1. Decide what belongs in the US role.
Is the appointment accountable for a full business, a regional sales organisation or the development of a new market? Specify the channels, budget, team and decisions that belong to the role. Establish what remains with the global headquarters.
2. Separate market knowledge from a familiar employer.
A candidate’s previous company may be relevant, but it is not the whole evidence. Examine the customer channels they have managed, the scale of their responsibility and their contribution to the result. A leader who inherited a large business may have a different profile from someone who built one.
3. Agree the relationship with headquarters.
Set out reporting lines, commercial authority and the decisions that require wider approval. For a European brand appointing US leadership, clarify how the person will influence product, marketing, inventory and investment while remaining accountable for the local business.
4. Choose the talent market deliberately.
The hiring location and the talent pool are not always identical. The relevant leaders for beauty, fashion or home furnishings may be spread across different markets. Define any location requirement and the reason for it before narrowing the research.
5. Assess transferability.
Ask what will differ from the candidate’s previous environment. Consider ownership, team resources, brand awareness, distribution and the maturity of the business. Look for a reasoned view of those differences, supported by examples of adapting to a new context.
6. Set expectations for the first phase.
Agree which decisions need attention first, what information is available and how the board or founder will review progress. The search brief should make those expectations explicit before the final selection, rather than leaving them for the new leader to discover.
When a market map helps
If the remit is still uncertain, a scoped leadership market map can show where relevant capability sits and how comparable roles are framed. It can inform the decision before a retained search is commissioned.