12 Best International Recruiting Agencies in 2025

Hiring global talent is now a must for U.S. companies competing in a tight labor market. Yet bringing foreign professionals on board often means navigating visa delays, compliance checks, and long hiring cycles. According to Robert Half’s 2025 Salary Guide, 60% of U.S. employers are expanding their search to international or remote talent pools to fill critical technical roles. The right international recruiting agency helps close that gap by connecting you with vetted professionals who can relocate or work remotely from overlapping time zones. 

This guide shows how to choose trusted partners who make global hiring faster, safer, and easier to manage.

What is an International Recruiting Agency? 

An international recruiting agency is a company that helps businesses find and hire talent from around the world. For employers, these agencies act as HR partners who manage sourcing, screening, and the paperwork involved in cross-border hiring. Their experience with regional markets, visa processes, and compliance allows companies to access qualified professionals faster.

What to Look For in the International Recruiting Agency?

Picking an international recruitment agency calls for an in-depth assessment of various factors to guarantee success in the partnership and get the best brains on your team. Here are the main factors to consider to aid your search for an international recruitment agency:

1. Industry Target

When assessing an agency, check whether they specialize in your business field rather than taking a one-size-fits-all approach. 

Industry-focused recruiters already know the skills, certifications, and hiring cycles that define your sector. 

For example, IT recruiters understand developer stacks and nearshore salary ranges, while healthcare recruiters know licensing timelines. 

Check if the agency specializes in your industry instead of taking a general approach. Sector-focused recruiters know the skills, certifications, and hiring timelines that matter most. Ask for two anonymized case notes showing the role, time to offer, and location to confirm real experience.

2. International Exposure and Presence

Look at where the agency operates and whether they recruit locally or remotely. 

A genuine global reach means having recruiters on the ground, active placements in key regions, and time zone overlap for smooth communication. 

Ask for a list of active countries, recruiter locations, and a sample country coverage map to verify their presence.

3. Visa and Moving Assistance

If your hires will relocate, make sure the agency manages visa and onboarding steps with structure. 

They should pre-check visa eligibility, share a document checklist with timelines, clarify employer and candidate tasks, and support the candidate on arrival. 

Ask for a sample process timeline and a list of common blockers they help resolve.

4. Reputation and Track Record

Choose agencies that can back up results with data. 

Reliable firms share metrics such as interview to offer ratio, offer acceptance rate, and 90 day retention. 

Choose agencies that can prove their results with clear data. Reliable partners share metrics like interview-to-offer ratio, acceptance rate, and 90-day retention. Ask for two client references and a dashboard screenshot with live KPIs to confirm consistent performance.

Proof to Request

Before deciding, collect files that show how each agency operates. 

Ask for a candidate scorecard sample, two anonymized case notes, and one performance dashboard with KPIs and timelines. 

Reviewing these side by side helps you see which partners truly deliver on quality and speed.

When you verify expertise, coverage, process, and results with real evidence, you can see who truly delivers.

Why Use an International Recruiting Agency?

Use an international recruiting agency to hire qualified talent abroad quickly and compliantly. These agencies simplify global hiring by giving you faster access to candidates, handling legal requirements, and reducing overhead. 

Below are the core benefits and how to verify them before you choose a partner:

Key Focus	Benefits for Employers	Benefits for Job Seekers
Speed Pre-vetted talent pools cut hiring time. 3–5 days to shortlist, 2–4 weeks to hire.	Time to First Interview-Ready Candidate Qualified profiles delivered within days of kickoff. Request: One recent placement log.	Market Access Opens doors to global employers not listing roles publicly.
Reach Active coverage in tech, healthcare, finance, and engineering across key global markets.	Candidate Quality Signals Structured scorecards ensure skill and culture fit. Request: One anonymized scorecard sample.	Visa Guidance Teams support permits and relocation steps.
Compliance Handles labor laws, visas, and onboarding through EOR partners when needed.	Compliance Handling In-house legal teams reduce hiring risks. Request: One compliance checklist or guide.	Clear Feedback Structured updates after each interview stage.
Cost Control Transparent fee models by country, role, and skill level.	Program Dashboards Track metrics like time to fill and retention. Request: One KPI dashboard screenshot.	Job Visibility Clarifies role requirements and English levels.
Action Ask vendors for last quarter medians by role and total cost per hire.	What to Do Next Compare timelines and results before contracting.	Outcome Better visibility into roles and realistic timelines.

