As hiring becomes increasingly global, many organisations are discovering that the tools and processes they rely on no longer support how recruitment actually works in practice. Distributed teams, cross-border hiring, and differing local realities have become everyday challenges, exposing gaps between centralised systems and the needs of teams hiring across locations.
In response to this shift we have appointed Renita Käsper as Head of Market Expansion. Käsper brings close to 20 years of experience in talent acquisition, spanning agency recruitment, in-house leadership roles, global technology companies, and HR community building.
Over the past five years, Teamdash has become a trusted partner to thousands of recruiters and international organisations. According to Teamdash co-founder Marie Evart, Renita’s joining brings valuable international perspective and hands-on recruitment experience that supports the company’s growth across Europe. “Teamdash is built for organisations operating across different markets that need central clarity in hiring, while still allowing different teams, locations, or units to recruit in ways that work for them,” Evart explains. “Renita has faced these challenges first-hand in her previous roles as a Head of Talent Acquisition, which makes her experience especially relevant to the problems we help our customers solve.”
Throughout her career, Käsper has built and led recruitment teams in multiple countries and supported fully remote hiring across regions. She has worked with organisations operating across EMEA and APAC, gaining first-hand experience of what changes when hiring moves beyond one market.
“Global hiring rarely fails because of people. It fails because organisations rely on assumptions that no longer apply once recruitment crosses borders.”
Why one-size-fits-all recruitment no longer works
One of the most common challenges she has seen is the expectation that recruitment processes should work the same way everywhere. “Labour markets, candidate expectations, hiring culture, and legislation vary widely between countries. What feels efficient and clear in one location may not work at all in another,” she explains.
According to Käsper, this mismatch often becomes visible as companies scale. Headquarters teams aim for consistency and control, while local teams need flexibility to reflect their market reality. When that balance is missing, hiring slows down, recruiter workload increases, and candidate experience suffers.
According to Evart, many recruitment teams have traditionally been forced to choose between the flexibility recruiters need in their day-to-day work and the central visibility and control organisations expect from recruitment software. “We don’t believe organisations should have to make that trade-off. Teamdash is built to offer both: flexibility in how recruitment processes are designed and clear, reliable visibility across the organisation,” Evart explains.
“Trying to remove complexity through rigid standardisation usually creates more work, not less. Global hiring is complex by nature, and systems need to acknowledge that rather than fight it.”
She also points to a less visible but widespread issue: tools that are chosen primarily for reporting rather than for everyday recruiter work. “When systems don’t support how recruiters actually work, people find workarounds. On the surface everything looks fine, but the data no longer reflects reality. That’s when organisations start making important decisions based on incomplete or misleading information.”
These are exactly the needs that have shaped Teamdash’s focus and strategic direction. As recruitment becomes increasingly global, it is important that companies can expand into new markets in a way that allows hiring to function naturally in each country. Today, Teamdash supports teams in more than 25 countries, providing a solution that maintains central visibility and shared metrics, while still giving local recruitment teams the autonomy and flexibility they need.
Why Teamdash, and why now
Käsper says this approach was a key reason she decided to join the company. “What attracted me to Teamdash was the clear focus on real recruiter workflows. The platform isn’t built around idealised processes or dashboards alone, but around the day-to-day reality of recruitment teams working across countries.”
In her new role, Käsper will work closely with organisations hiring across multiple locations to help them simplify recruitment workflows, bring clarity and control to hiring decisions, and deliver a consistent, high-quality candidate experience across teams.
With Teamdash, recruitment workflows can be adapted to different teams, roles, and locations, reflecting the reality that not all hiring works the same way. Teams can decide where and how much automation or AI to use, from handling high candidate volumes to supporting CV screening and prioritisation, while all recruitment activity remains connected in one shared platform. This helps organisations manage complexity without sacrificing transparency or consistency.
As expectations around AI in recruitment continue to grow, Teamdash has taken a deliberately practical approach. AI is built into the platform to support everyday recruiter work by automating repetitive tasks, reducing manual effort, and helping teams focus on decisions and human interaction.
According to Teamdash co-founder Marie Evart, this approach has been intentional from the very beginning. “Teamdash was built in the AI era, which means AI has always been a natural part of how the product works. It’s built into recruitment workflows, not bolted on afterwards. AI helps recruiters handle volume and prioritisation, but it supports judgement rather than replacing it,” Evart explains.
Looking ahead: hiring more complex as the default
Looking ahead, Käsper believes global hiring will continue to become the default for many organisations, not an exception. “The question is no longer whether companies will hire across borders, but whether their recruitment systems and assumptions are fit for that reality.”
Her appointment reflects a broader shift in how recruitment teams are supported as they grow across markets, combining shared structure with local flexibility to meet the demands of global hiring.
