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The US Recruiter Market: Landscape, Opportunity, How to Enter
In this episode of the Recruitment Founders Podcast, Lindsay Hartland and Greg Elton unpack why so many UK owner-operators are eyeing the United States. Lindsay explains how he rebuilt “on the tools” after years in leadership, why he chose the US, and what’s genuinely different: higher fees, quicker decisions, fewer counter-offers, and clients who value recruiters. They also cover barriers to entry (surprisingly few), workable UK-hours rhythms, and a practical, candidate-led go-to-market.
Key Takeaways
The commercial upside is real. Standard perm fees at 25–30% are accepted, often on higher base salaries; some clients even expect invoicing on total OTE. Respect for the service shows up in both fees and behaviour.
Counter-offers are rare due to “at-will” employment. Short or no notice periods mean less time for employers to claw candidates back, so deals move faster and stick.
Cash flow is healthier. Start-ups commonly pay on time (sometimes early), and many US clients accept invoices at verbal offer, bringing cash in the door sooner.
Go to market with candidates, not credentials. Lead with a high-calibre, passive candidate and ultra-personalised outreach to targeted firms; it builds trust quickly in a cold market.
Light admin to start. No US entity or bank needed; most clients will pay in your chosen currency. Keep a completed W-8BEN on file to avoid withholding.
It’s still recruitment. Searches can be pulled and setbacks happen; this isn’t a magic switch. Treat the US as a deliberate build, not a quick fix.
Best Moments
“Check this out… clients will pay 25%, they’ll pay 30% for standard perm.”
“I invoice when the offer is accepted… HR even told me to include the bonus.”
“In five years I don’t think I’ve ever had a counter-offer.”
“You don’t need a US entity or bank account, just have a W-8BEN ready.”
“If you want to test it, keep your UK market and run a US ‘mini-project’ one day a week.”
About Recruitment Founders Club
Recruitment Founders Club is your launchpad to owning a successful recruitment business. We provide comprehensive mentorship and cover your start-up costs for the first 12 months. Coupled with our robust network and ongoing support, we not only help you start your own business, we ensure you thrive.
Find out more: https://recruitmentfoundersclub.com/
Hosted on Acast. See acast.com/privacy for more information.
View all episodes
By The Media InsidersIn this episode of the Recruitment Founders Podcast, Lindsay Hartland and Greg Elton unpack why so many UK owner-operators are eyeing the United States. Lindsay explains how he rebuilt “on the tools” after years in leadership, why he chose the US, and what’s genuinely different: higher fees, quicker decisions, fewer counter-offers, and clients who value recruiters. They also cover barriers to entry (surprisingly few), workable UK-hours rhythms, and a practical, candidate-led go-to-market.
Key Takeaways
The commercial upside is real. Standard perm fees at 25–30% are accepted, often on higher base salaries; some clients even expect invoicing on total OTE. Respect for the service shows up in both fees and behaviour.
Counter-offers are rare due to “at-will” employment. Short or no notice periods mean less time for employers to claw candidates back, so deals move faster and stick.
Cash flow is healthier. Start-ups commonly pay on time (sometimes early), and many US clients accept invoices at verbal offer, bringing cash in the door sooner.
Go to market with candidates, not credentials. Lead with a high-calibre, passive candidate and ultra-personalised outreach to targeted firms; it builds trust quickly in a cold market.
Light admin to start. No US entity or bank needed; most clients will pay in your chosen currency. Keep a completed W-8BEN on file to avoid withholding.
It’s still recruitment. Searches can be pulled and setbacks happen; this isn’t a magic switch. Treat the US as a deliberate build, not a quick fix.
Best Moments
“Check this out… clients will pay 25%, they’ll pay 30% for standard perm.”
“I invoice when the offer is accepted… HR even told me to include the bonus.”
“In five years I don’t think I’ve ever had a counter-offer.”
“You don’t need a US entity or bank account, just have a W-8BEN ready.”
“If you want to test it, keep your UK market and run a US ‘mini-project’ one day a week.”
About Recruitment Founders Club
Recruitment Founders Club is your launchpad to owning a successful recruitment business. We provide comprehensive mentorship and cover your start-up costs for the first 12 months. Coupled with our robust network and ongoing support, we not only help you start your own business, we ensure you thrive.
Find out more: https://recruitmentfoundersclub.com/
Hosted on Acast. See acast.com/privacy for more information.