Below is the main transcript of the exclusive interview
Throughout its overseas expansion, Dalian Haosen Intelligent Manufacturing Co., Ltd. (hereinafter referred to as “Haosen Intelligent”) has come to realize that the core challenge of going global for Chinese manufacturers is no longer just about delivering technology and products—it’s about delivering organization and talent on a global scale. As Mr. Sun Hongpeng, Group HR & Administration Director at Haosen Intelligent, put it in the interview: “Globalization isn’t about selling products overseas—it’s about bringing talent, trust, and responsibility all together to where you operate.”
1. Three Core Talent Challenges Facing Haosen Intelligent’s Global Expansion
From a single market to global markets, the company will face challenges beyond business expansion itself but how to build a talent team with solid global delivery capabilities.
However, to truly achieve the goal of “bringing talent, trust, and responsibility all together to local overseas markets,” Haosen Intelligent must confront three challenges head-on:
First, precisely hunting top-tier talent is the key.
In mature markets such as Europe and North America, the key talent Haosen Intelligent hunts are mid-to-senior level candidates who combine industry expertise, local networks, and cross-cultural management capabilities. These professionals typically have stable career trajectories and are not easily swayed by common job postings. Beyond compensation, they care more about whether a company has a clear strategy, solid localization capabilities, and long-term sustainable growth prospects.
Sun Hongpeng said, “A few years ago, when Haosen Intelligent was expanding its business in Europe, a client told us directly: We recognize your technology, but we need a team that understands this place and can put down roots here.”
This made Haosen Intelligent even more certain that talent localization is a critical prerequisite for successfully delivering business on a global scale.
Second, different markets require differentiated talent strategies.
Haosen Intelligent’s business spans global markets, where significant differences exist in talent ecosystems, cultural norms, and career expectations across countries and regions. The European market places greater emphasis on organizational stability, long-term partnerships, and cultural respect. The North American market values professional competence, efficiency, and results orientation. The Indian market, with its vast pool of engineering talent, places a premium on systematic training and collaboration efficiency.
Therefore, how to develop differentiated talent strategies tailored to local conditions has become a central focus in Haosen Intelligent’s global expansion.
Third, how quickly talent is put in place directly affects the pace of business deployment.
For an intelligent manufacturing company, the speed at which key roles are filled often determines project kickoff efficiency and customer delivery timelines. In the early stages of entering one overseas market, Haosen Intelligent went through a phase of “deploy business first, then bring in talent to catch up.” Due to insufficient preparation around local compliance requirements, employment culture, and collaboration mechanisms, the company encountered repeated communication barriers in a short period of time.
This experience made Haosen Intelligent keenly aware that hiring efficiency is not just an HR issue—it is a critical component of the company’s ability to drive global business forward.
2. Haosen Intelligent’s Specialized and Differentiated Global Talent Deployment Practices Under the Core “Talent First” Strategy
Facing the complex challenges of globalization, Haosen Intelligent has made it a core strategy to ensure that talent support precedes business expansion.
“We have completely reversed the traditional mindset,” emphasized Mr. Sun Hongpeng, Group HR & Administration Director at Haosen Intelligent, during the interview. “It’s not about business waiting for talent—it’s about talent enabling business. When entering a new market, we start planning 6 to 12 months ahead, prioritizing the recruitment of core managers, compliance experts, and key technical roles. This ensures that once operations begin, everything runs seamlessly and in full compliance.”
Guided by this “Talent First” strategy, Haosen Intelligent has developed highly differentiated regional talent strategies tailored to different markets.
（1）Europe: Winning Trust Through Respect
In the European market, where long-term relationships and local experience are highly valued, Haosen Intelligent entered through partnerships and acquisitions, while maintaining deep respect for existing teams and organizational culture. Domestic experts from China primarily participate as collaborators rather than simply imposing management practices from headquarters.
A senior European engineer who initially had reservations about working for a Chinese company voluntarily remarked after three months of collaboration that Haosen Intelligent hadn’t tried to change them—instead, the company had made them stronger.
This story has become a powerful symbol of Haosen Intelligent’s localization efforts in Europe. By demonstrating professionalism and genuine commitment, the company has steadily earned the deep trust of local employees and clients, establishing a solid track record for Chinese enterprises in global markets.
（2）North America: Breaking Through with Professional Competence
In North America, Haosen Intelligent breaks into the market by proactively hunting top-tier talent. The company focuses on seasoned professionals with industry experience, local regulatory knowledge, and established resource networks. Using LinkedIn’s global platform to proactively and precisely reach these candidates, Haosen attracts them with highly competitive compensation, a global technology platform, and challenging industry projects—rapidly recruiting the critical talent who can open up the market.
（3）India: Unlocking Efficiency Through Systematic Development
The Indian market offers a vast pool of engineering talent along with strong advantages in remote collaboration. Haosen Intelligent adopts a dual-track strategy of “bringing in core talent while cultivating local talent.” On one track, the company recruits experienced professionals with international expertise to build the team’s backbone. On the other track, leveraging domestic mature R&D processes and management systems, Haosen systematically trains large numbers of local junior engineers, rapidly building a talent pipeline capable of efficient collaboration and independent project delivery.