Use this information to benchmark each agency before you sign. Compare their timelines, coverage, and proof files to see who meets your hiring goals fastest.

12 Best International Recruiting Agencies

Finding the right global recruiting partner can make or break your international hiring strategy. 

The agencies below were selected for their proven results, cross-border reach, and consistency in delivering qualified candidates across industries. 

Use the table to compare each firm’s strengths, regions, and delivery models, then shortlist the ones that best fit your hiring goals:

Company	Best For	Regions	Time to Hire	Engagement Model	Rating
1. GoGloby	Hard-to-fill global tech roles	U.S., LATAM, Europe	3–5 days shortlist, 4–6 weeks full team	Pods, Augmentation, EOR	4.8/5 (Clutch)
2. Robert Half	Finance and IT roles	Global	1–3 weeks	Contract, Permanent, Executive Search	4.6/5 (Indeed)
3. Airswift	Energy and infrastructure talent	Global	2–4 weeks	Project, Contract, Perm	4.5/5  (Glassdoor)
4. Approach People Network	Multilingual and European roles	Europe	2–3 weeks	Contingent, Retained	4.7/5 (Google Reviews)
5. NPAworldwide	Senior and executive placements	Global	3–5 weeks	Partner Network	4.6/5 (Clutch)
6. ISC Recruitment	Executive and leadership hires	U.S., EMEA	3–6 weeks	Retained Search	4.5/5 (Clutch)
7. Michael Page	Mid-to-senior corporate roles	Global	2–4 weeks	Permanent, Executive Search	4.4/5 (Indeed)
8. Adecco Group	Scalable workforce programs	Global	1–3 weeks	Staffing, MSP, RPO	4.6/5  (Forbes)
9. ManpowerGroup	Volume and cross-industry staffing	Global	1–3 weeks	Contract, Project, Perm	4.3/5  (Glassdoor)
10. Kelly Services	Science, education, and engineering	North America, APAC	2–4 weeks	Contract, Direct Hire	4.4/5 (Indeed)
11. Hays	Professional and technical staffing	Global	2–3 weeks	Permanent, Contract	4.5/5 (Clutch)
12. Randstad	Digital, healthcare, and logistics	Global	2–4 weeks	Staffing, RPO	4.6/5  (Forbes)

The agencies in this list cover four main strengths:

Executive and board search for senior leadership roles, large-scale RPO programs for enterprise hiring, cross-border specialists for U.S. companies expanding into new markets, and regional networks for multilingual or niche positions; these groups are a quick way to identify which firms align best with your hiring goals.

Read further: Guide to Hiring International Employees, Best EOR Companies

1. GoGloby

Headquartered in Boston, GoGloby helps U.S. companies build and manage high-performing teams worldwide through flexible international hiring models—onshore, nearshore, and offshore. The firm specializes in connecting tech-driven organizations with pre-vetted professionals across the U.S., Latin America, and EMEA, enabling employers to hire senior engineers, AI talent, and operations leaders in weeks instead of months.

Each engagement runs under a single, SOC 2–aligned contract covering recruiting, payroll, and cross-border compliance across 20+ countries. GoGloby’s delivery model includes deep technical vetting, localized payroll, data protection agreements (DPAs/SCCs), and enterprise-grade security backed by $3 million in cyber-liability coverage. Every placement is protected by a 120-day free replacement guarantee, ensuring both speed and reliability as teams scale.

Clients typically report significant ROI—$1.5 million in annual savings for small teams and up to $10 million for enterprise programs—while maintaining strong retention and time-zone alignment for real-time collaboration. According to internal data, 95% of roles are filled within four weeks, with shortlists delivered in three to five days.

• Best for: Cross-border technology and professional roles, including software development, data, QA, and finance functions.
• Speed: Shortlist in three to five days and complete team hires in four to six weeks.
• Outcome: In one recent project, GoGloby assembled a mixed team of full-stack and QA engineers for a fintech client with a 95% retention rate after the first 90 days.

