International talent marketing for Spanish companies

You’re competing for talent that could work anywhere. Your careers page reads like nobody is trying to win them.

Attracting English-speaking or internationally mobile candidates is a marketing problem before it’s an HR problem — the same problem as attracting any customer who has other options. At Bupa Global, I led marketing that reached high-net-worth individuals and expats across the globe. That’s the same audience many Spanish companies are now trying to recruit.

Book a 15 min discovery call

Where is the problem showing up?

Your careers page reads like an internal HR document, not a pitch to someone leaving their home country.

Job ads are only visible to people already searching in Spanish, not the wider international talent pool.

Candidates ask questions at interview that your job description should already have answered — relocation, visa, salary, working language.

You are competing with other countries for the same talent, but nothing says why Spain, or why here.

You cannot tell which channel actually brings qualified international candidates, versus generic applicants.

Recruiting internationally mobile people is closer to acquisition marketing than traditional HR. You are asking someone to choose you over every other option they have, often while they are still overseas. I work through where that pitch is breaking down and build a system you can actually measure. If the underlying offer is unclear, I can also review your employer brand and careers content.

Bupa Global

Led marketing reaching high-net-worth individuals and expats across the globe — the exact audience many Spanish companies are now trying to recruit as employees, not customers.

15 minute discovery call

Tell me who you’re trying to attract, and where it’s breaking down.

We can clarify the problem and agree whether there is a useful next step.

Book a 15 min discovery call Email me

I allow 30 minutes in the diary in case we need longer.