The founder remained personally involved in procurement, contracts, payments, brokerage, customs and logistics. The business needed a COO capable of managing its cross-border operating model and reducing dependence on the founder.

The mandate required international trade expertise, China market knowledge, Mandarin and English proficiency, operational leadership and digital process management. SecondMind identified and appointed the COO and coordinated relocation of the executive and family from Russia to Qingdao.

SecondMind's role covered the executive search, the COO appointment and the relocation of the executive and family. SecondMind also recruited executive support personnel.

Candidate assessment emphasized management capability, personal accountability, independent decision-making and suitability for the client's operational environment.

Following the appointment, the COO connected Russian and Chinese operations through one structured digital workflow:

1. RussiaOrder Intake
2. China SalesInvoicing
3. AccountingPayments
4. BrokerageCustoms Documentation
5. LogisticsShipment and Delivery

Each stage became traceable through responsible owners, processing dates, status updates and operational handoffs.

The COO introduced automated reporting and AI-assisted Chinese-to-Russian document translation, improving transparency and coordination.

Approximately 3.5 months after the appointment, the founder stepped back from day-to-day operational coordination. The business gained stronger departmental accountability and a more structured operating model. An additional office subsequently opened in Qingdao.

SecondMind combines cross-border management recruitment with an understanding of the founder's need for stronger delegation and operational accountability.

IP Resheniya experienced the departure of two Technical Directors within three months.

The company needed to restore leadership stability within its technical function and appoint a manager capable of taking responsibility for team development and operational coordination.

The role required a combination of technical expertise and management capability.

The appointment also involved a cross-border search and relocation from Kazakhstan to Russia.

SecondMind recruited a Technical Director from Kazakhstan for the Moscow-based business, focusing on both professional competence and the ability to lead the technical team.

The appointed executive successfully joined the company. In the period following the appointment, the company reported the following developments:

• The project team grew from 10 to 15 employees.
• The overall team expanded from 17 to 30.
• The company entered two additional regions.

Business-critical executive appointments require more than specialist knowledge: they require the ability to assume management responsibility and lead teams through change.

A large development project in Gonio, Georgia, required stronger construction leadership following a substantial delay in its project schedule.

According to project information supplied to SecondMind, construction was approximately six months behind schedule.

The appointment required a senior construction leader capable of managing complex project coordination and assuming responsibility for construction delivery.

The search involved international recruitment and relocation to Georgia.

A Construction Director was recruited from Saint Petersburg, Russia, and relocated to Georgia in September 2024.

According to project information supplied to SecondMind:

• Construction management and coordination improved following the appointment.
• The project recovered its schedule.
• By October 2026, work was reportedly progressing slightly ahead of the updated plan.
• The appointed executive remained in the role.

Schedule recovery reflects the work of the wider project organization, to which the appointment contributed.

An effective senior leadership appointment can help address management gaps in complex, schedule-sensitive development projects.

Intervesp required a Commercial Director with the ability to lead commercial operations in a company working with international suppliers, including China.

The client needed a rare combination of commercial management experience, leadership capability, and proficiency in English and Chinese.

The assignment involved multiple simultaneous requirements rather than a conventional commercial management vacancy.

Suitable candidates needed to demonstrate relevant leadership experience and the language capabilities necessary for international business communication.

SecondMind conducted a targeted direct search, identified suitable commercial leadership candidates, and coordinated candidate assessment and selection with the client.

A Commercial Director was successfully appointed and has remained with the company for an extended period. The client confirms successful performance in the role for more than one year.

SecondMind can identify executives whose value depends on a demanding combination of leadership, international commercial experience and specialist language capabilities.

The clinic faced underutilized physician capacity (60–65%), scheduling inefficiencies, lost bookings, inconsistent patient continuity and excessive day-to-day dependence on the owner.

A central requirement was appointing a CEO with extensive international experience managing healthcare institutions.

The project also required qualified dermatology and aesthetic medicine specialists holding DHA licenses, together with administrative and executive support personnel.

The CEO appointment required a direct international search for a highly experienced healthcare executive.

The medical positions required candidates with relevant clinical expertise and existing DHA licensing.

The project also involved recruiting different professional categories simultaneously within a three-month period.

SecondMind independently identified and attracted a CEO with extensive international healthcare management experience through direct headhunting. The executive relocated from the Czech Republic to Dubai for the appointment.

