Recruitment · Sourcing · Talent mapping
Nobody good gets found by accident.
A boutique HR consultancy with a global footprint and a wealth of experience in international recruitment and relocation — working across Forestry, Agriculture, Biotechnology and the industries downstream of them.
Introduction
Our core areas of expertise are remote and cross-border recruitment, sourcing, proactive talent mapping, and workforce planning & development. We strive to ensure a sustainable competitive advantage through talented and motivated employees, thereby enhancing strategic business performance.
We understand that each company, country, and industry requires a tailored approach, and we take pride in our ability to provide unique solutions. One search has run across three continents from a South African desk, reporting into Shanghai. The route is drawn to fit the mandate, not the other way round.
Expertise
Listed separately because they are scoped and priced separately. In practice a mandate usually travels through more than one of them, and the file never changes hands.
A survey of who exists, where they sit, what they earn and what would move them — commissioned before there is a vacancy. When the seat opens, the shortlist is already drawn and you are not starting from a blank page under time pressure.
Market mapCompensation viewNamed population
Direct identification and approach of people who are not on a job board and were not looking. Confidential in both directions — for your search, and for the candidate whose current employer must not hear about it.
Direct approachConfidentialApproach record
Search run across jurisdictions and time zones, reporting wherever the mandate sits. Relocation is handled as part of the appointment — the move, the family, the authorisation — because that is where cross-border hires are actually lost.
Multi-jurisdictionRelocation in scopeAny reporting line
What the structure should look like in three years, which of those roles you can grow from inside, and which you will have to go out for. The work that stops the same search coming round again in eighteen months.
StructureBuild vs buyRetention plan
Terrain
These industries run on a small population of genuinely qualified people, nearly all of whom already have a job. Knowing the population is the work; everything after it is administration.
Plantation, harvesting and downstream operations — including the pulp, paper and packaging businesses these careers move between.
Primary production through to processing, agronomy and the technical leadership that sits over both.
Research and applied roles where the qualified population is small enough to name and scattered across several continents.
Mill leadership, strategic planning and commercial roles — the sector our client and candidate testimonials come from most often.
Where forestry and agricultural careers increasingly end up, and where we are asked for people who understand both.
Project and engineering management for the capital work these industries depend on, staffed at pace and to specification.
Why hire us
$1m+
Massive ROI improvements come from not repeating the exercise: a mandate scoped properly, an approach made to the right named people, and an appointment that is still in place three years later.
Take your recruitment strategy further with a free consultation. We will build a plan around what you actually need — one specific role, or a whole team.
Management
You are not handed to a junior after the pitch — there is nobody to hand you to. That is the entire argument for a boutique.
Founder & COO
With 30+ years driving TA strategies in fast-paced and complex global environments, Stephanie expertly balances cost-effective approaches and lasting strategic relationships.
30+ years · three continents on one mandate · reporting into Shanghai from RSA
Recruitment Director
With 20+ years in recruitment, Elmarie prioritises quality over quantity. Her success stems from cultivating trust and insightful relationships with professionals like you.
20+ years · quality over quantity · relationships held for a decadeVoices
Attributed by role and sector rather than by name. The searches were confidential and they stay that way.
“I had the privilege to work with Stephanie for several years. She is a resourceful, agile and result driven professional. In my case she was working on headhunting for a multinational Asian business and she was covering a very large geographic area, covering three continents, working remotely from RSA reporting to Shanghai.”
“Stephanie was a pleasure to deal with, professional, efficient, honest and always ensured she was in constant dialogue throughout the process. The role I was approached for was an excellent fit culturally and it catered well to my skill set. I will most definitely recommend your services to others.”
“In the recruiting business, her customers are the recruited more than the companies hiring. She goes an extra mile providing additional information the candidate may request, and conducts follow up after the appointment is finalized. Doing business with Stephanie is like building a relationship.”
“Having known her for almost 12 years, she is a committed consultant, always on top of things; extremely pleasant & professional in her interactions. She has successfully handled multiple complex and confidential roles and added a lot of value with her inputs in multiple global projects.”
“I have had the opportunity to work with Stephanie both as a candidate and then a customer to her services. She is very thorough and a pleasure to work with. She understands the client's needs to the T and delivers on that.”
“She ensures that she understands the task at hand, investigates and responds quickly and provides nothing less than the quality and service expected of often far bigger companies. She would be recommended any day for any staffing or resourcing requirement.”
Food for thought
What we have learnt hiring across borders, written for the people doing the hiring — and for the people being approached.
In today's digital age, your online presence plays a critical role in securing your dream job.
Bringing on new team members from different countries is an exciting opportunity — and a set of problems local onboarding never has to solve.
Passive talent makes up 70% of the global workforce. Engaging that pool is what separates a proactive recruitment strategy from a reactive one.
Get in touch
Whether you have a question, a mandate, or just want to say hello — we are eager to hear from you. Reach out and let's start a conversation.
