SERVICES

This is what working with SlaterConsult looks like.

The outcomes we deliver, the industries where we have the deepest experience, and how an engagement works from start to finish.

WHAT WE DELIVER

The work begins before the search does.

Most recruitment engagements start with sourcing. Ours starts with understanding – the business objective behind the hire, the market conditions the person will operate in, and what success actually requires in that specific context.

That upfront work is what everything else depends on. When the role is defined correctly for the market, when candidates are evaluated against the right criteria, and when the decision is made with full context – the outcome holds. That’s what we’re built to deliver.

01

Role definition grounded in market reality.

Before we introduce a single candidate, we map the role against the realities of the market you’re hiring in. Compensation structures, performance expectations, regulatory requirements, reporting relationships – all of it benchmarked against what the market actually looks like, not what you assume it does. This is where most cross-market searches go wrong before they even begin, and where we catch it.

02

Candidate evaluation within the full business context.

We don’t assess candidates against a job description. We evaluate them against the business challenge you’re solving, the market conditions they’ll operate in, and the long-term outcomes you’re building toward. The question isn’t just “are they qualified?” – it’s “Will they succeed in this specific environment, with this team, at this stage of your expansion?”

03

Market intelligence throughout the search.

As we move through the market, we share candidate feedback, where compensation expectations sit, what’s driving top candidates’ decisions, and where the trade-offs are. You’re not waiting for a status update. You’re in the conversation as it develops.

04

Calibration when priorities shift.

Markets change. Business priorities shift. We stay embedded throughout the engagement – adjusting the approach in real time rather than pressing forward on a plan that no longer fits the situation. Where a shift moves significantly beyond the original scope, we’ll discuss that with you directly, including any impact on cost or timeline, before proceeding.

05

Post-placement support through the first 60 days.

The engagement doesn’t end at placement. We check in within the first 60 days to ensure the hire is landing as expected and that the transition is working as intended. We’re invested in the long-term outcome – not just the placement.

WHERE WE HAVE THE DEEPEST EXPERIENCE

We work across industries where complexity is the norm.

Cross-market hiring is demanding in any industry. But in the industries below, it carries an additional layer – regulatory requirements that vary by jurisdiction, technical expertise that doesn’t transfer directly across markets, and talent pools that are narrow enough that the right hire carries significant strategic weight.

These are not the only industries we work in. Our approach applies wherever alignment between the role, the market, and the business is critical. But these represent where we have built the deepest experience and networks.

 

The challenge isn’t finding someone with wind energy experience.

It’s finding someone with the right regulatory relationships, market positioning, and compensation expectations for the specific market you’re entering. A VP of Project Development who succeeds in Denmark may not have the federal permitting knowledge or utility relationships required to succeed in Texas, even with the same technical credentials.

We’ve placed leadership, technical, and commercial roles across these transitions, helping clients define what the role actually needs to be in the target market.

Defense hiring is complex by design. Security clearances, export controls (ITAR, EAR), government contracting requirements, and the need for candidates who can navigate both the technical and political dimensions of defense work – none of this transfers simply across jurisdictions.

A VP of Business Development who understands the Department of Defense doesn’t automatically understand how to represent a European company to US government customers. And European defense credentials don’t carry the same weight, or face the same compliance requirements, when a company enters the US market.

We work with companies navigating these transitions – defining what the role actually requires in terms of clearance level, customer access, and regulatory compliance, and finding candidates who can operate within both the technical and political realities of the market.

Technical credibility is the entry point. Cultural fluency is what determines whether the hire succeeds.

A Head of Engineering who excels in a German precision manufacturing environment – where thoroughness, process, and long-term thinking are non-negotiable – may need a different kind of support to operate effectively in a US environment that prioritizes speed and iteration. The reverse is equally true for US-trained leaders entering European markets.

Cross-market hiring in this space requires understanding not just what someone knows, but how they work – and whether that approach will hold up in the environment they’re entering.

 

FDA and EMA are not interchangeable. Regulatory expertise in one market doesn’t automatically transfer to another, and the talent pools for specialized therapeutic area knowledge are narrow enough that the right hire carries real strategic weight for your program timeline and market entry.

We work with life sciences companies navigating US market entry, European expansion, and the regulatory complexity that comes with both – helping define what the role actually requires in terms of pathway experience, regional expertise, and the ability to bridge two regulatory approaches simultaneously.

 

Scaling internationally in software isn’t primarily a technical challenge. It’s a leadership and cultural one.

A VP of Engineering who built a high-performing team in one market may not have the experience to lead distributed teams across time zones, navigate different compensation expectations, or build an engineering culture that works across cultures and regulatory environments.

We focus on leadership, commercial, and specialized technical roles for companies scaling internationally – where the hire needs to understand both the technology and how to build or manage teams in environments that operate differently than home.

Working in an industry not listed here?
If you’re navigating a cross-market hire where the candidate pool is narrow, the regulatory or cultural complexity is significant, and the stakes are high – reach out. We’ll tell you directly whether we’re the right fit, and if we’re not, we’ll point you toward someone who is.

BEYOND THE SEARCH

HR and organizational support, with or without a search.

Not every engagement starts with a hire. We also advise on the structure and compensation decisions that support the business directly – independent of any recruitment.

COMPENSATION & BENEFITS

Decisions grounded in market context.

A compensation package that works in Copenhagen does not automatically work in Charlotte – even for the same position. We develop recommendations that address:

  • An appropriate base salary range
  • The competitiveness of the complete benefits package
  • A bonus or commission structure
  • The financial implications for the organization

EMPLOYEE HANDBOOK

Gaps identified before they become liabilities.

