Hiring in the U.S.: Frequently Asked Questions

Italian, European and international companies that are building or growing a team in the United States, from the very first U.S. hire to a full leadership team. Many of our clients are manufacturers, engineering and technology firms, and consumer and industrial brands.

Country managers and general managers, directors and VPs, sales and business development leaders, engineers, field service and technical specialists, plant, operations and supply-chain managers, project managers and key professional roles. See Industries & Roles.

Nationwide, in all 50 states, for on-site, hybrid and remote roles. We map each search around where your customers, operations and the right talent actually are.

Yes. We work in Italian and English, so headquarters and the U.S. team stay aligned on the brief, the candidates and the offer.

We do not wait for applicants. We identify and approach the people who fit your brief, including those who are not looking, and we present a short list of fully assessed candidates instead of a pile of CVs. We also understand both your headquarters and the American market.

We agree a success profile with you, map the market, approach candidates directly, assess them with structured interviews and present a written shortlist. We then support the offer, the negotiation, onboarding and follow-up after the start date. See our process.

It depends on the role, location and seniority. As a guide, most professional searches move from brief to shortlist in a few weeks and to an accepted offer in two to three months, including the candidate’s notice period. Senior and highly specialized searches can take longer.

Fees are agreed in writing before the search starts and depend on the role and the search model. There are no hidden costs. Contact us for a proposal tailored to your hire.

Yes. Our placements are backed by a retention guarantee. The exact terms are set out in our agreement for each search.

A kickoff call to define the role, quick feedback on the shortlist (ideally within 48 hours) and the final interviews. We coordinate everything else across time zones and keep candidates engaged.

Not necessarily. You can hire your first people through an Employer of Record while you set up a U.S. entity; your own entity usually becomes cheaper at around six or seven hires. See Setting up to hire in the U.S.

Employer payroll taxes, health insurance and retirement contributions typically add around 20–35% to base salary, depending on the benefits you offer. There is no TFR or thirteenth month. See Payroll & employer taxes.

Often yes, through routes such as the L-1 intracompany transfer or the E-2 treaty visa for Italian-owned companies. We do not provide immigration advice, but we connect you with trusted immigration attorneys and plan the hiring timeline around their guidance. See Bringing Italian staff to the U.S.

Several states and cities require a pay range in job postings, many ban questions about salary history, and interviews must avoid topics such as age, family or health. Every new hire must complete Form I-9 within three business days. See Recruiting in the U.S.

No. U.S. hires usually receive an offer letter with at-will employment, and Italian clauses such as notice periods or non-compete pacts often do not translate. Non-competes are banned or restricted in many states. Have a U.S. employment lawyer review your template.

It depends on your customers, the talent pool, costs and state rules on pay, leave and taxes. California and New York are much more regulated than Texas or Florida. See the State-by-state guide.

Never. Our fees are always paid by the hiring company.

Send us your CV through the contact page or connect with us on LinkedIn, telling us the roles and locations you are interested in. We will contact you when a search matches your profile.

No. We present your profile to a client only after you have agreed to be considered for that specific role.

Visa sponsorship depends on the employer and the role, and we will always be transparent about it. Our Candidate Hub covers visas, taxes, benefits and relocation in practical detail.

Carefully and in line with GDPR and U.S. privacy laws. You can ask us to access, correct or delete your data at any time. Read our Privacy Policy.