In an increasingly connected world, your next career move might not be across town—it could be across the globe. London, New York, and Dubai are three of the most competitive job markets on the planet, offering exciting opportunities for ambitious professionals. But while the rewards can be huge, navigating a global job search takes planning, patience, and a clear strategy. At Eden Recruitment Group, we help candidates move between these markets every day. We understand the differences in hiring practices, the cultural nuances that can make or break an application, and the practical steps you need to take to secure an international role. Here’s how to set yourself up for success, wherever in the world your next opportunity lies. Start With Market Research Every job market has its own pace, priorities, and hiring style. London tends to value professional credentials, proven results, and cultural fit. New York moves quickly—employers expect you to make a strong impression fast. Dubai often favours candidates with international experience, adaptability, and a willingness to understand local customs and regulations. By researching the market in detail before applying, you can tailor your approach for maximum impact. That means understanding salary expectations, the demand for your skills, and even when in the year it’s best to apply—some markets have seasonal hiring trends. Adapt Your CV or Résumé for Each Market A one-size-fits-all CV rarely works in an international job search. UK employers expect detailed work histories, often across two pages. In the US, résumés are usually more concise, often a single page focused on measurable achievements. In Dubai, CVs can be slightly longer and may include a professional photo, depending on the industry. Tailoring your CV to local norms isn’t just about presentation—it’s about signalling to employers that you understand how things work in their market. Understand Visa and Sponsorship Requirements One of the biggest challenges in global recruitment is securing the right to work in your chosen country. Each location has its own visa categories, eligibility criteria, and processing times. For example, the UK’s Skilled Worker visa requires sponsorship from a licensed employer, while Dubai offers a range of work visas tied to specific job offers. The US generally requires an H-1B visa for skilled roles, which involves a competitive application process. Before applying, check whether your target market allows employers to sponsor foreign candidates for your type of role. Eden often advises candidates on where their skills are most in demand and where sponsorship is most accessible. Prepare for Different Interview Styles An interview in London may be competency-based, with structured questions designed to assess how you’ve handled situations in the past. In New York, you might face a faster-paced, more conversational style that prioritises confidence and persuasion. Dubai interviews can be a mix, often placing emphasis on cultural fit and adaptability. Practising for these differences can give you a huge advantage. At Eden, we coach candidates on not just what to say, but how to say it in a way that resonates with employers in each market. Leverage Global Networking Opportunities Networking isn’t just local—it’s global. LinkedIn, professional associations, and even alumni networks can open doors in different countries. Many international opportunities are never advertised publicly, so building relationships is essential. If you can, attend industry conferences or online webinars hosted in your target market. These events give you direct access to hiring managers and decision-makers who could become valuable contacts. Showcase Your Adaptability Employers hiring internationally want reassurance that you can thrive in a new environment. That means showing not only that you can do the job, but also that you can adapt to different working cultures, communication styles, and business practices. Highlight any experience working in multicultural teams, managing projects across time zones, or adapting to new technology quickly. These are universal skills that employers value in global hires. The Eden Perspective A global job search can feel daunting—but with the right strategy, it can also be the most rewarding move of your career. At Eden Recruitment Group, we connect candidates with opportunities in London, New York, Dubai, and beyond, guiding them through every stage of the process—from CV preparation to interview coaching and even relocation advice. Whether you’re looking for your first role overseas or your next big international challenge, we can help you navigate the complexities and land a position where you can truly thrive. Ready to go global? Candidates: Register your CV to access international job opportunities. Employers: Brief us on your global hire and find world-class talent, wherever they’re based.

