The interest in expatriate effectiveness has grown remarkably as a consequence of globalization and the possibility of failure in international assignments. This study has tested a comprehensive model of expatriate effectiveness in a sample of 108 Spanish expatriate managers. They responded to a survey which included a set of variables, including personality, adjustment, language skill, cultural distance, organizational support, and expatriate effectiveness (i.e., job performance, intentions of early return, and manager efficacy perceived by others). The results showed that cultural distance and cross‐cultural adjustment were the immediate predictors of expatriate effectiveness and that achievement, sociability, organizational support, and language skills predicted cross‐cultural adjustment and cultural distance. The results showed a good fit to the hypothesized model (GFI = .973; CFI =.975; RMSEA = .056; SRMR = .053). Finally, we comment on the implications of the findings for the research and practice of selection in international assignments.