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Scale & International Expansion

Scale the teamas the company enters new markets.

For Series A to Series D companies building a function, opening the US, establishing a first regional leader, or absorbing a hiring spike after funding.

International growth

Four regions

  1. United States
  2. Canada
  3. EMEA
  4. APAC

  1. Where the team should be built

    Geography, the talent pool, and whether the hire sits at headquarters or in the new market.

  2. The first local leader

    A mandate that is credible in that market, and a clear picture of the first year.

  3. The rest of the function

    The hires that follow, in an order that keeps the motion coherent.

A team meeting beside a screen showing markets across the world.
International growthA working session across markets.
Range
Series A to Series D
Move
Open a market
First hire
Regional leader
Coverage
US · Canada · EMEA · APAC

The situation

Growth changes what the next hire has to do.

The company may already have some internal capability. The gap is often leadership, a new market, or more volume than the current team can run well.

  1. A function has to grow up

    Sales, product, engineering or customer teams need a different profile than the one that got the company here.

  2. A new market is not a copy of home

    The first US, EMEA or APAC leader has to be credible there, not only familiar to the founding team.

  3. Hiring volume rises faster than the process

    Funding creates a spike. Quality drops when every search is improvised.

  4. Internal Talent needs a partner

    Some searches need extra senior capacity rather than another junior recruiter.

How JPS works

Market entry and function building, together.

JPS helps the company decide where to hire, what level the market will bear, and how to run the search without slowing the business down.

  1. Where the team should be built

    Geography, talent pool and the trade-off between headquarters and the new market.

  2. The first local leader

    The mandate, the companies to target and what success looks like in the first year.

  3. The rest of the function

    The hires that follow, and the order that keeps the motion coherent.

  4. Hiring maturity

    Scorecards, interviews and decision rights that the growing team can actually use.

  • United States
  • Canada
  • EMEA
  • APAC

Talk to JPS

Discuss your next hire.

The conversation can start with the business problem. The job description does not need to be finished.

Schedule a conversation