FAQ for HR professionals: Recruitment in the USA explained simply

Do you have any questions about our services? In our FAQ you will find a comprehensive overview of the most frequently asked questions and our approach to international executive recruitment. Whether interim management, board members or C-level positions - we support German companies in successfully filling strategic roles in the USA and offer professional recruitment services in the USA for your expansion. If your question is not answered there, please contact our THBender team directly! We are always at your disposal - and will accompany you on your way to the Big American Dream.

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General

Canadian and American labor law and cultural conditions are completely different, and detailed advice is recommended.

Take advantage of industry reports, local economic development agencies, and specialized consulting services for international expansion.

Tax law, data protection, logistics, recruitment, and location selection are key aspects.

As a leading recruitment partner in the US, we combine speed with precision. With nearly 2,000 successfully filled executive positions, our company has access to experienced professionals who can make an immediate impact. Our rigorous selection process ensures that you only meet candidates who are the best fit for us, both functionally and culturally.

States vary greatly in terms of costs, labor market, and support programs. We assist in the selection of a location with regard to the talent pool; our partners highlight available incentives. 

The US is the largest single market in the world. Many states have the GDP of entire countries and offer additional investment incentives. 

Traditional advertisements rarely work. Successful specialists and executives must be approached discreetly and directly. Our executive search service taps into this market. 

Candidates need to understand why a role at a DACH company's subsidiary is exciting. We provide support with employer branding and positioning. 

The state pension is often insufficient. Employer contributions to 401(k) plans are crucial for many candidates. 

Employment relationships can be terminated at any time without cause—except in cases of discrimination. This makes it easier to terminate employment, but it also carries risks. 

Salaries are higher than in Germany. Bonuses, health insurance, 401(k) plans, stock options, and flexible benefits are important. We provide benchmarks. 

After strong growth in 2021/22, momentum is slowing, but employees continue to expect attractive packages. 

Payroll, health insurance, pension plans, and insurance are complex. We help you set up efficient HR processes. 

Absolutely. We provide comprehensive support to German companies, from location analysis to recruiting. 

Severance payments are generally not required by law. Companies sometimes offer severance payments, but these are usually subject to strict conditions.  

Non-compete, non-solicitation, and confidentiality agreements (often collectively referred to as „restrictive covenants“), as well as workers’ compensation and labor law, differ significantly. We help you understand these differences.

Executive

Whether you want to fill a leadership gap, manage complex projects, or become an interim manager yourself, interim management is a flexible solution for dynamic business situations. This often raises questions about processes, contract details, and terms of employment.

Our FAQs provide clear answers to questions such as how to select the right executive, legal and organizational requirements, and practical aspects such as interim manager tasks, insurance, and working models. This gives you a comprehensive overview before you take the next step.

General

We follow a structured, multi-stage process:

  1. Requirements analysis: Clarification of strategic goals, cultural expectations, and operational responsibilities with the parent company;
  2. Targeted Search: Use of proprietary databases, industry networks, and direct outreach in the US—and abroad if necessary—to identify expatriates who are ready to relocate.
  3. Screening & Assessment: Conducting leadership interviews, expertise checks, cultural fit analyses, and reference checks. Optional: psychometric tests.
  4. Shortlist creation: Presentation of the top candidates with detailed profiles and strategic suitability analysis. This approach ensures that the selected candidates have both in-depth knowledge of the US market and the intercultural skills that are crucial to the success of your new location – and that they are also a good fit for you on a personal level.

For decades, we have specialized in placing executives for DACH companies expanding into the US, Canada, or Mexico. We support both start-ups and existing branches. Our consultants are interculturally trained and have a deep understanding of transatlantic business models.

Executive customer

We combine:

  • Own databases with hundreds of qualified executives
  • Direct approach to target companies
  • Networks in the USA, Canada, and Mexico
  • Psychometric analyses and cultural fit assessments
  • Multi-stage interviews (telephone, video, in person)
  • Background and reference checks
  • Cultural fit in the transatlantic context
  • Optional: psychometric tests

Between 6 and 12 weeks, depending on location, industry, and complexity of the role. Only 2–4% of identified candidates reach the presentation phase.

Yes. We offer: onboarding plans, intercultural coaching, and support with legal and organizational issues. Our long-term placement guarantee ensures that we also support you with onboarding.

