Career Page
Career Page
Connecting exceptional professionals with companies that value what they bring.
At BBRecruitingUS, we work both sides of the relationship — with companies searching for the right leader, and with professionals ready for their next chapter. Whether you are a candidate exploring new opportunities or a company trying to understand why your US hiring isn't working, you're in the right place.
— FOR CANDIDATES
Looking for your next role in a German-owned US company?
Many of the best positions in DACH-owned US subsidiaries are never publicly posted. They are filled through relationships — discreetly, deliberately, and with the right match in mind.
If you are a senior or mid-level professional with experience in (or curiosity about) working within a European corporate structure, we would like to know you. We maintain an active network of candidates across the US and bring relevant opportunities to the right people — not the other way around.
What working with us looks like:
- A confidential conversation about your background, goals, and what you're looking for
- Honest guidance on roles that are a genuine fit — we don't submit candidates speculatively
- Preparation and context before every interview, including insight into the company culture
- Support through the offer stage and into onboarding
View our current open positions →
— FOR COMPANIES
Why hiring in the US is harder than it looks — and what to do about it
When German companies hire in the US, they often discover that familiar processes don't transfer well. Here are the seven most common friction points — and what they mean for your search.
1. Speed and Flexibility Expectations US candidates move fast and expect the same in return. A three-week gap between interview rounds can cost you a finalist. Decisions need to be delegated closer to the search — not held at the German parent.
2. Communication Style and Candidate Experience American applicants respond to enthusiasm and clarity. A job description written for a German audience — precise, duty-focused, modest — can read as cold or uninspiring in the US market. How you present a role matters as much as what the role is.
3. Different Views on Job Security and Employment Frequent job changes are normal in the US and carry no stigma. German hiring managers who filter out candidates with multiple short tenures are often filtering out the best people. Context matters — we help you read American résumés accurately.
4. Compensation Transparency and Negotiation US candidates expect a salary range early in the process — ideally in the first conversation. Withholding this information doesn't protect your negotiating position; it signals disorganization and costs you candidates. Total compensation (base, bonus, benefits, 401(k), PTO) needs to be clearly structured and ready to present.
5. Employer Brand Recognition A household name in Stuttgart may be completely unknown in Charlotte or Chicago. Your employer brand has to be built intentionally in the US market. We help bridge that gap — representing your company with context and credibility to candidates who wouldn't otherwise know you.
6. Leadership and Work Culture Differences American employees expect more direct feedback, clearer autonomy, and faster recognition. German managers new to US leadership often underestimate how much these expectations differ — and how quickly unmet expectations lead to turnover.
7. Legal and Compliance Complexities Employment law in the US operates at the state level — which means 50 different frameworks, not one. From at-will employment to paid leave requirements to non-compete enforceability, the rules differ significantly from what German HR teams are used to. We help you navigate this landscape before it becomes a problem. workplace dynamics differ, affecting how candidates evaluate employers.
Have questions about your US hiring strategy? Contact us or schedule a call.