The Client
Chimec is a structured Italian company operating in the oil & gas sector, a highly specialized and technically complex industry. With a consolidated international presence through subsidiaries in various European countries, the company stands out for its ability to operate in complex markets while maintaining high technical and operational standards.
The organization, despite having an articulated international structure, chose a centralized organizational model for the management of European Human Resources, without local HR offices in individual countries. This strategic choice, which allows for greater control and consistency of HR policies, requires Headhunting partners with in-depth knowledge of the specificities of each market.
The company's development strategy involved us in targeted and selective placements in key markets such as Germany, France, Belgium, and Spain, where competition for qualified technical talent is particularly high, and cultural and regulatory dynamics require a specialized approach.
The challenges of recruiting in a family-owned pharmaceutical company
Recruiting in foreign markets for an Italian oil & gas company presents unique complexities that go beyond linguistic barriers.
As Rossella Sallusti, who handles Chimec's European personnel, explains: "I know very well how difficult it is for a foreign company to initiate a search and how important it is to rely on an Headhunting company with deep knowledge of the reference market. I have gained significant experience in international recruiting, having also managed the search for personnel for our Asian subsidiary, and this has taught me that the real challenge is not so much operational for those who, like me, know the dynamics of these markets, but rather communicative: making those internally who do not have such in-depth and direct experience of foreign markets understand the specificities and possible resistances of local candidates. Each market has its own salary, contractual, and cultural dynamics. Without a partner who can act as a bridge and explain these differences, there is a risk of setting up searches on wrong assumptions, losing valuable time and valid candidates."
The target markets have distinct characteristics: Germany requires very structured approaches, Belgium has an extremely limited pool of candidates for the sector, France presents complexities in contractual dynamics, Spain has different selection times and methods compared to Italy.
How Reverse made a difference
The collaboration with Reverse, which began several years ago for a search in Germany with consultant Federica Boarini, has gone through several phases. In 2022, when Rossella Sallusti changed roles to deal with Chimec's European personnel (instead of just the subsidiaries), she found that Reverse was also growing, opening new offices and expanding its geographical coverage. This growth allowed the collaboration to extend to France and Belgium with Clara Chatagner, and subsequently to Spain with Alessia Amorico, always maintaining the same distinctive approach that allowed Chimec to overcome the complexities of international recruiting.
2.1 Market knowledge that is immediately recognizable
The collaboration began with Federica Boarini for a search in Germany, and from the very first contact, a distinctive characteristic emerged. As Sallusti emphasizes: "The thing I appreciated first and foremost was having a true knowledge of the foreign market. It's true that normally a recruiting company claims to have this expertise, but in Federica's case, it was immediately recognizable. It wasn't theoretical or generic knowledge, but concrete expertise that manifested from the first contact, with an immediate understanding of the dynamics of the German market."
The added value proved to be twofold: on one hand, the in-depth knowledge of the target market, and on the other, the presence of an Italian contact person capable of acting as a cultural bridge. "Having an Italian contact person who knows the reference market very well may seem trivial, but in reality, it is fundamental. It gives you the opportunity to adjust the course during the process, to understand nuances that would otherwise be lost, and above all, to explain the specificities of each country to internal management," explains Sallusti.
2.2 The methodology: transparency and sharing of every step
What distinguished Reverse was first and foremost its working methodology, characterized by the systematic sharing of all steps in the selection process. "The methodology with which Reverse carries out selections involves a great ability to share all steps with us. I found myself facing an initial call in which we jointly defined the position to be searched for, and this gave us the opportunity, as a company, to present ourselves well. This, in my opinion, is very important in a search phase, especially for a company like ours," explains Sallusti.
This initial phase proved particularly valuable considering that Chimec operates in the oil & gas sector, where the sought-after figures have very particular and specialized profiles. The possibility of illustrating the company, its culture, and the specificities of the positions in depth represented an immediate added value that Sallusti noted from the very first contact.
During this initial phase, Reverse does not limit itself to collecting the position's specifications but also offers advice on how to make the offer more attractive for the reference market, suggesting any adjustments to the compensation package or contractual terms based on local dynamics.
