欧洲人选沟通技巧 - 2年出海猎头实战,吴大场景,中英文话术直接抄

🇨🇳 中文话术

您好Peter，我是Carol，深耕中企欧洲出海的猎头顾问。

我仔细研究过您在[其公司]负责的[具体技术方向]项目，专业度让人由衷钦佩，这和我客户——全球领先的[赛道领域]企业的核心研发方向高度契合。

他们正于[欧洲城市]筹建全新研发中心，亟需您这样的专家共同规划欧洲核心技术蓝图，是实打实的“从零到一”搭建机会。

我深知您目前暂无变动打算，但这个战略级岗位的稀缺性值得您花15分钟了解，不知下周是否方便进行一次简短的保密电话沟通？

🇬🇧 英文话术

Dear Peter,
This is Carol, a headhunter focusing on Chinese enterprises expanding in Europe.

I was deeply impressed by your work on [specific technical direction] at [Their Company], which aligns perfectly with the core R&D focus of my client, a world-leading enterprise in [track field].

They are building a new R&D center in [European City] and are in urgent need of experts like you to co-design their core technology roadmap in Europe, a genuine opportunity to build something from the ground up.

While I know you may not be looking for a change currently, the scarcity of this strategic role is worth a 15-minute chat. Would you be open to a brief confidential call next week?

✅ 我的沟通要点：
精准赞美不空谈，一定要提及具体项目/技术，让对方感受到你是做过功课的，而非广撒网；尊重其“被动状态”，不刻意推销，用“战略级”“从零到一”的稀缺性吸引有追求的技术专家。

🇨🇳 中文话术

我非常理解，寻求新挑战是职业发展的重要出发点。为了判断这个机会是否就是你想要的“精准挑战”，我们不妨再深入聊聊，你心中的核心挑战，更偏向哪一方面？

● 职责影响力：希望主导更大规模、更前沿的项目，拥有更多决策权？
● 职业发展：感觉当前公司的成长路径受限，难以突破职业瓶颈？
● 团队文化：想寻找更契合的管理风格，或是更开放的团队氛围？
● 薪酬回报：认为当前的薪酬福利，与自己的市场价值不匹配？

🇬🇧 英文话术

I fully understand that seeking new challenges is an important starting point for career development. To figure out if this opportunity is the precise challenge you're looking for, let's dig a little deeper: Which aspect is your core pursuit of a new challenge focused on?

● Impact & Scope: Want to lead larger-scale, more cutting-edge projects with more decision-making power?
● Career Path: Feeling limited in the growth path at your current company and struggling to break through career bottlenecks?
● Culture/Environment: Looking for a more suitable management style or a more open team dynamic?
● Compensation: Thinking that your current salary and benefits don't match your market value?

✅ 我的沟通要点：
先共情肯定，建立信任再提问，避免让候选人产生被“审问”的感觉；将模糊的“挑战”拆解为四大核心维度，引导对方给出明确答案，既高效又能覆盖事业、成长、环境、薪酬等所有核心动机，不遗漏关键信息。

🇨🇳 中文话术

这是个非常关键的问题，只有咱们目标一致，才能找到真正适合你的优质机会。为了给你推荐能在职业和收入上“更上一层楼”的选择，想请你和我聊透目前的整体薪酬包，主要包括这三部分：

● 基础月薪/年薪；
● 年度平均奖金，以及奖金的发放依据和考核标准；
● 其他福利，比如公司配车、养老金计划、补充医疗保险、股票期权等。

了解完你的完整薪酬情况后，我会为你精准评估这个职位的薪酬范围，这个范围本身就是按照欧洲市场竞争力设计的，绝对不会让你吃亏。

🇬🇧 英文话术

That's a crucial question. Only when we are aligned can we find the high-quality opportunities truly suitable for you. To recommend options that can take your career and income to the next level, could you share the details of your current total compensation package, which mainly includes three parts:

● Base monthly/annual salary;
● Average annual bonus, as well as the distribution basis and assessment criteria;
● Other benefits, such as company car, pension plan, supplementary medical insurance, stock options, etc.