The best person for your next role may not be in the same city—or even the same country—as your business. In an increasingly interconnected world, companies that can attract and hire global talent have a distinct competitive advantage. London, New York, Dubai—these markets thrive on international expertise. Businesses that bring in diverse perspectives and skill sets often innovate faster, adapt more easily to change, and connect more effectively with global customers.  At Eden Recruitment Group, we work with clients every day who are expanding their search beyond borders. Here’s how to position your business to attract the best talent from around the world. Understand the Value of International Hires Hiring internationally isn’t just about filling a skills gap—it’s about gaining access to new ways of thinking, specialised knowledge, and cultural insight. For example, a London financial services firm may benefit from hiring a compliance specialist with experience in US regulations to support American clients. A luxury brand may find its next creative lead in Dubai, bringing a fresh approach influenced by Middle Eastern markets. The key is to define what international talent can bring to your business before you start the search. This clarity helps shape everything from the job description to the interview process. Make Your Employer Brand Global-Ready Top candidates anywhere in the world will research your company before applying. That means your online presence needs to reflect not just your services, but your values, culture, and career opportunities. If you’re targeting international talent: Ensure your website has clear career pages with up-to-date job listings. Highlight success stories from employees who have relocated or worked across borders. Show that your workplace values diversity, inclusion, and personal growth. At Eden, we’ve seen employer branding make the difference between a candidate saying “yes” or “no” to an offer—especially when they’re considering a big move. Know Your Sponsorship Options In the UK, most overseas hires require a Skilled Worker visa , which means the employer must be a licensed sponsor. This process can seem daunting, but with the right guidance, it’s straightforward. We regularly help clients navigate visa requirements, ensuring they understand timelines, costs, and compliance obligations. In other markets like Dubai and New York, the process differs, but the principle is the same: the smoother you make relocation and legal requirements, the more attractive your offer becomes. Offer a Competitive, Relocation-Friendly Package When candidates consider moving countries for a role, salary is only part of the equation. Relocation support, temporary accommodation, and assistance with settling in can all tip the balance in your favour. For example, offering help with school searches for employees with families or providing transport allowances in cities where commuting costs are high can make your role stand out from similar offers. In competitive markets, these extras can be the deciding factor for top talent choosing between multiple employers. Streamline the Recruitment Process One of the biggest challenges in hiring globally is timing. Top candidates, especially those in competitive industries, can be off the market in weeks—or even days. International recruitment often involves additional steps such as visa paperwork, so a slow decision-making process can cost you the ideal hire. Eden’s approach combines local market knowledge with a global candidate network , enabling us to present high-quality shortlists quickly and keep momentum through to offer stage. Prioritise Cultural Integration Attracting global talent doesn’t end with a signed contract. The way you welcome new hires—especially those relocating from another country—has a huge impact on their engagement and retention. This can include cultural awareness training for the existing team, assigning a workplace “buddy” to help them settle in, and arranging introductions to key people across the business early on. Companies that focus on integration are more likely to keep international hires long term, reducing turnover and maximising the return on investment. The Eden Perspective The future of business is borderless. By attracting and integrating global talent, you open your organisation to new skills, fresh perspectives, and opportunities in markets you may not have tapped yet. At Eden Recruitment Group, we help London employers identify, attract, and retain exceptional international candidates, managing every step—from sourcing and screening to visa advice and onboarding support. Looking to hire globally? Employers: Brief us on your global role and we’ll connect you with the best talent worldwide. Candidates: Register your CV to explore opportunities in London, New York, Dubai, and beyond.

Hiring the right business support staff—whether it’s an Executive Assistant, Office Manager, or HR Coordinator—can transform your organisation’s efficiency. But hiring the wrong person? That can cost you time, money, and even client relationships. At Eden Recruitment Group, we’ve seen it all: rushed decisions, unclear job specs, missed red flags. Over the years, we’ve helped countless London employers turn hiring challenges into success stories by avoiding common pitfalls. Here are the 10 most frequent hiring mistakes —and how to sidestep them. 1. Rushing the Recruitment Process Speed matters, but rushing leads to poor matches. Taking the time to properly assess candidates saves far more time in the long run. Eden Tip: Even for urgent roles, schedule at least two interview stages and include a practical assessment if relevant. 2. Writing Vague Job Descriptions A generic job advert attracts generic candidates. Without a clear outline of duties and expectations, you risk mismatches from the start. Eden Tip: Clearly state responsibilities, required skills, and the role’s impact on the business. 3. Ignoring Cultural Fit Technical skills are important, but someone who clashes with your company’s culture can disrupt team harmony. Eden Tip: Ask behavioural questions in interviews to assess how candidates approach teamwork and problem-solving. 4. Overemphasising Qualifications Experience and transferable skills can be just as valuable as formal qualifications. Eden Tip: Focus on a candidate’s ability to perform the role and adapt, rather than just their academic record. 5. Underestimating the Role Business support staff often take on more responsibility than expected. Treating the role as “just admin” can mean you overlook great candidates—or lose them later. Eden Tip: Highlight the strategic impact of the position in your recruitment process. 6. Failing to Benchmark Salaries Offering below-market rates almost guarantees you’ll lose top candidates to competitors. Eden Tip: Benchmark salaries regularly and be transparent about pay where possible. 7. Skipping Reference Checks References are more than a formality—they can reveal patterns of success or potential red flags. Eden Tip: Speak to at least two former employers before making an offer. 8. Overcomplicating the Interview Process Dragging out the process with too many stages can cause top candidates to lose interest. Eden Tip: Keep the process focused—three stages or fewer is ideal for most roles. 9. Not Selling Your Company Interviews aren’t just for you to assess candidates—they’re your chance to convince them to join. Eden Tip: Share company culture, growth opportunities, and success stories during the process. 10. Neglecting Onboarding A poor onboarding experience can lead to early resignations. Eden Tip: Have a structured induction plan that includes training, introductions, and clear objectives for the first 90 days. The Eden Perspective Avoiding these common mistakes doesn’t just improve your hiring—it strengthens your business for the long term. At Eden Recruitment Group, we guide employers through every stage of the recruitment process to ensure each hire is the right one. Looking to hire the right way? Employers: Brief us on your next hire and let’s find your perfect match. Candidates: Register your CV to join our network of exceptional business support professionals.

