Great hires fail quietly when culture is misread. Too many global teams apply Western rules to non-Western contexts. In the Philippines and Colombia, cognitive style is culturally taught – so if you don’t translate it, you won’t see it.

When Global Hiring Meets Local Thinking

A global fintech leader recently expanded its operations to Manila and Bogotá. They came in looking for “innovators and integrators” – people who could think cross-functionally and connect the dots. Six months in, leadership felt confused. They saw strong execution, but few “foxes” stepped forward to lead transformation.

What they didn’t realize: both the foxes and the hedgehogs were already there. They were just showing up differently.

What Ancient Philosophy Can Teach Us About Modern Hiring

The concept of foxes and hedgehogs goes back to the ancient Greek poet Archilochus, who wrote: “The fox knows many things, but the hedgehog knows one big thing.”

• Hedgehogs go deep, specialize, and perfect.
• Foxes connect, adapt, and bridge.
  

Culture shapes which style is rewarded.

• In the Philippines and Colombia, hedgehog traits – respect for authority, mastery, loyalty are reinforced.
  
• Fox traits exist too, but surface subtly through informal influence, harmony, and relationships.
  

How to Decode Cognitive Style Across Cultures

Stop asking who’s best. Ask how style meets culture – then hire, develop, and structure so both foxes and hedgehogs win.

Here’s how:

1. Spot the Hidden Hedgehogs and Invisible Foxes

In the Philippines:

• Hedgehogs: Look for tenure, loyalty, and quiet technical respect. They might downplay their own value due to hiya (modesty).
• Foxes: Bridge roles between departments. Comfortable with pakikipagkapwa – shared identity across social groups.

In Colombia:

• Hedgehogs: “La persona que sabe” is known by reputation, not resume. Look for depth and domain pride.
• Foxes: “Conectores” with chispa (clever spark), navigating relationships and ambiguity with ease.

2. The Questions That Reveal Real Capability

Swap “What have you achieved?” for “Who do you help?” or “How do you bridge teams?” 

You’ll reveal influences that’s not on paper.

3. Design Environments Where Both Foxes and Hedgehogs Thrive

In indirect cultures, written formats often surface more candid thinking than spoken ones.

4. Redefine Status Without Reinforcing Hierarchy

In both cultures, hierarchy still matters. If you want to empower foxes and hedgehogs alike:

• For Hedgehogs:
  Frame depth as essential to innovation, not just execution.

• For Foxes:
  Create formal roles like “project integrator” or “team connector.” Don’t let their work be seen as “soft” or “extra.”

Use senior leaders to validate both types explicitly.

5. Pair Depth with Context: The Most Powerful Duo in Global Teams

Match a deep expert with a connector: the hedgehog provides technical credibility; the fox provides strategic influence. 

Together, they drive cultural and operational change.

What Not to Assume About “High Performers” Abroad

• Don’t assume talkativeness = fox. Many foxes work relationally behind the scenes.
• Don’t equate modesty with lack of capability. Especially in the Philippines, modesty is a social virtue.
• Don’t look only at org charts. Informal networks often matter more.

The Future of Talent Isn’t Global. It’s Contextual.

In the West, we often ask “What does this person know?” In the Philippines and Colombia, the better question is “How does this person relate?” Talent shows up differently depending on cultural soil. It’s time we stopped importing one-size-fits-all models – and started gardening locally.

Here’s to leading better, one insight at a time.