After understanding your complete compensation, I will accurately evaluate the salary range for this position, which is designed based on European market competitiveness and will definitely not let you down.

✅ 我的沟通要点：
把“你要多少钱”转化为“我帮你争取更好的职业和收入”，站在候选人的角度思考，建立信任；重点引导欧洲候选人理解“整体薪酬包”的概念——欧洲职场福利体系完善，只谈月薪会忽略核心价值，这一步是薪酬谈判的关键。

🇨🇳 中文话术

你提出的这一点特别关键，也是我和欧洲候选人沟通中最常遇到的问题，我非常理解你的顾虑。

不可否认，过去部分中国企业出海的模式让大家有了这样的印象，但如今真正能在欧洲站稳脚跟的中企，都深刻意识到：吸引和保留欧洲顶尖人才，必须做深度本地化，而非简单复制总部模式。

我合作的这家客户就是典型代表：他们在欧洲设有独立的人力资源管理层，推行明确的工作制度、充分尊重员工的私人时间；更重要的是，他们明确授权我寻找能帮助其搭建欧洲本土化文化的领导者，大力投入赋能本地团队，目标是打造欧洲顶尖的运营体系。

🇬🇧 英文话术

Your concern is extremely valid, and it's the most common question I encounter when communicating with European candidates. I fully understand it.

Admittedly, the expansion model of some Chinese enterprises in the past has left everyone with such an impression. But now, the Chinese enterprises that can truly gain a firm foothold in Europe all deeply realize that to attract and retain top European talent, they must achieve in-depth localization rather than simply replicating the HQ model.

This client I'm working with is a typical example: they have an independent HR management layer in Europe, implement clear working systems and fully respect employees' personal time; more importantly, they have explicitly tasked me to find leaders who can help them build a localized European culture, invest heavily in empowering local teams, and aim to create a world-class European operation system.

✅ 我的沟通要点：
绝不否认或回避疑虑，先认可再回应，这是打动欧洲候选人的核心；跳出“单一公司”的视角，上升到“中企出海欧洲的新趋势”，让对方感受到行业的变化；用具体的本地化举措说话，比如“欧洲独立HR层”“尊重私人时间”，空泛的解释远不如实际的制度有说服力。

🇨🇳 中文话术

在我们推进后续入职流程的同时，我想基于多年的实战经验，和你聊一个大概率会遇到的情况：作为核心员工，你提出离职后，原公司很大可能会用加薪、升职或福利提升的方式挽留你。

这固然是对你个人价值的高度认可，换谁都会心动，但我们不妨从职业发展的战略角度聊聊：这种挽留，本质上是针对“你要离开”的应急处理，很少能解决你当初想要看外部机会的根本原因——可能是受限的职责、僵化的管理，也可能是不契合的企业愿景。

更重要的是，提出离职后，你和原公司之间的信任关系已经发生了微妙的变化。而我们现在聊的这个机会，是你主动为自己的职业生涯做出的战略性选择，而非对现有问题的被动应对，这才是真正能解决你核心需求的长期选择。

🇬🇧 英文话术

As we move forward with the subsequent onboarding process, I want to talk to you about a situation that is highly likely to happen based on years of practical experience: as a core employee, after you submit your resignation, your current company will most likely try to retain you with a salary increase, promotion or better benefits.

This is certainly a high recognition of your personal value, and anyone would be tempted. But let's talk from a strategic perspective of career development: essentially, this kind of retention is an emergency response to "your resignation", and it rarely solves the root cause why you wanted to look for external opportunities in the first place – it may be limited responsibilities, rigid management, or inconsistent corporate vision.

More importantly, after submitting your resignation, the trust relationship between you and your current company has undergone subtle changes. The opportunity we're discussing now is a proactive strategic choice you make for your career, not a reactive response to existing problems. This is the long-term choice that can truly solve your core needs.

✅ 我的沟通要点：
提前预警，体现猎头的专业性，让候选人感受到你的周全；不否定原公司的挽留，而是客观剖析其“治标不治本”的本质，避免让候选人产生被“洗脑”的感觉；强化新机会的“主动战略选择”属性，对比短期诱惑和长期价值，帮候选人理清思路。