Guest authored by FACC-NY member Lynda Stien, Founder – Linman & Associates
Hiring in a new market is not just a logistical step, it’s a chance to build local expertise, deepen your understanding of customer expectations, and anchor your brand through people. For French food companies expanding to the United States, assembling the right team early on makes a real difference. While recruitment fundamentals are universal, the methods, pace, and cultural codes often diverge. Knowing where and how to adjust is key.
France vs. US: Subtle shifts that matter
In the US, hiring decisions tend to focus on individual achievements, leadership potential, and a results-driven mindset. Candidates are expected to articulate their impact clearly and adopt a confident, forward-looking posture in interviews. French companies may place greater value on technical mastery, collective performance, or career longevity.
Recruitment speed is another differentiator. US candidates generally expect a structured but swift process, often lasting 3 to 4 weeks. Slower timelines can signal indecision and increase the risk of losing strong talent to more agile employers.
Key roles to prioritize
For French food companies launching or scaling a US entity, some positions bring early operational leverage and long-term strategic value:
. Sales Director or Commercial Lead: Look for local profiles with strong networks in retail or foodservice. They offer insights into buyer behavior and can adapt your positioning to market expectations.
. Quality Assurance Manager: With US food safety regulations, labeling rules, and compliance practices differing from those in Europe, this role is crucial for both operational continuity and brand reputation.
. Operations or Supply Chain Manager: Coordinating warehousing, logistics, or co-packing from abroad can create friction. A locally based manager provides responsiveness and day-to-day oversight.
Structuring an effective and localized hiring process
To structure an effective recruitment process from abroad, clarity and localization are essential. That means more than translating a job description. It’s about clearly expressing what you expect in terms of autonomy, leadership, and collaboration, and aligning those expectations with how work is done in the US context. Structured interviews help ensure consistency and objectivity, especially across cultures.
Incorporating personality assessments can also add value. These tools offer a complementary perspective on soft skills, team dynamics, and leadership style, elements that are often harder to evaluate at a distance. And working with a recruitment partner on the ground, who knows the market, understands the cultural nuances, and operates in the right time zone, can significantly increase both speed and accuracy.
A real-life example
We recently supported a French snack brand in launching its first US base. They were looking for a Country Manager with both commercial expertise and the ability to connect two cultures. The selected candidate had previous experience growing European brands in the US and quickly became the operational bridge between HQ and the local market. Within a few months, the team adapted its packaging to US standards, secured initial listings, and streamlined its logistics network with a domestic partner.
Curious how international recruitment could support your own US journey? Let’s connect.
Author Bio
Lynda Stien is the founder of Linman & Associés, an executive search firm specialized in international recruitment for the food industry. With offices in Los Angeles, Miami and Paris, the firm supports companies in building agile, cross-cultural teams aligned with their growth ambitions. More at www.linmanetassocies.com.
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