TalentHub’s US vs. European GTM Playbook: Adapting Sales Strategies Across Markets

TalentHub’s US vs. European GTM Playbook: Adapting Sales Strategies Across Markets

Success in your home market doesn’t guarantee international success. For Copenhagen-based TalentHub, expanding from Europe to the US meant discovering and adapting to subtle but crucial differences in how enterprises make buying decisions.

In a recent episode of Category Visionaries, TalentHub CEO Daniel Birkholm shared insights from their international expansion journey, revealing how they’ve adapted their GTM strategy while maintaining consistency in their core value proposition.

The Core Strategy That Travels

Before examining the differences, it’s important to understand what remains constant. TalentHub targets “bigger companies with several recruiters hiring manager driven approach to recruitment, where you have a centralized talent acquisition team that are responsible for the recruitment process, but where the execution can be in several departments, several countries.”

This focus on complex, distributed recruitment processes resonates in both markets, as large enterprises everywhere struggle with the same fundamental challenge: how to maintain consistency and quality in candidate experience across multiple locations and departments.

US Market: Faster Decisions, Shorter Cycles

The most striking difference TalentHub discovered was in decision-making speed. As Daniel explains, “I think the US market might be a bit quicker at actually deciding, to be honest, to implement our product. We have a bit shorter sales cycles in the US than we have in Europe.”

This faster decision cycle has significant implications for resource allocation and sales strategy. While European sales might require more touch points and longer nurturing periods, US enterprises often move more quickly from initial contact to implementation.

Adapting the Sales Approach

TalentHub’s sales strategy has evolved based on these regional differences. Their approach has been heavily outbound-focused, as Daniel acknowledges: “Maybe also because of the book that I mentioned in the beginning, we have focused a lot of on outbound and have been really aggressive on pitching to customers.”

However, this intense focus on outbound has revealed a need for channel diversification: “I think that because that have been the focus, we haven’t really put that much focus and succeeded that much with inbound in our go to market.” This insight is driving changes in their approach to both markets.

Building for Global Scale

TalentHub’s platform is already used across 160 countries, demonstrating the global appeal of their solution. Their growth trajectory – “We more or less tripled our growth the first year. The past year here we have doubled it” – suggests their ability to adapt to different markets while maintaining rapid expansion.

The Next Phase of Expansion

Looking ahead, Daniel envisions a deeper US presence: “Most likely or hopefully we would have raised both series A and B. That means that we would be much bigger than we are today. And as a part of this, I expect us to have foot on the ground in the US. Maybe I’m even there myself.”

This planned expansion reflects both the opportunity and the necessity of having local presence to fully capitalize on market differences. As Daniel notes, they’re already “onboarding is it a handful of US customers on a monthly basis right now,” indicating strong product-market fit in the US.

Key Lessons for International Expansion

TalentHub’s experience offers several crucial insights for B2B founders planning international expansion:

1. Recognize Decision Speed Differences: Understanding and adapting to different decision-making timelines is crucial for resource allocation and pipeline management.
2. Maintain Core Focus: While adapting to regional differences, keep your fundamental value proposition consistent.
3. Balance Channel Strategy: Don’t let success in one channel (like outbound) prevent you from developing others that might be more effective in different markets.
4. Plan for Local Presence: Even with a global product, having “feet on the ground” in major markets can accelerate growth.
5. Learn from Early Adopters: Use initial customers in new markets to understand regional nuances and adapt accordingly.

For B2B founders, TalentHub’s experience demonstrates that successful international expansion requires more than just translating your sales materials or adapting to time zones. It requires a nuanced understanding of how different markets make decisions, while maintaining the core value proposition that made you successful in your home market.