The problem
Too foreign for the local job.
Too far away for the American one.
You are not an anomaly. You are a category — and nobody has ever built a recruiter for it.
Local firms read your resume as a foreigner’s and move on.
US companies read your address and stop.
No job board finds you. “Worked inside the US market, lives in Europe” is not a field anyone indexes, so no search returns you and no vendor sells the list.
That gap is the whole reason this exists.
The money, straight
More than the local market pays. Less than San Francisco.
Base salary, tech, 2026. Market rate for the same title, by country.
A European employer pays European. A US employer hiring here pays above local market and below their domestic number — that gap is the reason the job exists.
We ask what you earn now, what you’d move for, and what you’d turn down. Then we tell you the range before you spend an hour on an interview.
That is what sits between the local rate and a US-facing one for this role, depending on which country you are in. Every month at the local rate is that, and it doesn’t come back.
Who's paying the premium
Two kinds of company, one reason.
Roles we run
Why join
What the pool actually gets you.
2,840 US experts in the pool already
Roles before they exist anywhere else.
Every search we open goes to the pool first. Most never go anywhere else at all.
The money before the interview.
We tell you the range, the structure and the currency before you spend an evening preparing. If the number doesn’t work, we say so and stop.
You never negotiate alone.
We carry the money conversation with the employer. We know their ceiling. You don’t have to guess at it in a room by yourself.
Your resume goes nowhere without your say-so.
We name the company to you and agree the role before anything is sent. No mass submissions. No resume database.
People in this pool have worked at
Who we look for
Five things. We’re straight about all of them.
The wrong fit costs you a year and costs us a week.
You can work where you live, without sponsorship.
The route is yours and we never ask which one. We don’t sponsor visas and we don’t place people who need one.
You’ve operated inside or into the US market.
Sold to American buyers, shipped inside an American engineering team, or built for a US-regulated market. What matters is what you’ve done, not the passport you hold. A dual national who ran US enterprise sales qualifies. So does a Brit who spent a decade inside an American company.
You hold US hours.
For customer-facing roles that means your afternoon and evening — from Lisbon, Dublin, Madrid or Porto, roughly 1pm to 9pm with a New York team. Engineering and RevOps rarely need it. We tell you which kind of role we’re putting you in before you interview, never after.
You’re open on how the money arrives.
Some companies can put you on local payroll. Some can only do a contract or an employer of record. If you’ll accept exactly one structure, we can bring you a fraction of what exists. Tell us your real limits and we’ll work inside them.
You still want the next thing.
The companies we work with are usually hiring their first person in a market. There’s no map, no playbook and nobody above you who has done it here. That suits people who are still building something. It’s a poor fit for anyone looking to coast, and we’d rather say so now.
Live where you want. Work when it counts.
Hours a day live with Eastern Time.
What happens
Six steps, and you can stop at any of them.
We talk.
Twenty minutes. What you've done, where you are, what you'll accept.
We're straight about fit.
If we don't have something for you, we say so. If we think you're a fit for something later, we'll say when.
We pitch you the role before you apply to anything.
The company, the money, the structure, the hours. You decide whether it's worth your time.
We prepare you.
What the company cares about, who you're meeting, what they'll press on.
We debrief you within 24 hours.
Both directions. You'll know where you stand.
We carry the money conversation.
You never negotiate your own salary against the employer. That's our job, and we're better at it because we know their ceiling.
Why we say no
We turn down more people than we take on.
You'll hear it from us directly, with the reason, inside a week. Nobody benefits from being kept warm.
You need sponsorship where you live
We place people who already have the right to work. If your status depends on a company sponsoring you, we are the wrong route and we will tell you in the first ten minutes rather than the ninth week.
You moved to Europe to slow down
That is a legitimate choice and we are not going to argue with it. It is also incompatible with a role that pays an American premium for American pace, and putting you in one ends badly for you first.
The role needs your night, not your afternoon
Central Europe to a West Coast team is a 5pm-to-1am shift. Almost nobody holds it past month seven. When the geography does not work we tell the company, not you, that the search is wrong.
You are already leaving
If you are eighteen months from moving home, say so. Some roles will not care. A company hiring its first person in your country will, and we would rather find you something honest than something short.
The room
We’re building a Slack for people who’ve worked inside the US market, living in Europe.
Roles get posted there before they go anywhere else.
A network of senior people who’ve worked inside the US market, living and working across Europe.
Open to anyone in the pool.
A channel for the thing nobody explains properly: local contract versus contractor versus employer of record, and what each one does to what actually lands in your account.
Questions
What candidates ask us first.
No. Two things matter: you have worked inside or into the US market, and you can work where you live without sponsorship. Most of this pool holds a US passport. That is not the test.
Compared with a US base in San Francisco or New York, usually yes. Compared with the local rate for your title where you live, it is a raise of a quarter to two-fifths. We show you both numbers on the first call and let you decide which one is the honest comparison for your life.
Depends on the structure. A local employment contract pays in local currency with local benefits and contributions. A contract or employer-of-record arrangement can pay in euros, dollars or pounds. We tell you which one an offer uses before you interview.
Almost always your afternoon and early evening — the overlap with your buyer's day. From Lisbon, Dublin, Madrid or Porto that is roughly 1pm to 9pm local with a New York team — a full eight-hour working day together. Central Europe runs an hour later. We don't place people into 5pm-to-1am shifts; nobody sustains them.
No, ever. Companies pay a fixed fee for the search. That is also why we won't pad your resume to get you hired: our reputation is with both sides.
It stays with us. We name the company to you and agree the role before anything is sent, and we brief you on who you're meeting and what they're nervous about. No mass submissions, no resume databases.
Tell us. Some roles don’t mind, and for those it changes nothing. For a company hiring their first person in Europe it matters a great deal, and putting you there anyway would waste a year of your life and all of our credibility.
Yes, and it stays free. Companies pay us for searches. You are not the product and your details are not for sale.
Most people on the list aren’t. That’s what a list is for — you hear what exists and you decide. Nobody gets chased.
We email when a role fits you, and once a month with comp data. That’s it. One click to leave, no hard feelings.