Interviews can be nerve-wracking, no matter how many you’ve attended. But when it comes to business support roles in London —whether you’re aiming to become an Executive Assistant, Office Manager, or HR Coordinator—preparation is everything. The competition in this city is fierce. Employers are not only looking for candidates with strong technical skills, but also those who can adapt to changing priorities, work well under pressure, and fit seamlessly into the team culture. At Eden Recruitment Group, we’ve coached hundreds of candidates through interviews for London’s top employers. We’ve seen the small changes that can make a huge difference in performance—and in whether you get the job offer. Let’s walk through exactly how to prepare, present yourself, and follow up in a way that gives you the best possible chance of success. Start With the Role and the Company The best interviews start long before you sit down with the hiring manager. Begin by researching the company in detail—its history, values, culture, and recent news. In business support roles, employers value people who can “hit the ground running” and quickly understand how the organisation operates. Read the job description carefully. Make a note of the skills and experiences they’ve prioritised. Then, think about specific examples from your own career that demonstrate those qualities. For example, if the role mentions “managing competing priorities,” prepare a story about a time you juggled multiple urgent tasks successfully. If they highlight “strong stakeholder communication,” think of a situation where you built positive relationships across departments or with external partners. Practise Talking About Yourself Naturally Many candidates stumble when asked the deceptively simple question: “Tell me about yourself.” This is your opportunity to set the tone for the rest of the conversation. Keep it professional and concise. Summarise your career path, highlight one or two major achievements, and link them to the skills the employer is looking for. Most importantly, let your personality come through—business support roles often require strong interpersonal skills, so employers want to see that you can connect. Master the Competency-Based Question London employers love competency-based questions because they reveal how you’ve handled situations in the past. These typically start with phrases like: “Tell me about a time when…” “Give me an example of…” When answering, use the STAR method —Situation, Task, Action, Result—to structure your response. This keeps your answer clear and focused while showing the measurable impact of your work. At Eden, we coach candidates to have at least three strong examples prepared that can be adapted to different questions. Show That You Understand the Business Support Role One of the quickest ways to impress is to demonstrate that you truly understand the value of business support functions. You’re not just there to answer phones or schedule meetings—you’re enabling the smooth running of the entire organisation. Talk about how you’ve improved efficiency, saved time for senior leaders, or solved problems before they escalated. These real-world examples prove that you can make a tangible difference from day one. Body Language and Communication Count In an interview, what you say matters—but so does how you say it. Maintain good posture, make eye contact, and avoid crossing your arms. Listen actively to the interviewer, nodding or affirming when appropriate. Be clear and concise in your answers. In business support roles, the ability to communicate effectively is essential, so the interview itself is a test of that skill. Ask Questions That Show You Care When the interviewer asks if you have any questions, this is your chance to shine. Avoid generic questions about pay or holiday allowances at this stage. Instead, ask about the team’s current challenges, upcoming projects, or how success will be measured in the role. These types of questions show that you’re thinking about how you can contribute and succeed, rather than just what the company can do for you. Follow Up the Right Way After the interview, always send a thank-you email within 24 hours. Keep it short but specific—thank them for their time, mention something you enjoyed learning about the role, and reiterate your enthusiasm for the position. This small step is often overlooked, but it reinforces your professionalism and leaves a positive final impression. The Eden Perspective Securing a business support role in London requires more than just showing up—you need to demonstrate preparation, professionalism, and a genuine understanding of the role’s impact. At Eden Recruitment Group, we help candidates refine their interview skills so they walk in confident and walk out closer to an offer. Ready to land your next role? Candidates: Register your CV to access exclusive business support opportunities in London. Employers: Brief us on your next hire and we’ll connect you with candidates who are interview-ready from day one.

