French companies looking to expand into the UK have several options for building their local team. They can recruit directly, work with a specialist recruitment partner, or combine internal hiring with local recruitment and employment support.

However, finding the right candidate is only one part of the process.

Before making an appointment, a French company must also determine how that employee will be legally employed, paid and supported in the UK. Depending on the company's existing structure and long-term plans, this could involve:

• employing the individual through an existing UK subsidiary;
• establishing an appropriate UK payroll arrangement as an overseas employer; or
• using an Employer of Record (EOR) while the UK operation is being established or tested.

For a company entering the UK market for the first time, recruitment should therefore be viewed as part of a wider market-entry strategy.

The objective is not simply to find a qualified candidate. It is to appoint someone whose experience, responsibilities and employment structure support the company's commercial objectives in the UK.

Key Takeaways

• The UK recruitment market has softened in 2026, creating a broader candidate pool in some sectors, although experienced commercial, technical and leadership talent remains competitive.
• UK salary expectations vary significantly by sector, seniority and location. London should not automatically be used as the benchmark for the whole country.
• Candidates assess more than salary. Benefits, flexibility, career progression, company reputation and the credibility of the UK business plan can all influence their decision.
• Recruitment agencies can source and assess candidates, but the employer remains responsible for ensuring the appropriate employment structure, right-to-work checks and ongoing compliance.
• The cost of employing someone in the UK goes beyond base salary and recruitment fees. Employers must also consider National Insurance, pension contributions, benefits, payroll, HR administration and other employment costs.
• From 1 January 2027, the qualifying period for ordinary unfair-dismissal protection will reduce from two years to six months in England, Scotland and Wales. These changes do not apply in Northern Ireland, where employment legislation is separate.
• The first UK hire should be designed around the company's commercial objectives, the level of local autonomy required and the team the business expects to build over the following 12 to 24 months.
  
  

What Is the UK Recruitment Market Like in 2026?

The UK hiring market has become more balanced during 2026.

According to the Office for National Statistics (ONS), there were approximately 707,000 vacancies in the UK between May and July 2026, down 2.7% compared with the same period a year earlier. Separately, the ONS reported approximately 2.5 unemployed people for every vacancy between April and June 2026. These figures relate to different reference periods and should therefore not be interpreted as a single-period measure.

For employers, this generally means a broader candidate pool and less pressure than during the tightest periods of the post-pandemic labour market.

However, a softer labour market does not mean that every position is easy to fill.

Candidates with strong UK customer networks, specialist technical expertise, proven leadership experience or a track record of building international businesses remain highly valuable.

French companies should therefore avoid two assumptions:

• That a translated French job description and a Paris-based salary benchmark will automatically work in the UK.
• That a softer recruitment market makes speed, positioning and candidate experience less important.

Strong candidates continue to assess the quality of the opportunity, the authority attached to the role, the credibility of the company's UK strategy and how quickly the employer can make a decision.

For French companies entering the UK, understanding these expectations before launching a recruitment campaign can significantly improve both the quality and speed of hiring.

Which UK Roles Do French Companies Commonly Recruit?

The right first hire depends on the company's stage of development and objectives in the UK.

Sales and Business Development

Common appointments include:

• Sales Director
• Sales Manager
• Business Development Manager
• Key Account Manager
• Account Executive
• Business Development Representative

For these roles, UK market knowledge and existing commercial relationships can be as important as sector experience.

The assessment should consider whether the candidate can:

• develop relationships with UK customers and partners;
• create a pipeline where brand awareness is still limited;
• understand local buying processes;
• operate independently;
• represent the French parent company effectively; and
• report clearly on UK commercial performance.

Country and General Management

A Country Manager or General Manager may be appropriate when the employee is expected to lead the UK market rather than perform a narrowly defined sales role.

Before starting the search, the company should establish exactly what authority the position will have.

For example, will the Country Manager be responsible for:

• pricing;
• partnerships;
• recruitment;
• budgets;
• customer relationships;
• local marketing; and
• UK business strategy?

A senior title without corresponding decision-making authority can create frustration for both the employee and headquarters.

Operational and Specialist Positions

As the UK business develops, additional recruitment needs may include:

• operations and project management;
• technical and engineering positions;
• finance and administration;
• marketing and customer service; and
• HR and people support.

The recruitment strategy should consider what the UK organisation may need to look like over the next 12 to 24 months, rather than treating each vacancy as an isolated hire.

