Why Do We Recruit Beyond Borders? The Internationalization of Financial Talent

We live in a financial world where borders are becoming less and less relevant. If, a few years ago, major banks and financial companies in Romania looked abroad mainly for business models or IT systems, today the focus has shifted to talent.

The internationalization of human resources is no longer a “luxury” or an experiment, but a strategy for survival and growth.

In the context of accelerated changes – digitalization, complex regulations, competition with fintechs – organizations in the banking and financial sector need rare skills and leaders who can face globalization. And these skills can no longer be found exclusively locally.

Why is the local market no longer enough?

The labor market in Romania is under double pressure: on one hand, there is a significant shortage of specialized talent (especially in the areas of risk, compliance, cybersecurity, digital banking). On the other hand, professional migration and demographic changes further reduce the pool of available senior candidates.

A recent McKinsey report shows that 87% of HR leaders consider the lack of skills to be the biggest barrier to growth. In Romania, where the banking industry is deeply connected to European standards, this shortage becomes immediately visible: key positions remain unfilled for months, with a direct impact on organizational performance.

The benefits of internationalizing talent

Recruitment beyond borders brings tangible benefits that go far beyond simply “filling a position”:

• Access to rare skills – experts in digital banking, risk modelling, or organizational transformation that do not yet exist in sufficient numbers in Romania.
• Cultural and cognitive diversity – leaders coming from other markets bring different perspectives, tested in varied economic contexts.
• Acceleration of innovation – transfer of know-how from more mature markets, where fintechs, insurtechs, or embedded finance models are already tested.
• Credibility in front of investors – a board or top management with international experience conveys stability and vision.

The challenges of international recruitment

Of course, the internationalization of talent is not without obstacles:

• Cultural integration, which requires a foreign leader to understand the specifics of the local market and adapt to the way teams work.
• Legislative and fiscal aspects related to the relocation of that person, which involve additional costs and complex processes.
• Resistance to change, which arises when local teams see international leaders as a threat and not as an opportunity.

This is where the critical role of an experienced recruitment partner comes in – one who not only identifies talent, but also ensures cultural and professional compatibility.

What does a global Executive Search process look like?

In my practice at Antal International, the process has a few clear steps:

1. Clear definition of the need. We are not just looking for a CV, but for the skills and mindset necessary to respond to a business objective.
2. International mapping. At Antal, we have a unique differentiator by accessing a network in over 35 countries, with more than 130 offices, to quickly identify relevant candidates.
3. Holistic evaluation – we analyze both technical skills and cross-functional abilities, leadership, and cultural adaptability.
4. Integration and follow-up – we support companies and candidates in the transition process, so that the new role is a real success, not just a formal appointment.

What does this mean for leaders in Romania?

The internationalization of talent should not be seen only as a solution for the lack of candidates, but as a strategy for organizational development.

• For a bank CEO – it means the certainty of having leaders in the team connected to global trends.
• For an HR Director – it means access to a much more varied talent pool, with the chance to quickly cover critical positions.
• For an investor – it means confidence that the management team can navigate global challenges and deliver sustainable results.

In a financial world marked by volatility and rapid transformations, talent becomes the most important strategic resource. And when the local market can no longer meet the demands, the only viable option is to open the borders and look globally.

International recruitment is not just about “bringing someone from outside,” but about bringing new value, new perspectives, and relevant leadership for the future of financial organisations in Romania.

If you are curious to learn how we can identify international financial talent together and bring it closer to your organisation, I invite you to discover more here: https://www.antal.com/recruitment/romania-bucharest-sb

#Leadership #Banking #FinancialServices #HumanResources #TalentAcquisition #BusinessTransformation #Antal