Vice President - US

£80,000 £85,000 Basic + 25% Personal Commission + Team Bonus + Growth Shares

You've already proved you can build a US recruitment desk. Perhaps you've built a $300k+ personal book. You're managing a few recruiters. You've developed clients, learned how to navigate the US market and you're now responsible for more than simply your own number.

But there's a point where the next promotion doesn't fundamentally change anything. You get a bigger title. A larger target. A few more people. The business you're creating value in still belongs entirely to somebody else.

This opportunity is different. You'll take leadership of an existing five-person US Property & Construction recruitment team , with active clients, live mandates and an established search methodology that already sees approximately half of its assignments delivered on a retained basis.

The investment is committed. The three-year ambition is to grow to approximately 20 recruiters , establish a physical US office and build a significant specialist recruitment business spanning both sides of the Atlantic.

And if you're the person who helps create that growth, there is a defined growth-share opportunity allowing you to participate in the value you've helped build.

You'll join at Vice President level , taking day-to-day leadership of an established team of five recruiters focused exclusively on the US market.

This isn't a turnaround and it isn't a cold start. There are existing clients, current vacancies, established candidate relationships and a recruitment proposition already operating successfully across Property and Construction .

The business works with organisations including:

with appointments spanning professional, leadership and executive levels.

Typical searches include:

Average permanent fees are approximately £25,000 , with around 50% of current assignments undertaken on a retained basis .

That's important. The ambition isn't to create a high-volume contingent recruitment floor chasing every vacancy available in America.

The business has developed its own methodology for winning and delivering retained work and wants to build a sophisticated US recruitment and search operation capable of developing deeper, higher-value client relationships.

You'll remain a player-manager initially, with expected personal production of at least $300,000 annually alongside responsibility for team performance and growth.

But your remit goes considerably further than managing five people and hitting this year's target.

You'll have genuine input into:

The current team operates nationally, with particular traction in New York and Texas , but the future map isn't predetermined.

If you can identify a stronger opportunity elsewhere, you can build it. If an existing market warrants further specialisation, you can divide it. If the commercial case supports additional headcount, the owner is prepared to invest ahead of revenue rather than waiting until the team is overloaded before approving another hire.

And you'll be expected to get into the market physically. US travel is actively encouraged, with approximately quarterly trips anticipated to develop clients, deepen relationships and build the operation on the ground.

This is an established boutique executive recruitment business with a strong track record across professional and senior appointments. Its style sits closer to search and specialist consultancy than traditional volume recruitment .

The environment is mature and highly commercial. Experienced recruiters are expected to know how to run their markets without being managed through arbitrary call volumes and activity for activity's sake.

Performance matters. So do reputation, market knowledge and the quality of the relationship with the client.

That philosophy is reflected particularly strongly in the US operation, where around half of assignments are already retained.

The owner is personally committed to the US market and is now prepared to make a significant investment in taking it to the next stage.

You'll have the backing of established finance, marketing, operations, CRM/data and training infrastructure , without having to create those functions yourself.

And this is not a business asking its new VP to prove the concept before it commits. The owner is prepared to invest ahead of revenue in people, resources and US travel.

That's an important distinction for someone being asked to build. Because autonomy without capital isn't really autonomy.

Here, you'll have both.

You'll already know the US recruitment market. This isn't intended as somebody's first experiment with America.

You'll bring at least five years' experience recruiting into US Property, Construction or a closely related Engineering market , alongside an established personal billing history and previous management responsibility.

As a guide, you're likely to be someone currently:

You don't necessarily need to arrive with a large retained-search portfolio. But you should be commercially sophisticated enough to understand why moving clients towards a retained relationship creates a better recruitment business, and be capable of adopting an established methodology for doing it.

More importantly, you're probably reaching the stage where personal billing alone isn't enough . You may already have built a successful US desk for someone else.

Perhaps you've progressed into management only to discover you're one of numerous managers sitting beneath several more layers of leadership. You might have plenty of responsibility but little genuine influence over investment, hiring or strategy.

Or you've realised that if you spend the next three years building a significantly larger operation, you'd quite like some participation in the value you're creating.

Starting your own agency would solve the ownership problem. It would also mean funding it, building the infrastructure, hiring from zero, developing a brand and carrying all of the risk yourself.

This offers another route.