London, New York, and Dubai are three of the most competitive recruitment markets in the world. Opportunities are plentiful, but so is the competition. Employers are looking for candidates who don’t just meet the job description—they want professionals who demonstrate adaptability, cultural awareness, and a clear understanding of the local business landscape. At Eden Recruitment Group, we work across all three markets every day. We know what works—and what doesn’t—when it comes to securing high-profile roles in these cities. Whether you’re a recent graduate aiming for your first role or a seasoned professional seeking a career move abroad, these strategies will help you stand out and land your ideal position. 1. Tailor Your Application to the Market A “one-size-fits-all” CV won’t get you far in these competitive markets. London employers often focus on professional credentials and proven results, New York hiring managers look for confidence and strong networking skills, and Dubai recruiters value international experience and cultural adaptability. Include city-specific keywords in your CV and cover letter, such as “London-based Executive Assistant” or “New York financial services experience,” to boost visibility in employer searches. Research the business culture in each market before applying. For example, CV formats can vary—two pages are standard in London, while a concise one-page résumé is often preferred in New York. 2. Optimise Your LinkedIn Profile Recruiters often search LinkedIn before even posting a role. A well-optimised profile increases your chances of being discovered for high-value opportunities. Make sure your headline reflects both your role and expertise, your experience section is results-driven, and your “About” section highlights career achievements and future ambitions. Use industry-relevant keywords that match your target role. For example, “business support professional,” “project coordinator,” or “bilingual executive assistant” can help you appear in recruiter searches Keep your LinkedIn profile photo professional, and regularly post or share relevant content to position yourself as engaged and knowledgeable in your field. 3. Build and Leverage Your Network In competitive markets, who you know can be as important as what you know. Attend professional networking events, join online industry groups, and reach out to past colleagues. Many roles in cities like London, New York, and Dubai are filled through referrals before they’re ever advertised. Use platforms like Meetup, Eventbrite, and LinkedIn Events to find networking opportunities. Search for city-specific terms such as “London finance networking” or “Dubai HR events.” Follow up after meeting someone. A quick message thanking them for their time can keep you top of mind for future opportunities. 4. Master the Art of the Interview From competency-based interviews in London to fast-paced, results-driven conversations in New York, and culturally nuanced discussions in Dubai, interview styles vary greatly. Preparation is essential. Before your interview, search for “common interview questions [city name]” to get a sense of the format and style in that location. Practise video interviews—especially for international applications. Test your tech, lighting, and audio in advance, and prepare examples of past achievements that demonstrate value to the employer. 5. Show Adaptability and Global Awareness Employers in these markets look for candidates who can thrive in change, adapt to different cultural norms, and work with diverse teams. Highlight examples from your career where you embraced new technology, learned new processes quickly, or worked successfully across different time zones. Add global experience to your CV and online profiles with phrases like “worked with international teams” or “cross-border project management.” If you’ve lived or worked abroad, highlight this experience in both interviews and applications—it demonstrates adaptability and cultural intelligence. The Eden Perspective Whether you’re aiming for the financial sector in London, a start-up in New York, or a corporate HQ in Dubai, standing out takes more than ticking boxes on a job description. It’s about presenting yourself as the complete package—professionally skilled, culturally aware, and ready to contribute from day one. At Eden Recruitment Group, we help ambitious candidates navigate these competitive markets with targeted advice, tailored CVs, and direct access to exclusive opportunities.  Ready to take the next step? Candidates: Register your CV to access our global opportunities. Employers: Brief us on your next hire and gain access to high-calibre, market-ready candidates.