2. Airswift

One of the best things about Airswift is that it operates in over 60 countries, with a focus on energy hubs like the Middle East, North America, and Southeast Asia. If you’re interested in engineers, project managers, supply chain professionals in energy and infrastructure, this recruiter will fill your team with the best available talent. Renowned for placing engineers and IT professionals in energy and infrastructure sectors, Airswift combines technical expertise with global reach. You can also trust them to address industry-specific challenges, such as sourcing candidates for remote and offshore projects.

• Best for: Energy and infrastructure projects across EMEA and APAC.
• Geography: Over 60 active countries, including the Middle East, North America, and Southeast Asia.
• Proof to request: Relocation playbook and safety compliance samples used in recent engineering placements.

3. Robert Half

Founded in 1948, Robert Half is known for financial and accounting placement. In addition to that, it has diversified into IT, legal, and administrative placements- quite a flexible agency. Their reputation and bouquet of offerings has positioned them well to be trusted across any kind of roles that require filling. Their global presence and focus on the U.S. market also provides ample opportunity for your business if you are seeking talent locally (or from abroad). You’d do well to note that they engage in permanent placement as well as in temporary staffing and consulting.

Aside from its reputation for top-notch recruitment, this firm is known for having a footprint in many different parts of the world. You will find it operating in more than 20 countries. Overall, they have a very strong network in North America, Europe, and Asia. This recruitment firm is also known for hiring accountants, financial analysts, legal professionals, IT managers.

• Engagement types: Contract, contract-to-hire, and direct hire.
• Regional strengths: Strongest in North America, Europe, and Asia.
• Buyer tip: Confirm device policy and IP assignment terms for contractors before onboarding.

4. Approach People Recruitment

Launched in Europe, this agency’s primary focus area revolves around hiring people speaking various languages for three main sectors including sales, marketing and financial services. Approach People has successfully found employment for candidates possessing foreign language skills needed by international organizations. When you work with them, they will help you meet your recruitment needs by applying knowledge of the local environment coupled with international resources. 

Approach People Recruitment is well represented in Europe with its offices in Paris, Dublin and Geneva thereby firmly establishing them in this region and enabling them to assist companies seeking to enter European markets. This network can be further be used to find cheaper specialists in other regions of the world. However, this agency also targets European employers who require multilingual, tech-savvy candidates for various positions. Their area of specialization includes recruitment for sales representative market managers and finance officers.

• Best for: EU-headquartered companies hiring in France, Germany, Spain, and Ireland. Sales and tech roles.
• Proof to request: Ask for the agency’s language screening process and sample candidate evaluation template.

5. NPAworldwide

The first thing to note about NPAworldwide is that it’s a member-owned network of recruitment firms with a focus on high-level roles and global placements. You’ll be excited to know that their selling point is working across various industries, including technology, life sciences, and manufacturing. NPAworldwide has created an expensive network connects over 500 recruitment firms in more than 50 countries, giving them access to a broad global network. 

They are a great alternative to replace executives, engineers, scientists, and senior-level management. One of the most enjoyable features about this platform is that it has video testimonials which lets job seekers and recruiters see first-hand the quality of service made available by this service provider. 

• Model: Global network of independent recruiting firms.
• Proof to request: Ask for partner coverage in your target countries and the single point of contact policy for multi-country searches.

6. ISC Recruitment

Like many of the big names mentioned above, ISC Recruitment focuses on placing top talent in executive roles across finance, technology, and manufacturing. Their approach includes rigorous vetting and sourcing specialized talent. Before hiring them, you should note that they excel as an international service provider because of their numerous offices across the US, as well as global networks and connections. 

ISC also works closely with clients seeking highly qualified leadership in both developed and emerging markets. They have fine-tuned their service to provide you and other US employees with access to top-notch C-level executives, IT directors, and manufacturing specialists.

• Best for: Executive search across finance, technology, and manufacturing sectors.
• Proof to request: Two recent placements by country with timeline from requisition to hire.

7. Michael Page

Part of PageGroup, Michael Page specializes in mid-to-senior level roles across finance, human resources, and legal. They have significant experience in recruitment consulting and market analysis. If you’re interested in international recruiting partners, Michael Page is a great choice for you because it operates in over 30 countries with an especially strong presence in Europe, Asia, and Australia. This service provider can also effectively help you hire the best finance managers, HR directors, legal counsel, and marketing heads.

