01
Define the outcome
We begin with what the US business needs to look like six months after the hire starts, including the mandate, decision authority and relationship with headquarters.
US Market Entry & Expansion
The first US hires shape everything that follows.
Neach helps international founders and leadership teams recruit the commercial, technical and executive talent needed to establish and scale in the United States.
US-based and international by experience, we work particularly closely with companies expanding from Europe and Israel.
A new market changes the mandate
Your first US leader is rarely just one hire.
The person entering an established organization fills a role. The person entering a new market often has to help create the organization around them.
They need to establish credibility with customers, candidates and partners, translate the company's strengths into the US market and remain aligned with leadership in another country and time zone.
That combination is difficult to capture in a conventional job description. The search has to begin with what the business needs this person to change.
Where we help
Different stages. Different leadership decisions.
01
Entering the US
Your first commercial, functional or executive leader must open the market while helping define how the US organization should operate.
02
Building around the first leader
The next layer determines whether the company can move from individual momentum to a functioning US team.
03
Accelerating an existing operation
An established US business may need stronger leadership, a new function or experienced operators capable of moving it into its next phase.
04
Making a confidential change
Some expansion searches begin with a role that cannot yet be public. We conduct sensitive leadership and replacement searches with deliberate outreach and discretion.
Relevant work
Expansion takes different forms.
Building outside China from a team of three
When Neach began working with musical.ly, its team outside China consisted of three people in a small San Francisco office.
As the company expanded, Neach helped recruit VP Music Partnerships, Director of Marketing and hires across content and partnerships.
musical.ly was acquired by ByteDance in 2017 in a deal reported at up to $1 billion, then merged into TikTok in 2018.
Read the musical.ly case studyBuilding a US-based commercial organization for global growth
Neach has supported Asterra across multiple critical US-based commercial hires with global responsibilities:
VP Sales
Channel Sales
Channel Marketing
Demand Generation
Different functions. Different searches. The same close partnership.
Read the Asterra case studyEstablishing leadership against the clock
When ElringKlinger expanded its Fremont operation to support Tesla Model 3 production, Neach recruited the Plant Director and HR Director.
The mandate was to establish the leadership needed to scale a new US operation against an aggressive production timeline.
Scaling with the business
Neach supported Redis through rapid growth, recruiting across Sales, Sales Engineering, Marketing, Product and People.
The work included the SVP of Sales Engineering, who went on to build the Sales Engineering organization to more than 60 people, as well as a Field CTO, HR leadership and critical individual contributors.
Read the Redis case studyThe cross-border leadership question
A strong US résumé is not enough.
The right leader must be credible in the local market and effective inside an international organization.
We look for evidence that a candidate can:
01
Build before everything is built
Operate without the infrastructure, brand recognition or functional support available at headquarters.
02
Translate, not merely execute
Understand the company's global strengths and adapt them to US customers, candidates and operating realities.
03
Create alignment across markets
Make decisions locally while maintaining trust with founders, boards and leadership teams abroad.
04
Attract what comes next
Recruit, lead and retain the next layer of people the US business will need.
How we work
A focused search, from expansion plan to close.
We begin with what the US business needs to look like six months after the hire starts, and stay close through market mapping, assessment and close.
02
Map the market
We build a focused view of the relevant US talent market, including adjacent companies and candidate backgrounds beyond the obvious competitor list.
03
Assess operating fit
We evaluate functional experience alongside judgment, motivation, market credibility and the ability to work effectively across countries and cultures.
04
Guide the close
We stay close through interviews, feedback and offer discussions so both sides understand the mandate and can make a clear decision.
Europe and Israel to the US
International context. Local execution.
Neach is based in San Diego. Before founding the firm, Udo Nietsch spent five years recruiting across the DACH market from Munich, then moved to the United States with global recruitment firm SThree in 2010.
That experience gives Neach a practical understanding of how DACH leadership teams approach hiring and expansion, as well as the realities of building and recruiting in the United States.
Our work is particularly relevant to founders and leadership teams from Europe and Israel who need a search partner capable of understanding both the expectations of headquarters and the realities of building in the United States.
Clients work directly with the people conducting the search, from defining the mandate and mapping the market through candidate engagement, assessment and close.
What must be true six months after the hire starts?
Whether you are making your first US hire, building around an existing leader or changing a critical part of the organization, start with the outcome the business needs.
Start a conversation
Tell us where you are trying to get. We will work backward from there.