Interim

Whether you want to fill a leadership gap, manage complex projects, or become an interim manager yourself, interim management is a flexible solution for dynamic business situations. This often raises questions about processes, contract details, and terms of employment.

Our FAQs provide clear answers to questions such as how to select the right executive, legal and organizational requirements, and practical aspects such as interim manager tasks, insurance, and working models. This gives you a comprehensive overview before you take the next step.

General

We usually present candidates within a few business days. In most cases, the interim manager can be hired within one to three weeks.

Sometimes clients want to transfer successful interim managers to a permanent team. We offer flexible transition conditions to support this transition.

Interim solutions bridge critical phases—e.g., CEO search or restructuring. German companies in particular make use of this option. 

Interim Manager

Yes, provided the customer agrees. Depending on the type of order and the customer's wishes, remote or hybrid agreements are sometimes possible. We clarify these expectations early on in the process.

For interim assignments in the US, you should take out general liability and professional liability insurance (E&O). Depending on the type of assignment, additional insurance such as workers' compensation or cyber liability insurance may be required. These are often quick and inexpensive to obtain.

Yes. You must have the legal work permit for the country in which you are performing your assignment. Please note: Insurance and legal requirements may vary depending on the location.

Yes. Once the original contract period has expired, you can refuse an extension at any time. Orders are placed by mutual agreement, and there are no plans to continue beyond the agreed term.

However, it is not uncommon for clients to request an extension—either because the project is more complex than expected or because the executive has delivered exceptional results and is asked to take on additional tasks.

We have a carefully selected pool of interim experts at management level. Once you have applied and submitted your resume, we will evaluate your background and, if appropriate, invite you to a personal interview with one of our talent consultants. If there is mutual interest, we will create a structured management profile that we can make available to our clients for a suitable assignment.

No. We will only pass on your anonymized profile to a client with your consent and only if your background meets the specific requirements.

If a client is interested in your application, we will arrange an interview. We will also provide both parties with contact details to ensure open and direct communication during the selection process.

Applying for a position as an interim manager may incur costs, for example for travel to personal interviews with the client. Such and similar expenses are usually agreed directly between you and the client. We generally recommend that you follow the client's travel and expense guidelines. In some cases, a predetermined daily rate has already been negotiated. In other cases, the interim manager invoices TH Bender Interim for the costs, which we then pass on to the client as part of the total invoice. We help you find the best approach based on the structure of the assignment.

This is a matter for negotiation. Travel time is generally not invoiced unless the journey to the place of work involves considerable effort or time (e.g., long-distance or international travel). In such cases, we will work with both parties to find an appropriate solution on a case-by-case basis.

Yes – but only after the original contract term has expired. After this point, the contract can usually be terminated with the notice period agreed in the contract, often with four weeks' notice to the end of a calendar month. Termination during the original contract term is generally only possible in exceptional cases, such as serious illness, accident, or other unforeseen emergencies.

TH Bender Interim negotiates the terms of the assignment with you and the client. The client enters into a service agreement with us, and you enter into a separate agreement with TH Bender Interim. There is no direct contractual relationship between you and the client.

Although not mandatory, we prefer candidates who operate under a legal structure such as an LLC, S-Corp, or C-Corp. This structure simplifies contract drafting and liability issues. Sole proprietors may also apply, but must meet all legal and insurance requirements.

This happens occasionally, but is not the norm. In such cases, TH Bender Interim will discuss a conversion fee with the client in order to release you from your interim contract. This enables a smooth and professional transition to a permanent position, provided that all parties agree.

In this case, the termination conditions agreed with the client apply. Most interim contracts stipulate a standard notice period of two weeks, but the exact conditions may vary depending on the assignment. We always ensure that expectations are clearly defined in advance and that you are treated fairly in the event of early termination.

Interim client

Interim managers are often hired for:

  • Filling leadership gaps during transition phases or absences
  • Management of commissioning, decommissioning, or site relocations
  • Management of reorganization initiatives or restructuring
  • Takeover following the sudden departure of executives
  • Improvement of operational controlling and financial performance, including development and implementation of actual vs. standard cost models, optimization of cost accuracy, and creation of financial dashboards
  • Acting as a bridge between operations and finance to align production realities with financial reporting
  • Support for ERP implementations (e.g., SAP, Oracle, NetSuite) through practical contributions to planning and rollout

An interim executive is an experienced manager who takes on a key role at short notice to solve problems, drive results, or manage transitions. Companies hire interim managers during leadership transitions, to bridge the gap until new talent joins the company, during maternity/paternity leave, restructuring, operational transformations, or when time-sensitive projects require the expertise of executives. The advantages of interim management lie in its rapid availability, high level of expertise, and flexibility, without any long-term commitment.