For the two medical positions, SecondMind used two active sourcing approaches: one DHA-licensed doctor was attracted through targeted headhunting, and the other was identified through direct search.

In parallel, SecondMind recruited the administrative and executive support personnel.

Eight appointments were completed:

• 1 CEO — international direct headhunting and relocation from the Czech Republic
• 2 dermatology / aesthetic medicine doctors holding DHA licenses
• 1 Senior Administrator
• 2 Administrators
• 2 Business Assistants

The clinic secured international healthcare leadership expertise and personnel across its clinical and administrative functions.

The appointments strengthened executive leadership, clinical expertise and operational coordination.

The internationally recruited CEO and the expanded team supported clearer responsibilities, improved scheduling discipline, better patient-facing processes and reduced dependence on the owner for routine operational coordination.

• +50%Revenue
• +12%New patients
• +24.5%Repeat bookings
• +27%Average transaction value
• −41%Lost bookings
• 90–92%Physician utilization

• +39.2%Revenue
• +17%New patients
• +25.8%Repeat bookings
• +24%Average transaction value
• −33%Lost bookings
• 82–85%Current physician utilization

The original physician utilization baseline was 60–65%.

The two reporting periods are presented separately. Their growth percentages may rest on different calculation bases and should not be compared directly.

SecondMind combines international executive headhunting with specialist recruitment in a regulated healthcare market.

A premium healthcare network required a substantial number of qualified medical, management and administrative professionals to strengthen its clinical workforce.

The recruitment program also included senior medical leadership appointments.

The assignment combined high-volume medical recruitment with international searches for senior clinical leadership.

Two Chief Physician positions involved attracting professionals from Israel and Germany for relocation to Russia.

SecondMind undertook a coordinated recruitment program for more than 60 positions over approximately five and a half months, including the recruitment of two Chief Physicians from international markets.

• More than 60 positions were filled.
• Two senior medical leaders were appointed, with relocation from Israel and Germany.

The project supported the development of the client's medical, administrative and senior clinical staffing capacity.

SecondMind can combine large-scale specialist recruitment with international appointments for senior medical leadership.

A new live gaming operation in Georgia needed to establish its workforce, management structure and operational processes from the ground up.

The project required rapid recruitment across multiple countries while coordinating the staffing and organizational requirements of a new business operation.

Recruitment involved seven markets: Belarus, Russia, Kazakhstan, Uzbekistan, Türkiye, Azerbaijan and Georgia.

The operation needed management and supervisory personnel alongside a substantial workforce capable of supporting continuous operations.

SecondMind's founder led international recruitment and team-building work as part of an independent professional engagement. Her responsibilities included:

• Cross-border recruitment and local hiring
• Recruitment of management and supervisory personnel
• International relocation coordination
• Operational procedures and staffing structures
• CRM coordination
• Launch planning and cross-functional operational work

• 128 positions filled within three months
• 33 management and supervisory appointments
• A 24/7 staffing structure established
• Operational responsibilities transferred to two shift managers
• The project proceeded through its operational launch

Experience coordinating international recruitment, management appointments and operational team formation for a complex new business launch.

A hospitality group required extensive recruitment across several functional areas.

The assignment covered management, finance, marketing, administration and restaurant operations.

The project involved recruiting multiple professional categories with different responsibilities and evaluation criteria within a relatively short period.

A coordinated recruitment program covered leadership, specialist and operational personnel, supporting the client's staffing requirements across multiple functions.

More than 80 positions were filled in approximately three months.

The appointments supported staffing across the group's restaurant and business operations.

SecondMind's team-building experience extends beyond senior appointments to coordinated multi-function recruitment at scale.

An international company establishing a new office in Doha needed a team capable of supporting its essential business functions.

The project required recruitment across sales, logistics and administration.

The client needed multiple positions filled within a coordinated recruitment program for a new operation.

The hiring process had to address several functional requirements within a limited launch period.

SecondMind recruited employees across the office's key functions, coordinating the core hiring program over approximately two and a half months.

Additional recruitment continued after the initial program.

A 24-person team was formed across sales, logistics and administration, and the office was staffed and launched.

SecondMind supports international business expansion through coordinated recruitment and the formation of functional teams for new operations.