If you’ve ever lost a great employee, you’ll know the sinking feeling that comes with it. The scramble to cover their workload, the cost of finding someone new, the time spent on training—it all adds up. In London, replacing a single team member can cost tens of thousands of pounds once you factor in recruitment fees, onboarding, and lost productivity. But here’s the thing: many retention problems start before the employee’s first day. In fact, the seeds of a long-term working relationship are planted at the recruitment stage. At Eden Recruitment Group, we’ve seen it time and time again—when you hire with retention in mind, you build teams that not only stay, but thrive. Hiring Beyond the Job Description A CV can tell you a lot about a candidate’s skills, but it doesn’t tell you how well they’ll fit into your organisation’s culture. And cultural fit is often the difference between someone who lasts six months and someone who becomes a cornerstone of your business. That’s why, before we even start the search, we take time to understand your values, your leadership style, and your team dynamic. When we match candidates, we’re looking for more than just technical skills—we’re looking for people who will feel at home in your environment. Setting Expectations from the Start One of the quickest ways to lose a new hire is to surprise them with a role that’s very different from what they signed up for. Misaligned expectations can lead to frustration, disengagement, and ultimately, resignation. Being transparent about responsibilities, challenges, and success measures during the hiring process sets the tone for an honest relationship. We encourage clients to be upfront about the good, the bad, and even the challenging aspects of the job—because the right candidate will appreciate the honesty and be better prepared to succeed. Paying Fairly and Valuing Benefits It’s no secret that salary matters, especially in competitive markets like London. But benefits and work-life balance are increasingly important to employees deciding whether to stay or move on. Flexibility, training budgets, and clear progression opportunities can often tip the scales in your favour. We regularly benchmark salaries and benefits against the market to ensure our clients remain competitive. Because while paying fairly might seem obvious, it’s one of the simplest ways to show employees they’re valued—and valued employees are far less likely to leave. Creating Pathways for Growth Retention isn’t about keeping people in the same seat forever—it’s about helping them grow within your company. When employees can see a future for themselves with you, they’re far more likely to stay engaged and committed. That could mean offering leadership development for ambitious team members, upskilling opportunities for those who want to broaden their knowledge, or simply giving people the space to take on new challenges. At Eden, we actively talk to candidates about their long-term goals so we can connect them with employers who can help them achieve them. Communication: The Glue That Holds It Together Even the best hires can lose motivation if they feel unheard. Open, regular communication—both formal and informal—can make all the difference. Simple check-ins, recognition for a job well done, and an open-door policy for feedback create an environment where employees feel supported. Retention isn’t a one-off decision. It’s an ongoing process of making your team feel valued, engaged, and part of something bigger. And that starts with the very first conversation in the recruitment process. The Eden Perspective We believe recruitment isn’t just about filling vacancies—it’s about building relationships that last. Our retention-first approach means we focus on finding candidates who will stay, contribute, and grow with your business. The result? Teams that are stronger, more stable, and more successful over the long term. Ready to build a team that lasts? Employers: Brief us on your next hire and discover how our recruitment process is designed for retention. Candidates: Register your CV and connect with employers who value long-term career growth.

London’s financial services sector is one of the most competitive job markets in the world. From the high-stakes world of private equity to the fast-paced environment of investment banking, the demand for skilled professionals is fierce—and so is the competition for employers to attract them. Hiring in finance isn’t just about finding someone with the right technical qualifications. Top talent in this sector expects more: career progression, meaningful work, flexibility, and a workplace culture that supports high performance without burnout. At Eden Recruitment Group, we specialise in connecting financial services firms with professionals who can thrive in these demanding roles. Here’s what we’ve learned about what makes top talent tick—and how employers can attract and retain them. Compensation That Reflects Market Value Let’s be honest: salary is a huge factor in finance recruitment. London-based roles in private equity, hedge funds, and investment management are among the highest-paying in the UK—but the market moves quickly. According to the latest salary surveys, senior analysts in private equity can expect packages from £70k to £100k+, while experienced portfolio managers in hedge funds often exceed six figures with bonuses. Firms that lag behind market rates will quickly lose candidates to competitors. Eden Insight: We advise clients to regularly benchmark salaries and offer performance-based incentives. It’s not just about the base pay—bonuses, carried interest, and benefits like private healthcare and flexible working can make a huge difference. A Clear Path for Career Progression Finance professionals are ambitious. If they can’t see a route to advancement, they’ll look elsewhere. Top candidates want to know how their career can develop within your organisation, whether that’s through promotions, international secondments, or moving into more specialised roles. Eden Insight: We encourage employers to map out progression opportunities during the recruitment process. Even a simple conversation about where a role could lead in 2–3 years can be a deciding factor for a candidate. Challenging and Meaningful Work While salary is important, it’s not the only motivator. Many professionals in finance thrive on intellectually stimulating work—projects that test their skills, stretch