In this blog, I’ll talk you through the stages of achieving successful in the US recruitment market. With over a decade of experience in staffing, split between the UK and the US, I’ve witnessed firsthand the untapped potential that awaits UK firms willing to take the plunge into the American market. Many companies take that leap and expand their operations, but how do you ensure success?
As someone who made the move from the UK a few years ago, here’s my insight.
Planning phase
The first and arguably most critical step is the planning phase. While it’s true that the US has a company for everything, what will set you apart is tailoring your approach to meet your specific business needs. During this stage, it’s important to partner with US-based staffing experts who understand the local market, regulations, and nuances. This is where you identify your niche, and perhaps even pinpoint the exact region or city in which you want to establish a foothold. As many successful agencies have found, focusing on a specific region and industry sector will allow you to build a strong, credible reputation right from the start.
Launch phase
After solidifying your plan, the next phase is launching your operations. This involves doing business development (BD), building relationships with clients, and growing a candidate network. In the early days, many agencies operate from their home base (for example, the UK) while working US hours. This strategy allows you to test the waters, build revenue, and develop strong client and candidate relationships without the immediate overhead of establishing a physical office in the US.
Remote operations phase
Most agencies we work with spend about six months running their US operations remotely before making the physical move. Once the revenue is sufficient and the client base is well-established, you can then transition your team to the US, where they can build out physical offices and further expand. The key to a successful launch is ensuring your recruiters are aligned with US market expectations and can operate seamlessly in different time zones.
Focus and specialization
One of the common traits among our most successful clients, many of whom see year-on-year growth of up to 90%, is that they are highly specialized. These agencies don’t spread themselves thin; instead, they focus on niche markets, whether it’s one state, one city, or a specific industry vertical. This level of focus allows them to become experts in their niche and build deep relationships with both clients and candidates. Americans love building relationships—particularly in the recruitment space, where trust and personal connections are key.
Target small to medium-sized businesses
In the US, it’s often easier to work with small to medium-sized businesses (SMBs), where decision-makers are more accessible. Larger companies tend to have procurement teams and more bureaucratic processes, while with SMBs, you are more likely to be able to speak directly to the hiring manager. This enables faster, more flexible decision-making and relationship building—two critical components for success in the US recruitment market.
Support with onboarding and scaling
At Lead & Gain, as well as employing workers on your behalf compliantly, we can also help onboard your recruiters when you start operating in the US. We help you prepare your team to meet the demands of the US market, ensuring they’re equipped to navigate the cultural and business landscape effectively. This allows agencies to hit the ground running, ensuring their staff is ready to build the relationships that will fuel growth.
Expanding into the US market requires careful planning, strategic execution, and, most importantly, the ability to build strong client and candidate relationships. If you’re ready to explore expansion into the US, schedule a call with Lead and Gain to find out how we can support your journey.