Case Study Series: Breaking Ground in America – A European Manufacturer’s First U.S. Hire

A High-Stakes Expansion

When a mid-sized European precision manufacturing company approached us, they weren’t just looking for a new hire—they were preparing for a major leap. After years of dominating their niche market across Europe, they had set their sights on North America. The U.S. market is home to virtually every industry, making it one of the most complex business terrains in the world.

For organizations expanding into the U.S., it’s essential to consider not only immediate operational needs but also future growth, sustainability, and the ability to adapt to evolving market demands.

They needed help, and like many organizations entering new markets, they needed it fast.

Why the First Hire Matters More Than Anything

For companies entering the U.S. for the first time, your first executive hire is everything. Hiring a great leader can transform your organization’s trajectory, setting the tone, translating strategy into sales, and representing your brand in an ecosystem where you’re entirely unknown. The wrong hire means wasted months, lost trust, and missed opportunities. The right hire changes everything. Organizations thrive when they identify and attract the right leaders for their unique challenges.

No Brand. No Team. No Time to Waste.

The client had no U.S. office, no HR support stateside, and no established reputation in the American industrial market. It was a true blank slate. Yet their expectations were high: they wanted a Senior National Commercial Director who could sell, build, hire, lead, and scale. Someone who could wear every hat and wear it well. The search specifically targeted senior executives capable of driving both strategy and execution. These executive roles require a unique blend of leadership, operational expertise, and market insight.

When You Need More Than a Recruiter

This wasn’t a job posting exercise. This was a strategy-defining moment. Only an experienced executive search firm can provide the strategic guidance and market insights required for such high-stakes hires. The client needed more than CVs—they needed insights, market calibration, and a trusted advisor who understood how to build in America from the outside in. That’s why they chose Pact & Partners, where experienced consultants provide the strategic guidance needed for such high-stakes hires.

Calibrating Reality with Ambition

Our first step was clarity. A well-defined process was essential for aligning expectations and market realities. We led the client through a strategic market mapping session. Together, we examined:

• Compensation benchmarks by city and region
• Competitive positioning and employer branding
• Availability of relevant executive talent
• Regional regulations that could impact hiring speed

The insights we gathered through this process reframed the search and aligned the role profile with what the market would realistically offer. These deep insights were critical for shaping a successful executive search strategy.

Defining the Role: Executive Responsibilities in a New Market

Redefining the Ideal Candidate

The original brief was ambitious but misaligned with market dynamics. Through our conversations, we honed in on must-haves: candidates who had launched European brands in the U.S., had experience in manufacturing or industrial sales, and understood both C-level strategy and field execution. This process allowed us to clearly identify the competencies and experiences essential for success in the U.S. market. We prioritized specific skills in cross-cultural leadership and market entry to ensure candidates possessed the necessary competencies for success. Cultural fluency was essential—this hire needed to bridge the gap between European HQ and American clients.

Representing the Client Like an Insider

Because the client had no American footprint, we stepped in as their brand voice in the U.S. We didn’t just pitch the job; we built the narrative. Every candidate we engaged learned about the company’s vision, values, and long-term investment. We answered hard questions about risk, funding, and internal expectations—transparently and credibly. Our role was to make this European company feel as legitimate and promising as any established U.S. player, ensuring candidates understood and aligned with the organization’s vision and long-term goals. We emphasized the importance of matching candidates to the organization’s unique culture and strategic objectives to ensure a successful and sustainable placement.

A Modern Search Methodology

We didn’t rely on job boards or recycled resumes. Our outreach was sharp, senior, and discreet, specifically designed to recruit high-caliber executives who might not be actively seeking new roles. We activated our private network, reached out to passive talent, and spoke to individuals who typically don’t respond to recruiters. Our access to a vast database of executive talent further enhanced our ability to identify the best candidates quickly. This is the power of a boutique executive search partner—we move fast and personally, not through layers of bureaucracy.

The Shortlist That Changed Everything

Within seven weeks, we delivered a shortlist of five exceptional leaders with proven track records. Each had experience growing U.S. sales for European firms. Each had deep technical knowledge, a strong commercial track record, and the cultural tact to operate within a cross-border leadership structure. This shortlist represented the top talent available for such a critical executive role.