Michael Page is the right choice for you if you need help securing mid- to senior-level management across various sectors, including finance, marketing, and human resources. This service provider has managed to get to the top by combining local market knowledge with global reach. As a result, they are an ideal partner for multinational companies requiring executive talent tailored to regional business cultures.

• Regions and practice strengths: EMEA and APAC, with emphasis on commercial, finance, and technology roles.
• Proof to request: Interview-to-offer and offer-acceptance rates by country.

8. Adecco Group

Since its inception, Adecco Group has constantly contributed to the global workforce, in terms of well-researched and vetted information and top-class personnel. With over 50 years in recruitment, you can trust Adecco to provide innovative workforce solutions across multiple industries, from finance to engineering and healthcare. This service provider also operates in more than 60 countries, with particularly strong networks in Europe and North America. Furthermore, you can trust them to aid your search for administrative staff, skilled trades, finance and healthcare professionals.

• Best for: Large multi-site workforce programs with mixed role types.
• Proof to request: MSP or VMS experience summary and a sample performance dashboard.

9. ManpowerGroup

Like Adecco Group, Manpower Group is a service provider that’s useful for more than just hiring international staff. As one of the world’s largest staffing firms, you can rely on ManpowerGroup to connect your business with skilled professionals across IT, finance, and administrative services. By relying on its presence in over 80 countries, ManpowerGroup has an expansive global reach that can easily connect you with various markets. They rely on their network to connect you with IT specialists, accountants, administrative staff, and customer service representatives.

Specializing in scalable workforce solutions, ManpowerGroup excels at enterprise recruitment for high-volume roles, especially in manufacturing, logistics, and retail. Their Total Workforce Index helps companies strategize recruitment efficiently across global markets​.

• Proof to request: Country list with active pipelines and time zone overlap notes.
• Additional check: Ask for compliance and payroll coordination process documentation.

10. Kelly Services

Founded in 1946, Kelly Services specializes in recruitment for science, engineering, technology, and education. You can trust them due to their long-standing reputation as a recruiter. It means you can also rely on their experience of dealing with multiple employers to provide you with good custom staffing solutions. This service provider has grown a reputation of providing temporary and contract staffing solutions. With offices in over 30 countries, Kelly Services is well-established in North America and Asia-Pacific. As a result, you can easily access the best talent in the region by partnering with them.

When you choose to work with Kelly Services, you’ll get the chance to hire top-class engineers, scientists, educators, and IT support professionals. While Kelly Services focuses on workforce management for large enterprises in science, technology, and education, you can also trust their ability to handle contingent staffing and direct-hire recruitment. All of these features makes them ideal for enterprise-level hiring needs.

• Best for: Engineering and science roles across North America and Europe.
• Proof to request: Sample candidate screening rubrics and technical evaluation forms.

11. Hays

When you closely consider the quality of service they offer, it’s clear that Hays is a global leader in providing staffing solutions for specialized sectors, including technology, healthcare, and finance. Their market knowledge and local expertise make them a top choice for permanent and contract roles. Also, Hays boasts a global reach and is operational in 33 countries, with strong networks in Europe, Asia, and Australia. The typical roles this recruiter can hire for you include software developers, finance officers, healthcare professionals, and engineering specialists.

• Best for: Permanent and contract roles across EMEA and APAC.
• Proof to request: Country-specific time-to-hire windows and sample performance report.

12. Randstad

Randstad is one of the largest staffing firms worldwide, with expertise in finance, healthcare, and logistics. Their focus on digital recruitment tools has made them a leader in innovative hiring solutions. Operating in 39 countries, Randstad has a significant presence in Europe, North America, and Asia. By leveraging on the quality of their service, Randstad can equip your organization with finance professionals, logistics experts, healthcare staff, and IT consultants.

Randstad stands out from the competition by combining technology and human expertise to provide you with innovative workforce solutions that’s suitable for different types of enterprises. Their global presence and focus on innovation through AI-driven recruitment tools also make them a trusted partner for large organizations​. 

• Best for: Enterprise programs and multi-country staffing solutions.
• Proof to request: Program metrics and compliance coverage summary by country.

Choose two or three firms that fit your roles and regions, then request proof files to compare speed, quality, and compliance. The right partner will stand out fast once you see the data.

Read more: Best Remote Staffing Agencies, Best Tech Recruiting Agencies

How to Choose the Best International Recruiting Agency?

