RECRUITMENT IN INDIA: PRACTICAL INSIGHTS FOR INTERNATIONAL SMES
Christian Tegethoff, Managing Director, CT Executive Search
Market entry into India typically follows a three-stage process: after initial sales activities via local Indian trading partners, a company establishes its own subsidiary (Private Limited), before some companies move on to setting up their own local production operations.
During each phase of local growth, the question arises regarding suitable executives to manage the business in India on an operational level.
CASE STUDY: RECRUITING A NEW MANAGING DIRECTOR FOR AN INDIAN SUBSIDIARY
Christian Tegethoff, Managing Director, CT Executive Search
Due to the dynamic growth of the Indian steel industry, our client decided to open a production plant in the region, and contacted the CT Executive Search Team to help find a suitable candidate for the Managing Director position in India.
What was now needed was not a traditional sales manager, but a leader who would take overall entrepreneurial responsibility for the entire organisation, including production and the supply chain.
SUCCESSFUL RECRUITMENT IN INDIA: DO’S AND DON’TS FOR GERMAN HEADQUARTERS
Gaurang Prajapati, Assignment Director, CT Executive Search, Ahmedabad
Once a senior Indian candidate signals genuine interest, momentum matters greatly. The best profiles in the Indian market typically run three to four parallel conversations at any given time. Silence from the hiring company is quickly interpreted as disinterest. Top talent in India is frequently lost not because a competitor offered more, but simply because they responded faster.
Saudi Arabia Hiring Guide: Employment Contracts, Saudization, Probation, and Probation Rules
Foreign employers hiring in Saudi Arabia must comply with Labor Law requirements, Saudization quotas, Qiwa employment contracts, probation rules, and restrictions on foreign workers and independent contractors.
AI-Powered HR in China: Who’s Liable When Algorithms Decide?
AI is changing how HR functions operate in China, but it does not change who is accountable.
Topics covered include:
- How AI is reshaping China’s HR functions
- What AI does well in recruitment and where it falls short
- Why “human‑in‑the‑loop” matters in China
- Implications for employers
An Employer’s Guide to Wage, Payroll, and HR Compliance in India in 2026
India’s employment and payroll compliance environment is changing rapidly in 2026. With the implementation of India’s four labor codes, revised wage definitions, state-level minimum wage updates, greater scrutiny of contractor and third-party staffing arrangements, and the transition to the Income-tax Act, 2025, employers must reassess how they hire, compensate, manage, and terminate employees in India.
This issue of India Briefing Magazine provides a practical guide for foreign investors, HR leaders, finance teams, payroll managers, and corporate decision-makers operating in India.
An Introduction to Doing Business in Hong Kong 2026-27
Hong Kong is the premier hub and gateway for businesses to trade with, invest in, and access the wider China and Asia regions. Compiled by the professionals at Dezan Shira & Associates, the Doing Business in Hong Kong 2026-27 guide introduces the fundamentals of investing in this special administrative region, along with the latest relevant changes this year. This comprehensive guide is ideal for investors entering the Hong Kong market and for existing businesses to stay informed.
Building HR Compliance Readiness Under India’s Labor Codes
India’s labor compliance framework is at a critical juncture with the four labor codes now in effect. Coupled with regulatory changes come expanding digital enforcement mechanisms and increasing stakeholder scrutiny, reshaping how employers approach workforce governance in the country.
When Should Foreign Companies Hire a Virtual CFO in Singapore?
Many foreign companies establish Singapore entities without appointing a Chief Financial Officer or engaging a Virtual CFO (vCFO). During the early stages, accounting, tax compliance, payroll administration, and statutory reporting are often sufficient. The decision point emerges when the Singapore company evolves into a regional headquarters, investment holding vehicle, or treasury center. Management is no longer focused solely on compliance but on allocating capital, funding expansion, managing liquidity, and evaluating opportunities across multiple ASEAN markets.
Optimizing Your China Manufacturing Operations: Setup, Acquisition, and Restructuring Pathways
In a year where global supply chains are being reshaped by geopolitical pressures, cost considerations, and regulatory shifts, China’s manufacturing landscape presents a more complex operating environment than ever. This publication equips foreign investors with practical insights into market dynamics, policy developments, and strategic pathways across setup, acquisition, and restructuring, enabling informed, resilient, and forward-looking decisions in 2026. It is particularly valuable for business leaders, operations executives, and legal or compliance teams seeking clarity, efficiency, and long-term competitiveness across their China manufacturing operations.
Czech Republic: What the new standardized monthly employer report entails
KEY FACTS
- A unified monthly employer report (JMHZ) will be introduced effective April 1, 2026 in the Czech Republic
- It replaces several existing reporting obligations
- It must be submitted electronically by the 20th day of the following month
- The report for the first quarter of 2026 must be submitted retroactively
- Employee records and new identifiers (OIČ, IZ) will be introduced
- Failure to comply may result in fines or the work being deemed illegal
How Much Should You Pay Your Employees in China?
This China salary guide covers everything businesses need to know about employee compensation, from regional and industry benchmarks to negotiation norms, helping foreign companies make informed and cost-effective hiring decisions.
Working in India as an Expat: Visa, Tax, Payroll, and Relocation Guide for Foreign Employees
Foreign employees relocating to India need more than a valid visa and a tax briefing. A successful India assignment requires coordinated planning across immigration, tax residency, payroll, social security, banking, housing, healthcare, schooling, foreign exchange, employment law, and departure compliance.
This guide explains what foreign employees and employers should consider before, during, and after an India assignment.
Hiring in Hong Kong: Compliance Tips for Foreign Companies
Hong Kong offers foreign companies access to a highly skilled, multilingual workforce and a business-friendly regulatory environment, making it a key gateway for regional expansion in Asia. However, employers must ensure compliance with local labor laws, MPF contributions, payroll reporting obligations, and immigration requirements when hiring employees in the territory.