their abilities, and contribute to tangible business outcomes. Eden Insight: Employers who can offer candidates high-impact projects from day one, and involve them in strategic decision-making, will attract more engaged, motivated hires. Work-Life Balance in a Demanding Sector Finance has a reputation for long hours and high pressure, but even here, attitudes are shifting. Post-pandemic, more professionals expect flexible arrangements—whether that’s hybrid working, condensed hours, or the ability to work from abroad occasionally. Eden Insight: Companies that show genuine commitment to work-life balance, without compromising on performance, will stand out in the market. Flexible working policies are no longer “nice to have”—for many, they’re a deciding factor. A Strong Employer Brand In finance, reputation matters. Candidates research potential employers extensively, checking everything from Glassdoor reviews to press coverage. A strong employer brand—built on transparency, ethical practices, and a positive workplace culture—can make the difference between attracting top talent and losing them to a competitor. Eden Insight: Highlight your company culture in recruitment materials, showcase employee success stories, and actively manage your online presence. Candidates want to work for firms that they can be proud to represent. The Eden Perspective Recruiting in the financial services sector means competing for a very selective group of professionals. They know their worth, and they have options. At Eden Recruitment Group, we bring together our deep sector knowledge, extensive candidate network, and a consultative approach to help finance employers not only attract exceptional talent but keep them for the long term. Looking to hire in London’s financial sector? Employers: Brief us on your next finance role and gain access to high-calibre, pre-vetted candidates. Candidates: Register your CV to explore our exclusive opportunities in finance, private equity, and investment management.

A great Executive Assistant (EA) isn’t just someone who manages diaries and answers calls—they’re a strategic partner who can help leaders perform at their best. In London’s fast-paced corporate world, the best EAs are in high demand and short supply. At Eden Recruitment Group, we’ve placed hundreds of EAs in companies ranging from boutique investment firms to global luxury brands. We know what makes them tick, what keeps them loyal, and what causes them to move on. This guide will show you how to attract , hire , and retain exceptional Executive Assistants—because when you get it right, the value they bring to your organisation is immeasurable. Understand the Modern EA Role The role of an EA has evolved far beyond administrative support. Today’s Executive Assistants often manage projects, liaise with senior stakeholders, oversee budgets, and act as a leader’s trusted advisor. In London’s competitive market, top EAs expect roles that challenge them and give them ownership, rather than treating them purely as support staff. Example: One Eden-placed EA in a Mayfair private equity firm now manages investor relations projects in addition to executive support. Her expanded remit has kept her motivated and committed to the firm for over five years. Top Tip: Use phrases like “strategic Executive Assistant” or “business partner to the CEO” in your job descriptions to appeal to high-calibre candidates. Write a Job Description That Sells the Role A generic EA job advert won’t cut it. In-demand EAs look for positions that are clearly defined, show room for growth, and reflect a professional, supportive culture. What to include: Clear breakdown of responsibilities (including strategic elements) Salary range and benefits Professional development opportunities Who they’ll report to and how success will be measured Top Tip: Make sure your job title is keyword-friendly. For example, “Executive Assistant – Investment Banking – London” will perform better in search results than “Executive Assistant to MD.” Offer Competitive Pay and Benefits The best EAs know their worth. In London, salaries for high-level EAs can range from £45,000 to £80,000+ , depending on industry, responsibilities, and experience. Benefits like flexible working, wellness programmes, and clear progression pathways can be the deciding factor for top talent weighing multiple offers. Example: One global fashion brand Eden works with reduced turnover in its EA team by introducing hybrid working, private healthcare, and annual training budgets. Top Tip: Mention salary ranges in job adverts where possible—roles with pay transparency often attract more quality applicants. Onboard With Purpose Retention starts the moment your EA accepts the offer. A structured onboarding process helps them integrate into your organisation quickly and feel supported from day one. This could include: A welcome plan with key contacts and resources Clear expectations for the first 90 days Regular check-ins with their manager Early involvement in strategic projects Top Tip: Use phrases like “onboarding programme” and “first 90 days success plan” in your careers content—these terms are searched by both candidates and HR professionals. Recognise and Reward Their Contribution Executive Assistants often work behind the scenes, but their impact on a leader’s productivity and an organisation’s efficiency is huge. Regular recognition—both formal and informal—goes a long way. Whether it’s a bonus, a thank-you note, or public acknowledgment in a team meeting, appreciation builds loyalty and engagement. Example: An Eden-placed EA in a City-based hedge fund stayed with the company for six years, citing regular recognition and trust from leadership as her main reasons for staying. Final Thoughts: Why EA Retention Matters High turnover in EA roles disrupts executive productivity, increases recruitment costs, and can even damage client relationships. By hiring strategically and supporting your EAs from day one, you can build lasting partnerships that benefit the entire organisation. At Eden Recruitment Group, we know where to find London’s most talented Executive Assistants—and how to match them with businesses where they’ll thrive for the long term. Ready to find your next exceptional EA? Employers: Brief us on your Executive Assistant role and gain access to our exclusive EA talent pool. Candidates: Register your CV to explore London’s most exciting EA opportunities.