How Does Recruitment in the UK Differ from France?

French and UK recruitment processes share many similarities, but differences in candidate expectations and working practices can affect the success of a recruitment campaign.

1. Clear Scope and Decision-Making Authority

UK candidates generally expect a clear explanation of the role, reporting line, objectives and overall package.

This becomes particularly important for senior appointments. A title such as "Country Manager" or "Managing Director" can imply significant autonomy, so candidates will want to understand what authority they will actually have.

Before starting the recruitment process, the French headquarters should therefore define the role's responsibilities and decision-making boundaries.

2. Salary and Benefits

Salary expectations vary considerably according to region, industry, seniority and skill set.

London should not automatically be used as the benchmark for Manchester, Birmingham, Bristol, Leeds, Edinburgh or other regional markets.

Candidates will normally consider the complete employment proposition, including:

• base salary;
• bonus or commission;
• pension;
• private medical insurance and other benefits;
• flexible or hybrid working arrangements;
• travel requirements;
• career progression;
• the quality and growth potential of the UK business; and
• the employer's reputation and culture.

Publishing a realistic salary range can also improve candidate confidence and reduce unsuitable applications and unnecessary discussions, even where it is not legally required.

3. Recruitment Speed

A lengthy recruitment process can cause strong candidates to withdraw, particularly when they are already considering other opportunities.

Before launching a search, the French headquarters should agree:

• who will conduct the interviews;
• who has authority to approve the candidate;
• who can approve the compensation package; and
• how quickly a final decision can be made.

A well-defined internal process can be just as important as the external recruitment strategy.

4. Cultural Fit Without Simply Recreating the French Organisation

Cultural alignment matters, but the ideal UK employee should not simply be someone who reproduces the French headquarters' approach.

The employee needs to understand the parent company's expectations while also adapting the commercial and operational approach to the UK market.

For a market-entry hire, this ability to operate between two business cultures can be particularly valuable.

How Does a UK Recruitment Partner Help?

A specialist recruitment partner can support a French company through several stages of the hiring process.

1. Define the Business Requirement

The search should begin with the company's UK objective rather than an inherited job description.

The recruiter should understand:

• the target market;
• customer profile;
• expected commercial or operational results;
• reporting structure;
• location;
• required level of autonomy; and
• desired start date.

2. Benchmark the UK Role

The role title, salary, variable compensation and benefits should be assessed against the relevant UK market.

This helps determine whether the company's expectations and budget are realistic before the recruitment campaign begins.

3. Build and Approach the Candidate Market

Potential candidates can be identified through:

• direct search;
• professional networks;
• recruitment databases;
• advertising; and
• referrals.

Senior and specialist searches often require proactive outreach rather than relying solely on candidates who apply to an advertised position.

4. Assess Candidates Consistently

Screening should go beyond the information presented on a CV.

Relevant considerations may include:

• evidence of previous results and achievements;
• knowledge of the UK market and customer base;
• motivation for joining an international company;
• ability to operate with limited local infrastructure;
• leadership and communication style;
• salary expectations;
• availability; and
• whether immigration sponsorship may be required.

Selection criteria and interview questions should be applied consistently and without unlawful discrimination.

5. Manage Interviews and the Offer

A recruitment partner can coordinate interviews, collect structured feedback and provide market context during the final selection and offer negotiation stages.

This can be particularly valuable when the hiring manager is based in France and has limited familiarity with UK candidate expectations.

6. Connect Recruitment with Employment and Onboarding

Once the candidate is selected, the company must confirm the employment route, contract, payroll, right-to-work process, benefits and onboarding responsibilities.

Leaving these decisions until after the candidate has accepted the offer can delay the start date and create unnecessary administrative risk.

How Can a French Company Employ Its UK Hire?

There is no single employment structure that works for every French company.

The appropriate route depends on factors including the company's existing UK presence, expected duration of operations, level of investment and tax and legal position.

UK Entity

A company with an established or long-term UK operation may employ staff through its own UK subsidiary.

This provides greater local control but also means the company must manage areas such as:

• payroll;
• HR administration;
• tax;
• pensions;
• employment contracts; and
• ongoing employment compliance.

Overseas Employer Arrangement

In some circumstances, an overseas company may employ someone working in the UK without first incorporating a UK subsidiary.

However, the PAYE, National Insurance, tax and wider legal implications need to be reviewed carefully.