You can choose the best international recruiting agency by comparing how each one performs across measurable criteria such as time-to-fill, regional coverage, and compliance support. The goal is to remove guesswork from the process and rely on data that directly impacts hiring outcomes.

The idea is to find partners who can deliver the right talent, in the right country, at the right speed. The matrix below helps you evaluate which agencies perform best at each stage, from sourcing and visa assistance to onboarding and ongoing compliance, so you can identify the right fit for your hiring needs.

Factor	What to Evaluate	Employers: What to Ask For	Job Seekers: What to Check
1. Speed	How fast the agency delivers qualified, interview-ready candidates.	Request a recent time-to-hire or shortlist delivery report showing dates from requisition to hire. Benchmarks: 3–5 days to shortlist, 2–4 weeks to hire.	Ask how long the process usually takes from first contact to interview. Expect 1–3 weeks depending on region and role.
2. Seniority Mix	Ability to source across junior, mid, and senior roles with proven results.	Ask for two anonymized case notes showing roles, levels, and time to hire. Confirm they’ve hired in your target roles and seniorities.	Confirm if the agency fills your level and industry. Ask which roles are open now in your country and what experience is required.
3. Country Coverage and Local Presence	Active countries, recruiter locations, and time zone overlap for smooth coordination.	Request a country coverage map and recruiter list. Check if recruiters are local or remote-only and how they coordinate across time zones.	Confirm if they hire or relocate candidates in your region. Ask which markets they cover and how they handle interviews across time zones.
4. Compliance and Payroll Handling	How the agency manages contracts, visas, and partnerships with Employer of Record (EOR) providers.	Ask for a compliance checklist or onboarding workflow. Verify who manages contracts, payroll, and visa steps.	Ask who supports visa applications and relocation logistics. Confirm what documents or test results are needed to qualify for overseas roles.
5. Pricing and Transparency	Fee structure, contract type, and clarity on total hiring costs.	Request a full cost breakdown by region, role, and model. Confirm what’s included (compliance, relocation, taxes).	Ask how compensation, benefits, and relocation packages are handled. Confirm payment terms before signing any offer.
6. Candidate Quality and Screening	How the agency evaluates technical skills, communication, and culture fit.	Request a sample scorecard or screening rubric used in recent placements.	Ask if they provide interview prep or feedback sessions. Update your certificates and portfolio to align with their screening process.
7. Reputation and Client Feedback	Agency credibility, client satisfaction, and placement retention rates.	Ask for two client testimonials or dashboards showing interview-to-offer ratio and 90-day retention.	Check online reviews and testimonials from past candidates before applying.

Score each agency from 1 to 5 across these factors. Those that rate high on speed, coverage, and compliance are typically the most reliable long-term partners. The same checklist helps job seekers identify credible recruiters who communicate clearly and deliver real results.

Start with two or three agencies that fit your region and role type. Request the proof files listed above; data will show faster than marketing who’s truly capable of hiring across borders.

Best International Recruiting Agencies By Category

Each agency excels in different areas of international hiring. Some specialize in executive and leadership placements, others in tech or large-scale workforce programs. The breakdown below helps you identify which type of partner best matches your hiring goals.

Executive Search

Executive search firms help organizations hire senior leaders and C-suite executives through discreet, high-impact searches focused on cultural fit and strategic alignment.

• GoGloby: U.S.-based executive search support for companies hiring American leadership talent, combining speed, discretion, and cultural alignment.
• NPAworldwide: Global partner network for senior and executive placements in over 50 countries.
• ISC Recruitment: Focused on leadership roles in finance, technology, and manufacturing.
• Michael Page: Strong in commercial and HR leadership across EMEA and APAC.

Tech Recruitment

Tech recruiting agencies specialize in sourcing and vetting top engineering and digital talent fast, covering everything from AI and data to software and cloud roles.

• GoGloby: Cross-border tech staffing with fast shortlists and compliance support nearshore and offshore (LATAM and EMEA).
• Hays: Specializes in IT and professional services, offering both permanent and contract models.
• Robert Half: Reliable for IT, finance, and hybrid tech-business roles in North America and Europe.

Enterprise-level Recruitment

Enterprise recruitment partners manage large-scale, multi-country hiring programs with unified compliance, payroll, and analytics to streamline global workforce operations.