In today’s interconnected world, talent knows no borders. The perfect hire for your London office might be living in New York. The candidate who can transform your Dubai operation could be based in Europe. At Eden Recruitment Group, we’ve built a reputation for bridging these geographical gaps—connecting businesses with exceptional candidates across three of the world’s most competitive markets: London, New York, and Dubai . This is the story of how our global reach and local expertise have helped clients hire smarter, faster, and with greater confidence. The Challenge: Different Markets, Different Rules Every city has its own recruitment culture. London values experience, credentials, and cultural fit. New York moves fast—speed and decisiveness are key. Dubai often requires international experience and a deep understanding of local regulations, particularly around visas and sponsorship. For companies operating across these markets, hiring isn’t just about finding talent—it’s about understanding how to engage with it effectively. Case Study 1: A Hedge Fund’s Cross-Border Hire One of our London-based financial services clients needed a senior operations manager for their newly opened New York office. The challenge? They wanted someone who understood UK compliance standards but could also navigate the US regulatory environment. How Eden delivered: We used our London network to identify candidates with the right technical background and leveraged our New York connections to verify their US market readiness. Within four weeks, the client had hired a UK-trained candidate already based in Manhattan—saving relocation costs and onboarding time. Result: The candidate hit the ground running, bridging operational gaps between the UK and US teams from day one. Case Study 2: Building a Dubai Support Team from Scratch A luxury retail brand expanding into Dubai needed a complete business support team—including an Executive Assistant, HR coordinator, and office manager—all within eight weeks. How Eden delivered: Our Dubai consultants collaborated with our London office to shortlist candidates who had both international luxury brand experience and the ability to navigate Dubai’s unique business culture. We also guided the client through the UAE’s employment and visa processes to ensure compliance. Result: The entire team was in place before the store launch, with each hire seamlessly integrating into the company’s culture. Why Local Insight Matters in Global Recruitment Global recruitment isn’t about posting the same job advert in multiple countries—it’s about knowing how each market works. Legal compliance: Visa rules, tax requirements, and employment laws vary widely. Cultural expectations: What motivates a candidate in New York may differ from what appeals in Dubai. Market pace: In some cities, top candidates accept offers within days—miss the window and you lose them. At Eden, we pair local recruiters who understand these nuances with global strategies that ensure clients access the best talent, wherever it’s based. Our Global Recruitment Formula Local Market Specialists – Recruiters who live and work in the market they serve. Shared Candidate Pools – Cross-office collaboration to source talent quickly. Compliance Expertise – Guidance on visas, sponsorship, and employment law. Speed and Precision – Shortlists delivered faster without compromising on quality. Cultural Alignment – Candidates who fit both the role and the company’s values. The Eden Perspective Hiring across borders doesn’t have to be complicated. With Eden Recruitment Group, you get the reach of a global agency and the precision of a local specialist—helping you build high-performing teams in London, New York, and Dubai. Ready to hire internationally? Employers: Brief us on your cross-border role and we’ll find the perfect candidate, wherever they are. Candidates: Register your CV to be considered for opportunities in London, New York, and Dubai.