Treat it as both a consulting recruiting problem and a local-market problem.

Your core skills still matter, but recruiting timelines, language expectations, work authorization, office preferences, networking norms, and interview style can differ by country and office.

A candidate may be strong enough for the role but still miss an important local requirement or present examples in a way that does not translate clearly to interviewers in that market.

Research the specific office's eligibility and language requirements, talk to people who recruited there, and practice explaining your background in a way that makes sense locally. Keep the focus on concrete requirements rather than trying to imitate a culture. Keep a short note of what improved and what still broke so the next practice session has a clear purpose.