2026 HR Guide to Salary Structuring in India: The 50% Basic Pay Rule and PF Compliance
With the operationalization of the new labor codes in 2026, employers in India must ensure that salary structuring aligns with statutory requirements, with basic pay and dearness allowance together constituting at least 50 percent of total remuneration.
Poland 2026: Record Trade Relations, Key Executive Search Trends and Legal Reforms Highlighted
CT Executive Search Press Release
Business leaders attended the webinar “Update Poland: Economy, Law, and the Labour Market” to discuss the country’s evolving role as a central European economic powerhouse.
The event provided a comprehensive overview of the record-breaking bilateral relations with Germany, shifting recruitment dynamics, and significant legislative changes set to redefine the Polish business landscape in 2026.
Bridging borders, building leadership: executive search in India
Christian Tegethoff, Managing Director, and Gaurang Prajapati, Assignment Director, CT Executive Search
What types of mandates do you primarily handle in India?
Christian: In India, we primarily work with medium-sized European and American companies. We have noticed that India has become a high-priority market for many businesses. This is a significant shift from a time when the country received comparatively little attention. This development is being driven by rapid economic growth, substantial infrastructure investments, and the ongoing modernization of the industrial base.
Companies now need an India strategy
Dr. Jörg Podehl Partner, Lawyer, Certified Lawyer for Employment Law, Hoffmann Liebs Partnerschaft von Rechtsanwälten mbB
What impact has the free trade agreement had on the demand for legal services in India?
Negotiations on the free trade agreement have only just concluded, and it will take another one to two years before it enters into force following ratification. In addition, an investment protection agreement between the EU and India is expected soon.
India: the biggest bottleneck lies in communication and transparency
Carolin Hambrügge, Director, GPS Procurement (India) Pvt. Ltd. and Startup Factory Services India Pvt. Ltd.
In your opinion, how will the free trade agreement affect the interests of German companies looking to enter or expand operations in India?
The announcement of the free trade agreement, along with the symbolic images of Indian Prime Minister Narendra Modi alongside António Costa, President of the European Council, and Ursula von der Leyen, President of the European Commission, have once again – or for the first time with such clarity – highlighted the significance of the Indian market to German companies.
INDIA: THE TRANSITION PHASE ISN’T ABOUT WAITING – IT’S ABOUT PREPARATION
Anne Krieckhaus, Managing Director, German Representative Office of the Indo-German Chamber of Commerce, Dusseldorf
In your opinion, how significant is the influence of the Free Trade Agreement on AHK India’s current work priorities?
Since the FTA was announced, enquiries from German companies regarding market entry in India have clearly increased. We are preparing to support companies through the new opportunities and changes in the legal and customs framework – from market entry and the development of local added value to supply chain issues.
EXECUTIVE SEARCH IN THE U.S.: CURRENT TRENDS
Ken Schmitt, Partner & Co-Founder, Ascentria Search Partners/Senior Advisor, CT Executive Search
Are European companies currently hiring aggressively in the U.S., or taking a more cautious approach?
Yes. Even before the tariffs and the U.S. government's focus on bringing more manufacturing and supply to the U.S., we saw an increase in European companies looking to hire and expand their teams here with U.S. senior-level talent. In the last 18 months, we've recruited U.S. leaders for companies based in Spain, Germany, China, France, Canada, and the U.K. While the current political climate has at times been more challenging for international partners, there is still a willingness to hire senior leaders across the U.S.
HUNGARIAN LABOR LAW: KEY FEATURES AT A GLANCE
Dr. Éva Ratatics, Partner, LYNX
What are the main differences between German and Hungarian labour law, particularly regarding termination, probation periods, and fixed-term contracts?
Hungarian labour law is more flexible than German law in many respects, which may sound appealing to employers at first, but also has its own drawbacks.
a) Probation period
In Germany, the statutory maximum duration of the probation period is six months, during which employment can be terminated with two weeks’ notice. In Hungary, the probation period is limited to a maximum of three months, with the option to extend it to six months via a collective agreement, and unlike in Germany, it can be terminated immediately by either party without stating a reason.
Executive leadership in Poland: key market trends and expectations
Christian Tegethoff, Managing Director and Marek Ambroziak, Assignment Manager Poland, CT Executive Search
Which labour-market trends will most affect the availability of qualified leaders in the coming years, and how should German companies prepare?
The Polish executive market remains dynamic. Management positions are in high demand, particularly in the areas of tech and IT, business services, industry, FMCG, and shared service centers. However, filling management positions in these segments is becoming increasingly selective, as companies set higher requirements. According to current labor market studies, this trend is expected to continue in the next few years.
Poland is considered dynamic, fast-growing, and forward-looking
Adrian Stadnicki, Regional Director for Central Eastern Europe, German Eastern Business Association e.V., Berlin
Poland is one of the preferred locations for German companies doing business in the EU. In your opinion, what conditions currently underpin this position, and which trends will play a key role in shaping Poland’s future as a business location?
Poland is considered dynamic, fast-growing, and forward-looking. Since the 1990s, its economy has been growing faster than in any other large EU country. According to IMF forecasts, Poland will soon join the ranks of the world's 20 largest economies, which would be a milestone. Thus, for many German companies, Poland has become a strategic growth market.
Doing Business in Indonesia 2026
An Introduction to Doing Business in Indonesia 2026, compiled by Dezan Shira & Associates, provides foreign enterprises and investors with a comprehensive overview of Indonesia’s business landscape.
The guide covers the following:
- Human resources and payroll
- Indonesia’s New Positive Investment List
- Corporate establishment
- Taxation
- Audit and compliance
