Leading Without Borders: Building A High-Impact European Team From Mexico

Montserrat Cazorla, Group Leader of Talent Acquisition & Employer Branding, CHG-MERIDIAN

Montserrat is a passionate human resources leader with over 18 years of experience shaping people strategies across countries in the financial services, consulting and retail sectors. Her career reflects a steadfast commitment to inclusive talent acquisition strategies, people analytics and lean transformation— always with a sharp focus on aligning the right talent with the right role in the right team.

Would it surprise you to learn that it’s not only possible but wildly successful to lead a high-performing team based in Germany and Spain while sipping your morning coffee in Mexico City?

Well, that’s exactly what I’ve been doing. And no, I don’t need teletransportation, just an HR leader navigating time zones, cultures and tech with a little trust, a lot of resilience and a passion for building strong teams from afar.

Nearly three years ago, I stepped into a role that required me to manage the Talent Acquisition and Employer Branding function remotely. At the time, the team was based in Germany, with three rockstar colleagues already on board. As our company grew significantly, expanding its international footprint within 30+ countries and in a very successful way in the last years, so did our needs— and I had the unique opportunity to expand the team across Europe. The best part? Geography wasn’t a constraint. We hired where we found the best talent.

So how did I go from managing locally to leading globally—and not just keeping the team afloat, but helping it thrive? Here’s the story and the strategy behind it.

From Local Roots to Global Impact

Working in multicultural environments has always been a personal and professional goal of mine. There’s something incredibly enriching about engaging with people from different cultures; it challenges your assumptions, broadens your thinking and teaches you to see beyond local best practices.

But I’ll admit: I didn’t envision myself in a fully remote leadership role. And the challenges? They weren’t all on my radar when I made the leap.

From juggling time zones and navigating different communication styles to building emotional resilience and setting clear expectations, leading across borders has demanded a new playbook.

Fortunately, I’ve picked up a few key strategies along the way.

6 Essential Ingredients for Remote Team Success

1. Trust: The Real Remote Superpower

Nothing works without trust. And I was lucky; my manager and peers trusted me to take on this role remotely, despite the distance. That vote of confidence has shaped how I lead.

“Remote leadership isn’t a workaround; it’s a strategic advantage”

I’ve passed that same trust down to my team. I don’t micromanage. I hire smart, capable people—and give them space to do what they do best. Accountability thrives in a culture of trust.

2. Hiring for Mindset, Not Just Skillset

Technical skills? Non-negotiable. But mindset? That’s the secret sauce.

I looked for team members who were empathetic, resilient, adaptable and comfortable in international, fast-moving environments. The right attitude has often proven more valuable than the perfect résumé.

3. Communication: Clear, Fast and Purposeful

We’ve built agile communication practices, reinforced by structured project-tracking systems. This helps us stay aligned, eliminate confusion and avoid the dreaded micromanagement spiral.

It’s about quality, not quantity; concise, timely updates keep our global team running smoothly.

4. Creating Belonging from Afar

Here’s the thing: remote work can be isolating unless you intentionally design a sense of community. Our team, spread across countries and departments, connects through informal check-ins. These short catch-ups are where we swap weekend stories, celebrate wins, or just check in as humans. It might sound simple, but it’s been transformational.

5. Adaptability: Your Leadership Gym

There’s no handbook for managing different personalities, cultures and working styles. Every day is a lesson in adaptability.

The toughest part? The schedule. I often start my day before 5:00 a.m. for European meetings and wrap up late after chatting with our team in Australia. Exhausting? Sometimes. Worth it? Absolutely.

Showing up with clarity and courage (even when you’re low on sleep) has helped us stay motivated and purposeful as a team.

6. Data and Tech: Our Strategic Compass

Curiosity around tech tools and using them with purpose has been critical.

We rely on measurable goals and digital dashboards to track progress. This helps us correct courses early when needed and scale the practices that get results. Plus, it gives the team clarity and ownership of our shared success.

The Takeaway: Leading Across Borders Is a Mindset

Remote leadership isn’t a workaround; it’s a strategic advantage. It forces you to be intentional, to lead with empathy and to never stop learning.

What we’ve built isn’t just a team; it’s a testament to what’s possible when you lead with purpose, trust and the belief that distance is just a number, not a barrier.

And the best part? We’re just getting started.

Financial

Retail

Agile