trajectory was steep – the hires had to be made fast.
This wasn’t a case for job boards. We needed a direct search approach – precise, proactive, and strategic.
Our Approach: Focused Executive Search with a Human Touch
We activated our international network and sector know-how to design a bespoke executive search strategy, focused on the intersection of languages, experience, and mindset. Our steps:
1. Role clarity and cultural alignment
We partnered closely with the client to understand not just the job description, but also the essence of the role – what success would look like, which competencies were critical, and how the company culture shaped expectations.
2. Targeted market intelligence
Our research mapped the multilingual talent pool in the CEE region and beyond. We focused on professionals with experience in advertising, digital marketing, and e-commerce, narrowing in on roles at major tech firms and platform-driven businesses.
3. Direct outreach – smart and selective
We approached 30 pre-identified candidates through our professional networks, industry databases, and digital sourcing tools. Every outreach was personalized. We tracked engagement weekly and kept the client in the loop with transparent updates and feedback loops.
4. Candidate conversations that go deeper
With each potential hire, we went beyond a standard interview. We explored their motivation, adaptability, and cultural fit alongside technical expertise and language fluency. Our consultative style helped candidates see the opportunity through a strategic lens.
5. Client support every step of the way
We advised the client on market conditions, salary benchmarks, and candidate expectations. From relocation considerations to onboarding plans, we supported them in crafting an offer that resonated with top-tier candidates.
The result? Two strategic hires:
- A German-speaking KAM with proven e-commerce leadership.
- A Chinese-speaking KAM who had previously worked with global marketplace brands.
Both integrated quickly and began adding value across CEE markets. The client highlighted the speed, precision, and insight of our process – and the clear impact the new hires had on regional business growth.
What This Case Proves
When it comes to hard-to-find, multilingual talent, posting a job isn’t enough. Direct executive search works especially when you combine market insight with a human, tailored approach.
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