We review existing handbooks and policies, or the absence of them, against current HR practices and relevant employment requirements, identifying areas that may require attention or legal review. We build or update them based on what the assessment reveals.

We remain engaged as laws and practices change, so the handbook keeps holding up.

Our guidance combines relevant market information with judgement developed through years of working across the United States, South America, and Europe – the same cross-market perspective behind every search we run.

HOW WE ENGAGE

Retained. Not contingency. The distinction matters.

We’re compensated for the strategic work and partnership throughout the engagement – not just for delivering a placement. That changes what we’re able to do for you.

It means we can tell you when the market isn’t delivering what you’re looking for. We can recommend redefining the role when the profile you’ve described doesn’t match what the market can provide at your budget. We can walk away from a candidate who looks strong on paper but doesn’t fit the context. We’re not optimizing for a placement – we’re optimizing for the right long-term outcome.

It also means you’re working with one partner, fully committed to your search. Not competing with other firms on the same role. Not racing to present candidates before we’ve thoroughly evaluated them.

Six to twelve weeks, typically, from engagement to placement.

Sometimes longer for highly specialized positions in narrow talent markets. We’ll flag timeline adjustments early, and if the market isn’t cooperating, we’ll surface that directly and work with you to adjust the approach.

This works best when:

  • The hire is tied to a business objective – market entry, organizational restructuring, a funding milestone – not just an open headcount

  • You’re hiring across markets where you don’t have established presence, networks, or direct visibility into how things work

  • The role is leadership-level, commercial, or highly specialized, with a candidate pool narrow enough that depth of evaluation matters

  • You’re willing to engage as a partner – sharing context, providing timely feedback, and staying in active dialogue throughout

If high volume is the primary driver, or you just need a large pool of candidates to compare, there are better matches out there for you – and we’ll point you in the right direction.

Our first hires in the US, handled seamlessly start to finish

“Truly professional handling of the assignment. SlaterConsult assisted us with our first full-time hires in the US, and we are extremely pleased with the outcome. Great dialogue, alignment, swift and seamless orchestration and support throughout the entire process.”

Jeanette Hvam, Chief Executive Officer, DECPT

Genuinely relevant candidates, from a process we’d recommend without hesitation

“We have really valued working with SlaterConsult on the search for strengthening our logistics team at Jupiter Bach. From the start, the process felt collaborative and well-organized, SlaterConsult took the time to understand what we were looking for, in terms of skills and experience levels and organizational fit. The candidates put forward were genuinely relevant, and it was clear that real thought had gone into the shortlist. We’d have no hesitation recommending SlaterConsult’s services to other companies looking for specialist talent. It’s been a pleasure working with SlaterConsult, and we look forward to staying in touch as we continue to grow.”

Trond R. Bitsch, General Manager, Assembly Services, Jupiter Bach

POSITIONS WE’VE FILLED RECENTLY

Executive & VP

CXOs President General Manager Managing Director VP of Construction VP of Engineering VP of Business Development VP of Sales

Head of/Director

Head of Engineering Head of Production Head of Project Management Head of R&D Head of Product Management Operations Director Engineering Director Commercial Director Sales Director Business Development Director Finance Director Account Director HR Director Chief of Staff

Senior Specialists

(Senior) Engineer (Senior) Automation Engineer (Senior) Software Engineer (Senior) Systems Engineer (Senior) RF Engineer (Senior) Field Application Engineer (Senior) Support Engineer (Senior) Service Engineer (Senior) Project Manager (Senior) Product Manager (Senior) Software Developer

Manager & Controller

HR Manager Office Manager Finance Manager Sales Manager Business Development Manager Operations Manager Account Manager Accounting Manager (Senior) Controller (Senior) Finance Controller (Senior) Business Controller

COMMON QUESTIONS

Questions we hear most often.

Is this different from working with a traditional recruiter?

Yes, in a few important ways. Traditional contingency recruiters are compensated when a placement is made, which means the incentive is speed and volume. We’re retained, which means we’re compensated for the work throughout the engagement. That allows us to tell you when the market isn’t cooperating, recommend redefining the role, or walk away from a candidate who looks strong on paper but isn’t the right fit.

What if we've already started a search and it isn't working?

That’s one of the most common situations we’re brought into. If a search has stalled or you’re not confident in the direction, a conversation costs nothing. We’ll tell you directly whether we think we can help and what we’d do differently.

How do you work across time zones and geographies?

It’s what we’re built for. With active operations in Denmark, North Carolina, and South America, cross-market coordination is how we operate, not something we manage around.

Where are you located, and what are your hours?

SlaterConsult has two headquarters, one in Huntersville, North Carolina, and one in Odder, Denmark. From these locations, we serve clients internationally across Europe, North America, and South America. Consultations are available by appointment, and current meeting availability for both headquarters is displayed in your local time zone through our scheduling calendar.

How do we know if the timing is right to engage?

If the hire is tied to a business objective, a market entry, a funding milestone, a leadership gap creating real friction, the timing is probably right. If you’re not sure, a 30-minute conversation will tell us both.

What industries do you work in beyond the ones listed?

Our process applies wherever the candidate pool is narrow, the stakes are high, and the hire needs to succeed in a specific market context. If your industry isn’t listed, reach out, we’ll tell you directly whether we’re the right fit.

Every engagement starts with a conversation.

Not a pitch. A working discussion about what you’re trying to accomplish, what the business context is, and whether this is the right fit. If it’s not, we’ll tell you directly.