It’s becoming increasingly popular for UK recruiters to tap into the US market — whether that’s relocating across the pond or working remotely from the UK.
So what’s the attraction?
Market Saturation: A Much Bigger Pond
According to recent industry data, there are around 28,000 registered recruitment agencies in the UK compared to approximately 12,500 in the US.
To put that into context, the US is roughly 40 times larger than the UK by landmass and has a population of over 330 million compared to around 67 million in the UK. Despite being vastly larger, the US has fewer agencies — meaning significantly less market saturation.
For recruiters used to operating in the highly competitive UK market, the US can feel like open territory with more space to grow.
The Revenue Powerhouse
The US sits at number one for revenue generation in the global recruitment industry.
Growth projections suggest the North American recruitment market will reach approximately $181–$183 billion in 2026, equating to around 36% of the total global market share.
That’s a huge slice of the pie — and one that’s hard to ignore.
Bigger Salaries, Bigger Fees
Everything really is bigger in America.
Higher base salaries mean higher placement fees. Higher contractor pay rates mean larger margins. In many sectors, recruiters can bill significantly more for the same level of work.
When the input (your time and effort) remains largely the same but the output (your commission) increases, it’s no surprise that interest in the US market continues to grow.
Speed of Hiring: “At-Will” Employment
One of the biggest structural differences between the two markets is notice periods.
In the UK, notice periods are typically one month, but can extend to three or even six months for senior professionals. This slows down hiring processes and delays fee generation.
In the US, employment is generally governed by “at-will” employment. This means either the employer or the employee can terminate the relationship at any time, for any lawful reason.
The impact for recruiters?
- More movement
- Faster hiring cycles
- Potential to generate revenue within the same month as placement
That acceleration can dramatically improve cash flow and monthly billing performance.
Are There Any Downsides?
As attractive as the US market may be, there are important considerations before diving in.
Time Zones = Longer Days
The US has four main time zones (excluding Alaska and Hawaii). Depending on which states you’re targeting, you could be working anywhere from 5 to 8 hours behind UK time.
If your standard UK office hours are 8:30am–5:30pm and you’re then speaking to West Coast clients in the evening, your working day can quickly become extended.
Without boundaries, it’s easy for remote US recruitment to turn into 12-hour days.
Market Differences by Sector
Each market has its nuances.
Construction involves different qualifications, building regulations, codes, and materials. Healthcare has entirely different licensing and compliance structures. Contract recruitment operates differently, particularly when it comes to contractor payrolling, benefits, and taxation.
Research is essential. The fundamentals of recruitment remain the same, but the operational detail can vary significantly.
50 States, 50 Markets
The United States isn’t one uniform market — it’s 50 individual states, each with its own economic drivers, legislation, and industry strengths.
You’re unlikely to work nationwide from day one. It’s far more strategic to specialise geographically.
- Tech has major hubs in California
- Renewable energy is strong in Texas
- Legal and financial services dominate in New York
Choosing the right location for your sector can significantly impact your success.
Language & Credibility
Subtle language differences matter.
- “Holiday” (UK) becomes “vacation” (US)
- “CV” becomes “resume”
- “Recruitment” often becomes “staffing” or “headhunting”
Using American-English terminology improves credibility and helps build rapport with clients and candidates alike.
So, Is It Worth It?
For many recruiters, the US represents:
- Less saturation
- Higher earning potential
- Faster deal cycles
- A larger total addressable market
But it also requires:
- Adaptability
- Market research
- Strategic geographic focus
- Willingness to manage time zone challenges
The fundamentals of recruitment don’t change — relationships, resilience, and revenue generation remain key. But the scale of opportunity in the US is undeniably compelling.
About the Author – Alexi Heideman
Alexi Heidemann is Head of New Investments at SSG Recruitment Partnerships and a podcast host. He helps high-performing recruiters in the UK and US launch and grow their own agencies with SSG’s investment and strategic support.
Ready for a change? Find high-quality Rec2Rec opportunities with top agencies.