how we work — and why it works
the integration gap
When a multinational deploys a senior executive, legal compliance secures eligibility — immigration, corporate structure, regulatory. The executive arrives. The assignment begins. But performance is not yet secured.
The most volatile phase of an international assignment is the first six to nine months. During this window, leadership credibility is formed, matrix expectations are renegotiated, and alignment with the local organisation either stabilises — or quietly weakens.
Legal structure secures eligibility. Relocation logistics secure arrival. LandingPad protects the return on leadership investment.
Three systems — one integrated practice
Executive effectiveness depends on the alignment of three interconnected systems. Most integration failures are not dramatic. They are quiet — passive resistance, misread authority, a family that never settles. LandingPad addresses all three systems simultaneously, in parallel, through every engagement.
Organisational
Leadership structure, decision authority, stakeholder dynamics, matrix reporting interfaces. We map the power landscape before the executive arrives, and recalibrate as authority is established.
Cultural
Communication norms. Expectations about hierarchy, accountability, and directness. The gap between how things work at HQ and how they work in Hungary — visible and invisible.
Family
Spouse adjustment, household anchoring, schooling and healthcare integration. Family stability is treated as a performance variable, not a lifestyle matter. When the family system is unstable, executive focus erodes. Always.
how an engagement runs
Every engagement follows a five-phase framework. Progress is tracked. Deliverables are written. Nothing is vague.
Phase 1 — Baseline
Confidential intake with HR sponsor and executive. Map the three systems before friction surfaces. Produce the Transition Risk Map.
Phase 2 — Stabilise
Months 1–2. Intensive advisory across all three tracks. Calibrate authority, communication, and family system. Bi-weekly integration sessions.
Phase 3 — Embed
Months 3–4. Translate early alignment into operational habit. Reinforce stakeholder relationships. Ongoing family system check-in.
Phase 4 — Anchor
Months 5–6. Lock in performance alignment. Monthly check-ins with HR sponsor. Transition to internal stewardship.
Phase 5 — Sustain
(9-month tier only)
Months 7–9. Sustainable autonomy. Deepened family integration. Dual-stakeholder visibility back to HQ. Closes with a written integration summary.
what we are — and what we are not
LandingPad is not relocation logistics.
Not legal or immigration advisory.
Not open-ended executive coaching with no defined outcome.
Not a concierge service for expat families.
We are the structured, intelligence-led engagement that protects what legal and relocation have already invested in.