While consultants provide advice, interim managers take on operational leadership and implement measures directly. They assume full operational responsibility—leading teams, making decisions, and delivering measurable results as part of your company. Typical interim manager tasks include managing projects, implementing restructuring measures, and ensuring operational continuity.

They are usually hired as independent contractors through a legal entity such as an LLC or corporation. We help to ensure compliance with labor and classification standards. In doing so, we also take into account the interim manager costs, which are transparent and in line with market conditions.

We begin by getting to know your challenges, your schedule, and your expectations. We then recommend experienced executives who match your requirements—many of whom have already led similar initiatives. After the interviews and selection process, we remain involved to support you with onboarding and ensure a successful engagement.

Yes. You have the opportunity to meet selected candidates and assess whether they are a good fit for your corporate culture, your management team, and your project scope.

Assignments typically last between 3 and 12 months, with the exact duration depending on your individual requirements. Extensions are common for ongoing projects or when the interim manager transitions into a permanent position.

Yes. Most projects have a minimum term of three months and a two-week notice period. We value flexibility in order to meet your business needs.

Fees are usually set as daily or monthly rates. They vary depending on the scope, duration, and expertise required. The costs for interim managers are generally significantly lower than hiring full-time executives with the relevant experience—especially if the interim manager sets up processes and permanent employees then only have to continue them.

Your company enters into a service contract directly with TH Bender. We, in turn, have a separate contractual agreement with the interim manager. This means that there is no direct employment or contractual relationship between your company and the manager. This structure simplifies compliance, minimizes risk, and ensures a smooth administrative process. At the same time, it gives you unrestricted access to the expertise and leadership of the interim manager.

Yes. Although they are not employees, they are expected to adhere to company policies, particularly in areas such as compliance, confidentiality, and ethics.

Board+Advisory

Filling board and advisory roles is a crucial step for companies that want to strengthen their strategic orientation and incorporate international expertise. Expanding into the US market in particular raises many questions: How do you find the right people? Which networks are relevant? And how can legal and organizational requirements be implemented reliably?

As specialists in recruitment in the USA, we provide you with a clear overview of our approach in the following FAQs – from identifying suitable candidates and assessing strategic fit to legal structures, compensation models, and compliance issues. This will show you how we support companies and candidates in creating successful board setups with sustainable added value.

General

  • Analysis of industry structures
  • Direct approach in relevant networks
  • Assessment of strategic fit and intercultural competence
  • Own database, maintained for 20 years
  • Access to partner networks; industry associations
  • LinkedIn and personal recommendations
  • In-depth interviews
  • Alignment with corporate strategy
  • Cultural Fit Assessments
  • Reference checks with former employers, colleagues, and customers.

Yes. We work with specialized law firms that advise on liability issues, contract drafting, and governance structures.

Board+Advisor Client

One example is the appointment of an advisory board for a DACH company expanding into the US, which involved experienced US executives in order to secure market knowledge and networking opportunities.

Executives are members of the Board of Directors, but often already upon hiring, though frequently only after training and probation.

Yes. We offer:

  • contract templates
  • Advice on local requirements
  • Collaboration with US attorneys

Board+Advisor Manager

That depends on the mandate. Advisory boards generally perform an advisory role, but can also be involved in strategic decisions.

  • Establishing and maintaining relevant US contacts
  • Understanding of local market mechanisms
  • Representation of the company in transatlantic networks

Yes, depending on the project: fixed remuneration, performance-related bonuses, and participation models (equity, phantom shares, etc.)

Any questions?

If you have any questions or would like individual advice, feel free to contact us at any time. We are your reliable partner when it comes to filling key positions, interim management, or board and advisory roles.

Your partner for executive search and HR solutions in transatlantic markets


For decades, we have specialized in executive search and HR solutions for transatlantic markets. As experts in recruitment in the US, we combine a deep understanding of the cultural differences between Germany, Austria, Switzerland, and North America with a global network and a structured, proven process. This enables us to offer you the best solution for sustainable success. Our claim: The right executive at the right time – for your strategic goals and your international growth path.