Considerations for Recruitment in the US.

The US market is vast, lucrative and competitive. Being focused, funded, committed, and agile is a good start. Making your offerings easy to understand, sell and buy helps, too. Having the right people and partners onboard is crucial.

1. Job Description and Title

In the U.S., job titles are often more impressive than in Finland. For example, someone currently holding a "Director" title is unlikely to be interested in a "Manager" role. The title must reflect the role’s level of responsibility and grant the person credibility to represent the company and approach the right stakeholders. This is important to consider when defining both the job description and the compensation package. Instead of using the title "Manager," terms like "Lead" can be used, and in place of Director/VP, the term "Head" may work, preventing suitable candidates from being excluded early on.

2. Salary and Bonuses

In the U.S., salary levels are significantly higher than in Finland, and employees expect a clear total compensation: base salary + personal bonus = On Target Earnings (OTE). The bonus is not seen as an “optional extra” but as part of the expected pay if the job is done well. Team-based bonuses usually don’t motivate Americans as much as Finns. That’s why personal targets and incentives (including Spiff’s) are key. VEEPiT help benchmark appropriate salary levels using role-specific databases.

Many Americans change jobs actively for better pay. Changing jobs is not considered a sign of disloyalty but rather a normal part of career progression. It’s important to understand that a competitive salary is often a decisive factor in decision making and that candidates actively compare offers.

3. Termination and "At Will" Employment

Most U.S. employees are employed "at will," meaning they do not have a fixed contract and the employment relationship can be terminated at any time, without notice or specific reason by either party. Termination is not as dramatic or stigmatized as in Finland. Therefore, gaps or sudden changes in employment history are not automatically negative but should be evaluated in context.

4. Health Insurance and Retirement Benefits

In the U.S., employer-provided health insurance and the 401(k) retirement plan are extremely important to recruits. As public healthcare is limited, a comprehensive insurance package can be a decisive factor in accepting a job offer. Similarly, the 401(k) system, where employers often match a portion of employee contributions, is seen as important long-term security. Managing insurances and retirement benefits requires time and expertise. VEEPiT assists with compensation, retirement, and insurance matters so that operational management can focus fully on business development.

5. Direct Search

To reach top talent, direct search is the most effective method. A high-quality, tailored recruitment process ensures the right person is found timely and selected correctly so that the hiring team spends their time with vetted and fitting candidates only. Once a suitable candidate is identified, it is important to proceed quickly. At this stage, regular and clear communication is key to ensuring a smooth process and strengthening mutual commitment.

6. Work History

As mentioned, changing jobs every few years is normal in the U.S. and should not automatically be viewed negatively. It is important to understand the reasons and motives for changes before drawing conclusions when assessing the suitability of shortlisted candidates for interviews. Employers and supervisors should also remember that the loyalty of top talent must always be earned.

7. Interview Behavior

Americans are often more confident and articulate than Finns. They know how to sell their skills persuasively and may embellish or exaggerate. However, this doesn’t always mean better suitability for the role. In interviews, focus on concrete role objectives, required competencies, and cultural fit. Examples, scenario and case exercises as part of the interview also help evaluate the candidate’s skills and approach in a concrete way.

8. References, Background Checks, and Work Profiling

Before making a final job offer, it is highly recommended to check the candidate’s references and background, and to apply work profile testing. This helps ensure that the selected person not only meets technical requirements but also fits into the organizational culture and team. VEEPiT supports clients at all these stages, from background checks to psychological evaluations, ensuring the decision is based on comprehensive and reliable information.

9. Selling the Role

Once a suitable candidate is found, the role and company must be “sold” to them. The sales pitch must match the candidate’s values and desires: autonomy, influence, career progression, work–life balance, etc. Finns should highlight, for example:

·       egalitarian and informal organizational culture

·       high level of trust

·       direct and honest communication, actions and impacts trump words

·       transparency in decision-making

·       balance between work and free time

10. Salary Negotiations

As noted, Americans are salary-focused and negotiate actively about salary and terms. This is normal and should not be alarming. Effective salary negotiations are based on dialogue and a win-win objective. Here are some tips:

·       Prepare carefully. Candidates do the same. Research market salaries, define the full compensation package, and ensure internal agreement on budget and flexibility.

·       Communicate openly and manage expectations. Clearly communicate salary ranges and areas where there is no flexibility. Present the full package, not just the base salary.

·       Tailor and listen. Adapt to the candidate’s motivations (e.g., base salary vs. performance-based pay, signing bonus, travel and relocation costs, etc.), and be ready for reasonable counter offers.

·       Negotiate collaboratively. Avoid ultimatums, document agreed changes and keep discussions respectful and solution-oriented.

·       Set a clear deadline (3–5 business days) for accepting the offer, provide support during the decision making, and keep the door open if the candidate declines.

VEEPit assists with salary negotiations as needed.

Want to learn more? Reach out and let’s schedule a complimentary call. ville.paasonen@veep-it.com