A further valuable element that emerged during the collaborations was the support provided by Reverse also in the delicate phase of formulating the offer to the final candidate. In this critical phase, the consultants were able to anticipate and explain possible resistances or perplexities of the candidates related to the cultural specificities of their country, allowing Chimec to prepare a more convincing proposal and to manage any negotiations more effectively.
2.3 The platform: diagnosis of offer attractiveness
A distinctive element appreciated by Chimec was Reverse's technological platform. "The platform is definitely an added value from my point of view, because it allows for visibility into your work. It's not just about being told 'I contacted 50 candidates', but about seeing which profiles were selected, how they were contacted, what responses they gave. This is very important because it gives you a pulse on the result," highlights Sallusti.
The platform proved to be a strategic tool especially because it allows for a clear distinction between different situations: "The platform allows for a precise diagnosis of critical issues. When results are not as expected, it is crucial to understand if the problem lies in the inadequacy of our proposal compared to market standards - in which case the provider has still operated correctly, but our offer is not competitive - or if we are in line with the market but the search presents objective difficulties due to the scarcity of available candidates. This distinction, which becomes immediately evident and verifiable through the platform, is crucial for deciding where to intervene: whether to modify our proposal or to persevere in the search knowing that the difficulties are structural to the market."
From the consultant's perspective, Federica Boarini emphasizes how this level of transparency fosters a collaborative and strategic approach: "Working with clients like Chimec, who have solid international experience, means being able to build increasingly effective strategies together. The platform allows us to share market feedback in real time: which profiles show interest, which aspects of the offer are most attractive, and where we encounter resistance. This continuous data-driven dialogue enables the client to progressively optimize their attraction strategy. It's not just about finding candidates, but about understanding how the market perceives the company and the position, then strengthening valuable elements and eventually recalibrating less competitive ones. It's a true strategic partnership."
This level of transparency provides concrete advantages:
- Complete operational visibility: real-time viewing of contacted profiles, approach methods, and received feedback
- Specific comments on candidates: detailed evaluations on each selected candidate are visible on the platform, accessible to all company functions involved in the process, ensuring alignment and decision-making transparency
- Strategic diagnosis: distinguishing between supplier performance and offer competitiveness, allowing intervention on the right elements (compensation package, contractual conditions, positioning) before wasting further time and resources
2.4 The right balance between technology and relationship
Despite the importance of the technological platform, Chimec maintained strong direct contact with Reverse consultants. "While significantly appreciating the functionalities of the technological platform, I have always prioritized maintaining direct and personal contact with the consultants. I believe that telephone communication offers greater immediacy and effectiveness compared to written exchanges, allowing for quick clarification of any doubts and more precise alignment on the nuances of the search. Textual communication, however useful for traceability, does not always fully convey the qualitative evaluations and strategic considerations that emerge during a complex selection process," explains Sallusti.
Reverse has successfully combined the advantages of technology (transparency, traceability, data) with the quality of human relationships, maintaining constant and constructive dialogue.
The results: quality placements in complex markets
The collaboration with Reverse has led to successful placements in all target countries, with a positive retention rate. Two elements have consistently characterized all searches: adherence to agreed timelines and the quality of the candidates presented, always in line with the expectations and technical requirements of a complex sector like oil & gas.
3.1 Speed and effectiveness in difficult markets
Particularly significant was the recent experience in Spain with Alessia Amorico. As Sallusti recounts: "During the summer we had a recruiting need in Spain. Knowing from Federica Boarini that Reverse had recently opened an office in that country as well, I had the opportunity to speak with Alessia Amorico. The experience proved extremely positive: Alessia demonstrated an excellent ability to immediately understand the profile to be searched and its technical specificities. What made this collaboration particularly effective was the continuous exchange of information and feedback throughout the search process. This constant dialogue, which I consider beneficial for both parties, allowed us to maintain perfect alignment on objectives and to quickly adapt the strategy to market feedback. The result was excellent: within about a month of opening the mandate, we identified and hired the candidate, who actually joined the company in September."
The "continuous exchange" mentioned represents a distinctive methodological element: not just periodic updates, but a true strategic dialogue that allows for adjustments during the process and maintains high research effectiveness.
