Finding the right people to hire for your investment migration business is challenging. It’s a highly specialized field with a relatively small pool of suitable candidates. The big job listing sites don’t have a job category called “investment migration”. No university offers an MSc in Golden Visas. Headhunting firms promise to help (in exchange for 30% of the first year’s salary plus a retainer), but even they don’t understand exactly what you’re looking for.
We have good news:
You don’t have to spend tens of thousands on headhunting firms that don’t understand the specialized skills needed for work in the investment migration industry. You don’t need to wade through dozens of applications from people with no experience in your line of work.
Being the number 1 publication for investment migration professionals puts Investment Migration Insider in a unique position, right at the crossroads of the global RCBI-market.
We have a continuous stream of investment migration talent
We are constantly in touch with RCBI-practitioners from all over the world and at all levels of experience; from CEOs in Dubai to processing officers in Qingdao. For years already, not by design but simply as a natural consequence of our work, we have helped connect hundreds of companies with B2B partners, job candidates, and even clients.
Many of the professionals we talk to are looking for new opportunities. Of course, many of them are very happy in their current jobs as well, but that doesn’t mean they wouldn’t consider an interesting offer.
After three years of being home to the web’s only job listing page dedicated exclusively to the investment migration industry (which, by the way, is completely free to use), we have built up an extensive database of candidates. Most of them, of course, have found new jobs by now, but we keep in touch nonetheless.
We also have a network of literally thousands of industry professionals who have years of experience working with residence and citizenship by investment programs and clients.
We understand your business
If you’re reading this article as a representative of a company that’s actively involved in this industry, we most likely already know about your business, including whether or not you are expanding, where you have offices, and which programs you focus on. In fact, you are probably already registered in our Residence and Citizenship by Investment Company Directory (and if you aren’t, you should register for free now).
We understand that you don’t need a business developer or a highly qualified (and highly paid) former private banker who doesn’t get the difference between a golden visa and a CIP.
Your ideal candidate is already an IMI reader
Anyone who takes their profession as an investment migration practitioner seriously recognizes the need to stay abreast of market developments. To do that, they read IMI. The experienced candidate you need, therefore, is to be found among our readers.
The Chinese version of IMI, which published on the WeChat Platform as 投资移民知情者, has more than 5,000 subscribers, which means that, even in that market, we are uniquely well placed to find suitable talent.
IMI Talent – Fixed-price headhunting for investment migration firms
We know your business. We probably know your particular company. We know where you want to go and we know the people who can help you get there. We know thousands of experienced investment migration professionals and we’d like to help you pre-screen candidates so you don’t need to waste your time.
That’s why, today, we are launching IMI Talent, a headhunting service focused exclusively on the investment migration industry.
We’re here to help your firm find the right candidate, without wasting your time, at rates with which ordinary headhunting firms could never compete.
Here’s how the process works:
- Post your open position on our job listings page at no cost.
- Contact email@example.com to contract with IMI Talent to actively help you search for candidates.
- Let us know, realistically, what type of salary you are willing to offer the right candidate (i.e., don’t tell us you offer “competitive remuneration”). We need to know the specific figure if we are going to entice people who already have jobs, which most qualified applicants do.
- We’ll then reach out to suitable candidates to gauge their interest in your position and ask if they’d like to be considered.
- Within three weeks, we’ll send you an anonymized* selection of 5-10 candidates we think are suitable (the number will depend on the experience level required for the job).
- If you are not happy with any of the candidates, no problem; you don’t need to pay us anything.
- If you are happy with the selection and you end up hiring one of the candidates we’ve suggested, you’ll pay us a fixed finder’s fee according to the below schedule:
Junior candidates: EUR 2,500
Mid-level candidates: EUR 4,000
Senior executives: EUR 9,000
We’ll determine the seniority level at the outset when signing the contract, so there won’t be any surprises as to the fee.
And that’s it. No commissions, no retainers, only a fee based on results. You only pay if you hire one of the candidates we proposed.
*Candidates who are currently employed, as you may appreciate, will wish to keep their career plans confidential. When we send you their resumes, therefore, we’ll first redact the types of information that might be used to identify the candidate, such as name, age, gender, the names of former employers, and so on. Once you’ve selected one or more candidates and signed a non-disclosure agreement, we’ll disclose the personal details of the candidate, with their permission.
To get started, email a description of who you are looking for and what you are prepared to spend on salaries and other forms of compensation to our Administrative Manager Alexandra today on firstname.lastname@example.org