Three markets, three approaches—Haosen Intelligent’s differentiated strategy has been clearly put into action. But the real test lies in this: how to efficiently translate these strategies from blueprint to reality on a global scale?
3. LinkedIn Empowerment: Bringing Haosen Intelligent’s Global Talent Strategy from Blueprint to Reality
Faced with talent challenges spanning multiple markets, Haosen Intelligent has entered into a deep partnership with LinkedIn and uses the platform as a key tool for connecting with global talent and improving recruitment efficiency.
01 Using Data Insights to Inform Talent Deployment and Decision-Making
Haosen Intelligent has moved beyond relying on intuition and now uses data analytics to guide its talent decisions. By leveraging LinkedIn’s talent pool data, the company has gained a clear understanding of talent supply and demand dynamics across different regions: cross-cultural management talent is scarce in Europe, competition for top-tier electrical engineers is fierce in North America, and India offers strong R&D potential. After adjusting its strategic focus accordingly, Haosen Intelligent improved its overall recruitment efficiency by 40%.
Mr. Sun Hongpeng, Group HR & Administration Director, put it directly: “Data allows us to see the supply and demand structure, anticipate trends, and reallocate resources accordingly. Wherever the talent is, that’s where we deploy our efforts. Whatever the market needs is what we provide.”
02 Connecting with Global Key Talent More Precisely
Through LinkedIn’s global professional network, Haosen Intelligent is able to more efficiently reach passive candidates who are difficult to access through traditional channels—particularly mid-to-senior level talent with industry experience and an international background.
During one executive recruitment for its European operations, Haosen Intelligent faced an exceptionally demanding set of requirements: the candidate need to understand intelligent manufacturing, have experience managing teams in Europe, be capable of cross-cultural collaboration, and fully embrace the company’s strategy. Rather than casting a wide net, Haosen used LinkedIn to precisely target top candidates in the industry with over 15 years of experience in similar roles and a location match. The HR team abandoned mass outreach and batch messaging, instead writing personalized, sincere messages to each prospect—clearly articulating Haosen’s strategic vision, platform value, and career development pathways.
Mr. Sun Hongpeng, Group HR & Administration Director, said: “One senior European executive replied to our message, saying, ‘I’ve seen many Chinese companies, but you are the first that has articulated your strategy and long-term talent roadmap so clearly.’ In the end, he joined Haosen Intelligent and became a core leader in our European branch.”
This case further convinced Haosen Intelligent that global top-tier talent values authentic strategy—and that trust is built on professionalism, transparency, and sincerity. The value of LinkedIn lies in enabling credible strategic communication to break through geographical barriers.
03 Building Global Employer Brand Recognition through Content
Haosen Intelligent does not merely post job openings on LinkedIn. It systematically presents authentic project site scenes, the technical breakthroughs of frontline employees, collaborative moments across time-zone teams, and the value that technological innovation brings to the industry. This approach has also helped Haosen Intelligent gradually build a professional, reliable, and long-term global employer image.
This long‑term effort yielded an encouraging result in March this year: a German laser engineer proactively reached out to Haosen Intelligent via a LinkedIn direct message. He said, “I’ve been following Haosen Intelligent for six months. I’ve seen your technical projects, employee growth stories, and moments of global collaboration, and I really want to join your team.” This key talent was not sourced by active searching; he was actively attracted. The upgraded employer brand enables Haosen Intelligent to continuously draw critical talent to approach on their own initiative.
04 Using AI Tools to Improve Recruitment Efficiency
Faced with an overwhelming number of resumes and the need for cross‑regional recruitment, Haosen Intelligent actively leverages LinkedIn’s AI‑powered capabilities to enhance talent sourcing, initial screening, and communication efficiency.
“In the past, when we recruited an overseas robotics expert, HR had to manually screen hundreds of resumes, which took a very long time. Now, we input the job profile—European smart manufacturing industrial robotics, 15 years of experience—and the AI can accurately identify the 30 most suitable candidates globally within one minute. At the same time, we still rely on AI for the initial screening, but the final evaluation of candidates is carried out by people, namely managers and experts from various functions,” says Sun Hongpeng.
This dramatic improvement in efficiency allows the recruitment team to devote more energy to high‑value judgment, candidate experience, and in‑depth communication, striking a balance between efficiency and a human touch.
4. Entering the Deeper Waters of Globalization: From Business Expansion to Organizational Rooting
Looking ahead, Haosen Intelligent’s globalization strategy is gradually evolving from “business going global” to “organization taking root.” From the stable operation of its European Technology Center, to the significant improvement of operational efficiency in North America, and to the independent delivery of large‑scale projects by its Indian team, Haosen Intelligent has demonstrated through practice a fundamental truth: the essence of globalization is the globalization of talent.
As Sun Hongpeng stated at the end of the interview: “Technology can be replicated, equipment can be purchased, but a team cannot be copied. Trust can cross borders, professionalism can connect the world, and dreams can light up the globe.” When the talent strategy leads the business, the path of globalization for “Intelligent Manufacturing in China” will be taken with greater stability and a longer reach.
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