The hiring differences in the United States and Europe:

United States 

Europe 

Labor Laws 

Employs “at-will” employment, allowing termination by either party with little notice (unless for illegal discrimination). The legal framework offers more flexibility for employers. 

Labor Laws 

Laws are generally more employee-protective, with stricter regulations on hiring and termination, requiring valid reasons for dismissal and often involving longer notice periods (1-3 months or more). 

Hiring Speed 

The process is typically fast-paced, with quick interviews and rapid decision-making tied to a fluid labor market. 

Hiring Speed 

The process generally takes longer, involving more stages and deliberation due to a focus on fit and job security. 

Benefits 

Benefits like health insurance and retirement plans are often competitive tools offered by employers and vary widely by company. Paid time off is generally low (around 10-15 days a year) and not federally mandated. 

Benefits 

Benefits are often mandated by law and more comprehensive, including state-backed healthcare/pensions, generous paid vacation (20-36 days), and extensive parental leave. 

Compensation 

Salaries are often higher, and salary negotiation is common and expected. Stock options and equity are more common, especially in tech and SaaS. 

Compensation 

Salaries may be lower for comparable positions, and negotiation is less prevalent (especially for entry-level roles) as pay is often based on established scales. 

Documents 

A concise, typically one-page resume is standard. 

Documents 

A more detailed Curriculum Vitae (CV) is the norm. In some regions, it is customary to include an applicant photo (not usually done in the US). 

Culture 

Emphasizes individual achievements, self-promotion, and an entrepreneurial spirit. The workplace culture is often less formal. 

Culture 

Focuses more on teamwork, work-life balance, job security, and adherence to procedures. Workplaces can be more formal and hierarchical, especially in countries like Germany and France. 

Interviewing 

Interviews are relatively informal, with emphasis on company culture fit and behavioral questions. Thank-you notes are standard practice. 

Interviewing 

Interviews often have a more formal structure, utilizing competency-based questions. There are strict rules (e.g., GDPR) about data privacy and “out of bounds” interview questions (e.g., age, family status). 

Employment Offer 

An offer letter is standard; it is a brief, less formal document that is generally not a binding contract but explicitly states “at-will” employment.  

Employment Offer 

A comprehensive, legally binding employment contract is standard. It details extensive, legally mandated terms and provides a high degree of job security, as termination usually requires “just cause.” 

Onboarding Forms 

Focused on two essential federal forms: the I-9 (Employment Eligibility Verification) and the W-4 (Federal Tax Withholding), both mandatory for compliance.  

Onboarding Forms 

The process focuses on collecting data according to strict GDPR privacy laws and ensuring compliance with detailed, country-specific labor regulations and collective bargaining agreements, with less emphasis on specific, universal federal forms like in the US.