Even for France and Belgium, notoriously complex markets for the oil & gas sector, Clara Chatagner achieved excellent results. As Sallusti explains: "The collaboration with Clara Chatagner for searches in France and Belgium proved particularly valuable. Clara dedicated great commitment and professionalism to these projects, offering us constant and qualified support. We managed to complete two hires within reasonable times, which represents a significant result considering the complexity of these placements. The complexity stemmed from multiple factors: first, the objective scarcity of qualified candidates in our sector in those specific markets, and second, the particular administrative articulation required, as these involved hiring non-European personnel. Clara provided truly decisive support in managing all bureaucratic and administrative aspects, which in these cases can present significant criticalities."
3.2 The value of the third party: support beyond hiring
One element that strengthened the relationship was the post-hiring support offered by Reverse. As Sallusti recounts: "Reverse also provides structured post-hiring support, and I consider this aspect particularly important. I had the opportunity to concretely appreciate this phase on a few particular occasions when critical situations arose with some placed candidates. Reverse proactively intervened through what was initially supposed to be a routine follow-up call. This contact proved extremely useful, allowing me to acquire additional feedback and a different perspective compared to the information I had collected internally through traditional company channels."
The role of "third party" proved strategic: in delicate situations, having an external interlocutor who can collect feedback neutrally allows for a more complete perspective and more effective intervention. This type of support, which goes beyond the strictly contractual perimeter of the search mandate, demonstrates an approach oriented towards long-term success and the retention of inserted talents.
3.3 A relationship that continues over time
The collaboration with Reverse has continued over the years through various consultants, always maintaining the same level of quality and attention. This demonstrates not only the solidity of the method but also Reverse's ability to build lasting partnerships based on trust and concrete results.
Strategic key takeaways
For HR managers handling international recruiting in complex and specialized sectors, Chimec's experience with Reverse highlights six methodological elements that have concretely made a difference:
1. Structured initial call for strategic alignment
The kick-off phase is not limited to collecting technical specifications of the position, but includes a dedicated session to deeply understand the company, its organizational culture, sector dynamics, and competitive context. During this call, the pros and cons of the position compared to the reference market are analyzed, the compensation package is discussed, and concrete advice is provided on any necessary adjustments to make the offer competitive and attractive in the specific local context.
2. Quality of candidates and adherence to agreed timelines
Two fundamental parameters have consistently characterized the collaborations: the technical and cultural quality of the presented profiles, always in line with the expectations and requirements of a highly specialized sector like oil & gas, and the systematic adherence to agreed timelines, a critical element for companies that need to plan placements in foreign markets.
3. Real-time visibility through the technological platform
The platform allows constant monitoring of the work carried out by the recruiter, displaying the selected profiles, the contact methods used, and especially the feedback received from candidates. This operational transparency makes it possible to immediately understand the response and interest that the company's proposal generates in the market, providing valuable indicators for evaluating the attractiveness of the offer.
4. Shared comments and evaluations for informed decisions
Within the platform, specific comments and detailed evaluations on each selected candidate are available. This information, accessible to all corporate functions involved in the decision-making process (HR, hiring manager, management), ensures alignment and transparency, allowing all stakeholders to contribute to the evaluation with the same level of information.
5. Strategic support in the offer formulation phase
An often underestimated but highly valuable element is the support provided during the delicate phase of preparing and presenting the offer to the final candidate. The consultants know how to anticipate and explain possible resistances or perplexities related to the cultural specificities of the candidate's country, allowing the company to prepare a more convincing proposal and to manage any negotiations more effectively.
6. Post-hiring follow-up to ensure retention
The support extends beyond contract signing, with a structured follow-up activity after placement. This monitoring allows verifying the integration status of the new resource and their level of satisfaction, promptly intercepting any critical issues. The role of a neutral "third party" proves particularly valuable for collecting feedback that the candidate might not feel free to share directly with the company in the early stages of integration.
These six elements, systematically implemented across all markets (Germany, France, Belgium, Spain), have allowed Chimec to overcome the challenges of international recruiting in a niche sector, achieving quality placements with contained timelines and positive retention rates.
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