Services

    Talent & Recruiting

    Finding the right person to represent your company in the United States is one of the most consequential decisions you will make during your expansion.

    Your first hire sets the tone for everything that follows:

    01

    The culture of your U.S. team

    02

    The impression you make on American clients

    03

    The speed at which your business grows

    Our Approach

    We've been doing this work for years, supporting European companies as they build their first teams in the U.S.

    Our approach is built on something most recruiting firms cannot offer.

    We operate in the U.S. market, in the U.S. time zone, and understand both sides of the equation: the expectations of American professionals and the structure and priorities of European companies.

    Common Pitfalls

    What Companies Often Get Wrong

    Hiring in the U.S. is not just about finding a qualified candidate.

    It is about finding the right fit for your stage.

    Many companies:

    Hire too quickly without defining the role clearly

    Over-prioritize experience and overlook adaptability

    Underestimate cultural and communication differences

    The result is often a hire that looks right on paper, but struggles in practice.

    This is where a structured approach makes the difference.

    The Ideal Hire

    Who You Should Be Looking For

    The ideal early hire is not just a strong professional. It is someone who can represent your company in a new market.

    01

    U.S. Market Knowledge

    Someone who understands the U.S. market

    02

    Industry Relationships

    Ideally with existing relationships in your industry

    03

    Cross-Cultural Comfort

    Comfortable working with a European headquarters

    04

    Independent Operator

    Able to operate independently and proactively

    In many cases, the strongest candidates are those who have exposure to both environments.

    People who can bridge the gap, not just technically, but culturally.

    Our Process

    How We Find Them

    We do not rely on job postings alone. We work from a curated network and actively source candidates who match the role before they ever apply.

    01

    Define

    Defining and positioning the role clearly

    02

    Source

    Targeted sourcing and outreach

    03

    Screen

    Two to three rounds of screening interviews

    04

    Evaluate

    Evaluation of both hard and soft skills

    05

    Present

    Shortlist presentation with only highly qualified candidates

    By the time you meet a candidate, we have already filtered for:

    Market fitCommunication styleCultural alignmentLong-term potential

    You are not reviewing resumes. You are meeting viable options.

    Market Dynamics

    What to Expect from the U.S. Market

    The U.S. market moves quickly.

    Candidates expect:

    Clear communication
    Fast decision-making
    A defined growth path

    Speed

    A delay in feedback or decision-making can mean losing strong candidates to other opportunities.

    Communication

    American professionals tend to be more direct, more proactive, and more focused on momentum. This is not better or worse, but it is different.

    Geography

    An East Coast hire operates on a six-hour difference with Europe, while the West Coast can mean nine hours. This impacts daily collaboration more than most companies expect.

    Compensation

    Building the Right Offer

    Hiring does not stop at selecting a candidate. In many cases, the offer is where deals are won or lost.

    We support you in structuring a competitive and realistic offer, including:

    Salary positioning based on market expectations

    Health insurance structure and employer contribution

    Retirement plan options

    Paid time off and overall benefits

    These elements are not standardized in the U.S. They are part of how candidates evaluate your company.

    Post-Hire

    Onboarding & HR Support

    Once the hire is made, execution becomes critical. We do not hand you a resume and step away.

    We support:

    Offer letter drafting

    Coordination with legal and HR partners

    Payroll setup and compliance

    Alignment with state and local employment requirements

    The goal is not just to hire. It is to integrate the person into your business in a way that works from day one.

    The Bottom Line

    Why This Matters

    Your first hires are not just employees. They are your presence in the U.S.

    They shape:

    How your company is perceived

    How quickly you grow

    How future hires integrate into the team

    Getting this right early saves time, cost, and friction later.

    Next Step

    Book a Free Consultation

    A short conversation is the first step.

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