😨 Read this if you're scared to hire overseas talent

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Every so often I bump into successful agency owners who are afraid to hire overseas.

They know they could be saving upwards of tens of thousands of dollars per month, but they’re scared they won’t be able to close the perceived “culture gap.”

I’ve helped dozens and dozens of agencies hire overseas.

If you’re worried about the culture gap,  here’s a straightforward hack that can make a world of difference: focus on candidates who have lived or worked in the United States already.

Why This Works

Here’s the beauty of hiring people with U.S. experience: these candidates bring both worlds to the table. They understand U.S. work norms and, at the same time, bring unique insights from their home country’s talent market.

People who have lived and worked in the U.S. understand what Western clients expect. Many of them are fluent in American business etiquette, familiar with U.S. workflows, and have first-hand experience navigating its endless layers of bureaucracy.

If your goal is to hire high-agency people, you can’t get a better filter than looking for folks who successfully navigated the quagmire of US immigration policy.

Practical Benefits of Hiring Overseas Candidates with U.S. Experience

Practical Benefits of Hiring Overseas Candidates with U.S. Experience

• Built-in Adaptability: Candidates who have successfully adapted to working and living in a different country bring a high level of resilience and adaptability—qualities that make them adept at remote collaboration and open to new ways of working.
  

• Easy Integration into Your Team: These candidates are familiar with U.S. business standards, making it easier for them to integrate into your workflows and team culture. They understand everything from meeting etiquette to communication styles, which reduces the learning curve.
  

• Confidence for You: Knowing your overseas hire has already succeeded in a U.S. work environment can give you the confidence that they can meet your agency’s standards and thrive within your operations.

Why Some Talent Leaves the U.S.

Sometimes people ask me “If this talent really is so good, why don’t they stay in the US?” it’s a fair question, but it lacks context. For many folks in Eastern Europe, family comes first. All the money in the world wouldn’t be enough for them to leave behind an aging parent or grandparent permanently. For others, they prefer the lifestyle that their home country affords. They aren’t leaving due to performance issues or fit problems; they prioritize family, cultural connections, or cost of living. This often means you’re getting the best of both worlds—a talented professional with the experience and skills to meet your standards, without the overhead of a U.S.-based hire.

How to Find Candidates with U.S. Experience

Unfortunately, there’s no easy way to filter out candidates who have lived and worked in the US but who currently live in an Eastern European country. You have to cast a wide net to pull in high-quality candidates and then filter by those who meet this criterion.

This is why working with a company like Go Carpathian can be so helpful. We have teams of recruiters constantly building out talent networks. From this network, we can easily find all sorts of hyper-specific candidates that most people couldn’t find on their own (except through sheer luck!)

If you’re interested in a free audit of your current org structure and how Eastern European talent could save you money AND raise the quality of service to your clients, tap the link below to meet with one of my recruiting specialists.

—> Interested in learning more? Click here to book a free consultation with one of my recruiting specialists < —

Until next time,

Nathan

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