For international companies expanding into the United States, making the first hire on U.S. soil is a milestone—and a serious strategic decision. Who you bring on board first can significantly influence your market entry, company culture, brand perception, and long-term success in this competitive market.
In a recent conversation, Keith Langbo, CEO of Kelaca, and Guy Shipman, VP of Business Development, shared what global companies need to understand before hiring their first U.S.-based employee. With decades of combined experience in executive search, team building, and cross-border hiring strategies, Keith and Guy offer essential insights that could save international leaders time, money, and missed opportunities.
🎧 Listen to the full recording here.
Why the First Hire Matters So Much
For many foreign businesses, the U.S. market presents both vast opportunity and complex challenges. Your first employee isn’t just another role—they’re often your brand ambassador, local strategist, and internal builder all rolled into one.
According to Keith Langbo, this person sets the tone:
“They’ll often be the first point of contact for customers, partners, and future employees. It’s not just about skills—it’s about alignment with your culture and business goals.”
Getting this right requires more than just posting a job on LinkedIn. It demands a clear understanding of U.S. hiring norms, compliance requirements, and what it takes to build trust with American talent.
What Roles to Prioritize First
Should you hire a sales rep? A general manager? A technical lead?
Guy Shipman explains that it depends on your business model and go-to-market strategy.
“We always start by helping companies clarify what success looks like in the U.S. and then work backward to the capabilities needed on the ground.”
The episode dives into the most common hiring pathways and how to avoid the trap of hiring someone who looks good on paper but isn’t equipped to work independently in a startup-style environment.
Navigating U.S. Compliance and Culture
International companies often underestimate the complexity of the U.S. employment landscape. There’s no national healthcare system, employment law varies by state, and benefits expectations are different from what companies may be used to abroad.
Keith and Guy offer guidance on:
- Setting up payroll and benefits correctly from day one
- Understanding U.S. work culture and candidate expectations
- Structuring compensation packages that attract top-tier talent
- Partnering with the right recruitment and HR firms
One key takeaway? Don’t go it alone. “Engage experienced local partners who understand both your international context and the U.S. market. It shortens the learning curve and avoids expensive missteps,” Keith advises.
Avoiding Common Pitfalls
Perhaps the most valuable part of the conversation is the breakdown of common mistakes—and how to avoid them. These include:
- Hiring someone too senior or too junior for the actual market needs
- Overlooking the importance of cultural fit and communication
- Underestimating how long it takes to build traction in a new market
The discussion wraps up with practical tips for onboarding, setting expectations, and building momentum with a new U.S. hire.
Final Thoughts
The U.S. is a high-opportunity, high-velocity market. Hiring your first U.S. employee is an exciting leap—but it shouldn’t be a shot in the dark.
Whether you’re a founder, HR leader, or executive overseeing U.S. expansion, this conversation with Keith Langbo and Guy Shipman is a must-listen.
Additional Resources
For more on this topic, we suggest reading Going Small to Grow Big: The Power of Focused Growth Strategies.
About
MEET helps international B2B & B2G companies gain traction and scale in the U.S. through trade shows, events, and strategic connections. Contact Bill Kenney for a no-obligation conversation: bill@meetroi.com or +1 (860) 573-4821.