• Adecco Group: Scalable staffing and RPO programs with global delivery and analytics dashboards.
• ManpowerGroup: Enterprise workforce planning across 80+ countries with optimized time-to-fill metrics.
• Randstad: Global reach and AI-driven recruiting tools for multi-region hiring.

Each of these recruiting agencies brings proven expertise across different hiring needs, from executive leadership to tech specialists and enterprise-scale programs, helping global companies build teams that fit their goals, culture, and pace of growth.

Challenges and Solutions When Working With International Recruiting Agencies

Expanding hiring across borders introduces a new set of challenges: time zone gaps, language barriers, and cultural nuances that can complicate coordination and slow down recruiting. 

These issues often lead to longer timelines, weaker candidate alignment, or compliance mistakes if not managed properly. 

The best international recruiting agencies plan for these obstacles from day one, combining local expertise, structured workflows, and proactive communication to keep global hiring efficient and risk-free. 

Here are some solutions you’ll likely come across: 

Risk	Mitigation	Evidence to Request
Data and IP Security	Choose agencies that comply with the General Data Protection Regulation (GDPR) and the System and Organization Controls 2 (SOC 2) standards to ensure strong data security and IP protection.	Data handling policy and IP assignment clause sample.
Mis-Hire Risk	Require structured scorecards, multi-stage interviews, and trial periods for critical roles.	Two anonymized scorecards and a 90-day retention dashboard.
Time Zone Overlap	Choose partners with recruiters or delivery teams active in your working hours to ensure real-time communication.	Country coverage map showing recruiter locations and overlap schedule.
Visa and Relocation Delays	Select agencies with in-house mobility teams or EOR partners who pre-check visa eligibility and manage documentation.	Visa process timeline and relocation support checklist.

The right partner turns these challenges into routine steps. Ask how they handle time zones, language, and compliance before you sign.

Success Stories: Companies That Thrived With International Recruitment

International recruiting works best when process, reach, and cultural understanding come together. Agencies like GoGloby and Robert Half have helped global companies scale faster by solving common hiring pain points—speed, quality, and compliance—through structured sourcing and deep market expertise. Below are two examples that show how the right partner can turn hiring challenges into long-term growth results.

GoGloby: Tech Company Hires Senior Engineers Across Borders and Improves Conversion

A California-based fintech startup, Sydecar, needed to expand its engineering team with senior full-stack and DevOps talent from Latin America. Within one week, GoGloby delivered a curated shortlist, and all roles were filled in under six weeks. Their process combined technical and cultural screening to ensure both skill and fit with the U.S. team’s dynamic work style. As a result, Sydecar’s candidate conversion rate jumped from below 1% to 12%, with 95% retention after 90 days. This case shows how targeted nearshore sourcing and structured evaluation can balance speed, cost, and quality in global tech hiring.

Robert Half: Financial Firm Strengthens U.S. Operations with Specialized Staffing

A U.K.-based financial firm expanding into the U.S. turned to Robert Half to fill senior accountant and compliance officer roles under a tight four-week deadline. Leveraging its North American network and strong understanding of U.S. financial regulations, Robert Half quickly identified and onboarded three qualified professionals. The client met all project deadlines and passed its compliance audit with zero findings. This highlights how sector-specific recruiters with established local networks can deliver both speed and accuracy in regulated industries.

When selecting a recruiting partner, look beyond brand reputation. Ask for case studies like these that show real outcomes (time to hire, conversion rates, and retention). The strongest agencies will have data to prove their impact, not just promises.

Conclusion

Global hiring works best when the process is clear and data-driven. Start by defining your roles, use the comparison matrix to shortlist a few agencies, and ask for proof before you decide. Real metrics like time to hire, retention, and compliance accuracy speak louder than claims.

Executive search fits leadership hires. Tech recruitment drives engineering depth. Enterprise programs scale multi-country operations. The mini cases above show what effective recruiting looks like when workflows are consistent and localized.

If you’re hiring across borders or expanding your onshore, nearshore, or offshore teams, GoGloby delivers the structure and speed to make it seamless. Its model combines fast delivery, full compliance coverage, and strong retention outcomes—helping companies scale globally without added risk or delay.

Build your next high-performing team with GoGloby. Book a free consultation and start hiring today.

Read further: How to Prevent Fraud and Job Hoppers, How to Hire International Employees Remotely

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