From Interview to Offer

We coached our client in preparation of their interviews tailored for the US market. The finalists met with board members, participated in mock client pitches, and received a tailored onboarding roadmap. We used detailed success profiles to guide the selection process and ensure alignment with the client’s strategic objectives. When it came time to draft the offer, we advised on:

• Salary and bonus benchmarking
• Signing incentives
• Equity structures
• Relocation support and other considerations

We made sure the offer reflected the value of the role and the risk/opportunity being taken by the candidate.

First Office. First Deals. First Milestone.

The Senior National Commercial Director was onboarded within six weeks of the first interview. Filling such senior roles quickly and effectively is critical for successful market entry. Within three months, they opened the company’s first U.S. office. Within nine, they closed the first two strategic deals and began building high-performing teams to drive local growth. This wasn’t just a hire—it was a catalyst for an entire commercial presence.

The Bigger Picture: Why Executive Search in the U.S. Is Different

Now, let’s address the competitive landscape and how Pact & Partners stacks up against the largest players in the executive search world:

The U.S. hiring market is fast, competitive, and culturally specific. What works in Europe often falls flat here. That’s why companies entering the U.S. need more than resumes—they need a strategy, a storyteller, and a local operator. The top executive search firms in the U.S. are adept at navigating these complexities, leveraging their expertise to help organizations secure high-caliber leadership talent. But not all executive search firms in the U.S. are made equal.

When considering the best executive search firms in the USA, leading names such as Spencer Stuart, Korn Ferry, and Heidrick & Struggles stand out as global leaders. Each firm is supported by a vast global network, enabling them to serve organizations across virtually every industry and sector—including financial, life sciences, technology, higher education, and education. Their range of services extends beyond executive searches to include succession planning, leadership development, and culture shaping, all while focusing on the unique needs of each organization. These search firms are committed to diversity, inclusion, and excellence, and are recognized for their innovation and access to top C-suite and CEO talent. With deep industry expertise and robust resources, they deliver superior recruitment outcomes for the world’s leading organizations, identifying and attracting the right leaders for every senior role.

But while these firms are unquestionably powerful, size does not guarantee fit. This is precisely where Pact & Partners stands apart—and often ahead. We are not built for scale; we are built for precision. We don’t operate on volume—we operate on impact. Unlike the industry giants, we don’t pass clients to layers of junior consultants or filter them through internal politics. Every client at Pact & Partners receives direct engagement with senior experts who understand both the complexity of cross-border leadership hiring and the urgency of getting it right the first time.

Our core specialization—helping companies hire top executives in the U.S.—means we live and breathe the challenges others only occasionally address. We don’t need a global footprint to understand international nuance. We’ve placed leaders for companies from over 30 countries and across sectors as diverse as biotech, fintech, energy, hospitality, and luxury goods. We’re hands-on, agile, and deeply committed to outcomes—not just process.

So while the top executive search firms in the USA may offer breadth, Pact & Partners offers depth where it matters most: cultural alignment, speed of execution, and strategic clarity. We aren’t trying to be all things to all people. We focus on doing one thing exceptionally well: helping decision-makers hire the right leaders to succeed in America.

When you want world-class results without the weight of a world-sized bureaucracy, you turn to a boutique powerhouse like Pact & Partners. Because we don’t just run searches—we build bridges.

What This Case Tells Us

Great searches aren’t about filling roles. They’re about solving problems. Identifying the right executive talent is the foundation for long-term organizational success. And the problem here wasn’t hiring—it was launching a business. The solution wasn’t just a candidate—it was a roadmap, a narrative, and a trusted partner, with a focus on leadership development for long-term success.

Our Role in Your Success

If you’re a business entering or scaling up in the United States, you need the most hands-on partner who gets your world and delivers real results. That’s what we do at Pact & Partners.

Let’s talk!

“Keep growing, keep dreaming, and let’s win big together.”

Olivier I. Safir
CEO of Pact & Partners, LLC
*Not a bot. Real CEO & Team. Awesome Clients. Real results.