Insight

Why European Companies Struggle to Hire US Executives—And How to Fix It

30 June 2025

For European subsidiaries expanding into the United States, executive recruitment presents a complex landscape shaped by cultural expectations, market competitiveness, and evolving workplace trends. From compensation misalignment to unclear value propositions, even well-established companies can face barriers when hiring senior leadership.

At Alexander Hughes USA, we specialize in supporting executive search recruitment for European companies by growing or scaling in the US market. With strategically located offices in Chicago, Boston, and New York, we help organizations identify and secure the right C-suite leaders with cultural and operational fit.

Five Common Mistakes Made in Recruiting US Executives and How to Overcome Them

1. Your Company Lacks US Market Recognition

Even if your brand is well-known in Europe, US-based executives may not recognize your name or understand your mission. That’s a major barrier to attracting high-caliber candidates, who often weigh the credibility of an employer heavily before engaging in a hiring process.

To stand out in the competitive US market, your company should:

Communicate a strong mission and values
Offer transparent information on company performance
Build a competitive benefits and compensation package

Executive search firms in Chicago, Boston, and New York, such as Alexander Hughes, can help refine your value proposition and enhance your job descriptions to resonate with US executive talent.

2. You’re Seeking Generalists in a Market That Favors Specialists

In the United States, top executives are typically specialists with deep expertise in a particular vertical or function. European subsidiaries sometimes seek all-around leaders who can wear many hats—what some call “Swiss Army knife” executives, which can limit your talent pool.

Instead, adjust your strategy to attract specialists by:

Clarifying essential versus desirable qualifications
Narrowing job descriptions to emphasize key proficiencies
Aligning responsibilities with US leadership expectations

Executive search recruitment in Chicago, Boston, and New York should be built on precise job scoping that reflects US market standards.

3. Your Expectations May Not Align With US Talent Profiles

Cultural and structural differences in hiring norms often trip up European companies recruiting in the US. Many strong American executives don’t hold advanced degrees or the decades of experience expected in Europe, but that doesn’t diminish their leadership value.

For example, US-based executives may:

Prioritize flexibility and autonomy over long hours
Seek clearer work-life boundaries
Value team-building and delegation over individual execution

Understanding these expectations is key when recruiting for European subsidiaries in the USA, and your executive search partner can help bridge the gap effectively.

4. Your Compensation Strategy Is Out of Step With the Market

One of the most common reasons US executive searches fail is compensation misalignment. American executives typically expect a significant compensation increase, robust benefits, and long-term incentives such as stock or profit-sharing when switching roles.

As we outline in our recent article on bridging the compensation gap, aligning with local benchmarks is non-negotiable in today’s talent landscape.

5. Your Hiring Process Is Too Slow

Top executives don’t wait around. If your hiring process takes too long, you risk losing out on top-tier candidates who are actively fielding offers.

The ideal US executive recruitment timeline is 60 days or less. Any longer, and candidates may disengage. Speeding up your process can involve:

Streamlining internal approvals
Making your US hire a priority so that interviews with stakeholders can be organized swiftly
Partnering with a seasoned executive search firm in Chicago, Boston, or New York

Workplace Trends: Return to Office Expectations Shift the Talent Pool

Recent US workplace trends indicate a strong push for in-office presence, particularly among C-suite roles. While many US firms are trending back toward in-person leadership, candidates expect some flexibility. This needs to be clarified because flexibility will have different meanings for different candidates. This dynamic can impact how your offer is received, especially when hiring in cities like Chicago, New York, or Boston, where leadership visibility is prioritized.

Work With an Executive Search Firm That Understands Both Sides

Alexander Hughes USA brings cross-cultural intelligence, localized market knowledge, and a proven approach to executive search recruitment in the USA. Whether you’re expanding in the US or strengthening your US leadership team, our CEO executive search firm in Chicago, Boston, and New York is ready to support you.

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