Engineering recruitment in the USA for Italian and European companies
We recruit the engineers who sell, install, support and develop your technology in the U.S., and who can work hand in hand with engineering teams in Europe.
Engineering profiles we recruit
For many European technology and machinery companies, engineers are the first U.S. hires after sales: they make the product work for American customers. We recruit across the technical lifecycle.
- Applications and sales engineers
- Field service engineers
- Project engineers and project managers
- Automation and controls engineers
- Mechanical and electrical engineers
- R&D and product engineers
- Technical support managers
- Engineering managers
What we assess beyond the CV
Hands-on capability
We test real technical depth on your equipment or technology, not just job titles, with structured technical questions agreed with your team.
Customer-facing skills
Field and applications engineers represent your brand. We assess communication, travel readiness and how they handle demanding customers.
Working with Europe
We look for engineers comfortable with European standards, documentation and time-zone collaboration with headquarters.
One partner, a disciplined process
Every search is led personally by a senior partner. We start from your 12-month business goals, map the companies where the right people work today, approach them confidentially (including those who are not actively looking) and assess each candidate on skills, track record, motivation and fit with a European headquarters.
You receive a shortlist of 3–5 people you would genuinely want to hire, with written assessments. We stay involved through offer, resignation and the first months, and every placement is backed by a guarantee. See our full process.
Agree on evidence beyond the job title
Build the interview around your equipment, technology and customer environment. The right questions differ for an applications engineer, a controls specialist and a field-service hire.
- Relevant equipment, software and troubleshooting experience
- A walkthrough of a real technical problem and its resolution
- Clear communication with customers and European engineering teams
- Travel, commissioning and on-site support requirements
For example, ask a field-service candidate to explain how they would diagnose an unfamiliar fault, document the findings and escalate to headquarters. Agree on technical questions and scoring with your engineering lead.
Led personally by Francesca Paccaloni
Cygic’s Co-founder and Managing Partner brings fifteen years of recruitment experience across Europe, the Americas and Africa, including earlier in-house work at Amazon Operations and in international oilfield services. She leads each mandate from the brief through the new hire’s first months.
Frequently asked questions
Can foreign engineers work for us in the U.S.?
Hiring locally is usually fastest. If you want to transfer engineers from Europe, visa routes such as L-1, E-2 or O-1 may apply; see our immigration guide and speak with an immigration attorney.
Do engineers in the U.S. need a license?
Most private-sector engineering roles do not require a Professional Engineer (PE) license, but some roles, such as those signing off public or structural work, do. We check this during the brief.
How fast can you present candidates?
A shortlist typically arrives within three to five weeks, and some roles close with an accepted offer in about four weeks.
Do you offer a guarantee?
Yes, every placement is backed by a guarantee.
Related pages
Need engineers in the U.S.?
Tell us what your technology does and where your customers are. We will tell you who is out there and what they cost.