Recruiting someone in the UK does not, by itself, establish a compliant employment arrangement.

Employer of Record

An Employer of Record can provide a local employment structure where a French company is not yet ready to establish its own UK entity.

The EOR becomes the legal employer and manages agreed areas such as:

• employment contracts;
• payroll;
• statutory employment administration; and
• certain HR processes.

The French company generally retains responsibility for the employee's day-to-day work and commercial direction.

An EOR can therefore be useful for an initial UK hire, a market-validation phase or a company that wants to establish local operations before creating its own entity.

However, companies should understand the EOR's responsibilities, fees, operating model and any potential transition to their own UK entity before proceeding.

What Does It Cost to Recruit and Employ Someone in the UK?

One of the most important considerations for a French company is the total cost of employment, rather than simply the candidate's advertised salary.

Recruitment fees vary depending on the seniority and scarcity of the position, the search model and the level of service required.

However, the wider employment budget may also include:

• gross salary;
• bonus or sales commission;
• employer's National Insurance;
• employer pension contributions;
• private medical insurance and other benefits;
• car allowance and business expenses;
• payroll and HR administration;
• recruitment or executive-search fees; and
• EOR fees, where applicable.

For the 2026/27 tax year, the standard employer National Insurance rate is 15% above the applicable secondary threshold. The precise cost should be modelled against the proposed package rather than calculated from salary alone.

Companies should also consider the commercial cost of a delayed or unsuccessful hire.

For a Country Manager, Sales Director or other revenue-generating position, the cost of leaving the position vacant can include lost sales opportunities, delayed partnerships and slower market development.

A realistic UK hiring budget should therefore consider both employment costs and the commercial value of the position.

What Right-to-Work Checks Are Required?

Employers must complete the appropriate right-to-work check before employment begins.

Depending on the candidate's nationality and immigration status, the check may involve:

• a Home Office online check;
• an eligible digital identity verification service; or
• a prescribed manual document check.

The employer remains legally responsible for completing the check correctly, even when a recruitment agency or another provider assists with the process.

Where a candidate has time-limited permission to work, a follow-up check may also be required.

What About French and Other EU Nationals?

French and other EU nationals do not automatically have the right to work in the UK simply because of their nationality.

Some may have settled or pre-settled status or another valid immigration permission. Others may require sponsorship.

Right-to-work procedures must be applied consistently. Employers should not reject or treat candidates less favourably because they are not British or because they demonstrate their right to work through a different permitted route.

What Employment Changes Should Companies Prepare for in 2027?

French companies recruiting in the final months of 2026 should already be preparing for employment-law changes taking effect from 1 January 2027 in England, Scotland and Wales.

Northern Ireland is not covered by these changes because it has separate employment legislation.

From 1 January 2027, the qualifying period for protection against ordinary unfair dismissal will be reduced from two years to six months. The qualifying period for requesting written reasons for dismissal will also reduce to six months, while the existing cap on compensatory awards for unfair dismissal will be removed.

For companies hiring now in England, Scotland and Wales, this makes the quality of the recruitment and onboarding process even more important.

Employers should:

• define measurable objectives before recruitment begins;
• use a clear and appropriate employment contract;
• establish a structured onboarding programme;
• set an appropriate probationary period;
• communicate expectations clearly;
• hold regular and documented performance reviews; and
• address performance or conduct concerns promptly, fairly and consistently.

The wider employment reforms are being implemented in stages, so companies should continue reviewing their HR policies and employment arrangements as their UK operations grow.

What Should Be Agreed Before Recruitment Starts?

Before instructing a UK recruitment partner, a French company should be able to answer seven questions:

1. What specific UK business outcome must this person deliver?
2. Is the role primarily focused on sales, market development, operational delivery or general management?
3. Where will the employee be based, and what flexibility will be offered?
4. What salary, variable remuneration and benefits can the company provide?
5. How much decision-making authority will the employee have?
6. Who at the French headquarters will manage the employee and approve key decisions?
7. Will the employee be hired through a UK entity, an overseas-employer arrangement or an EOR?

Clear answers to these questions will help create a stronger candidate profile, improve the quality of the shortlist and reduce delays during the offer process.

How Expandys Supports French Companies Recruiting in the UK

Recruiting a UK employee is often the first operational step in a wider international expansion strategy.

Expandys helps French and international companies connect their recruitment needs with their wider UK market-entry and growth plans.

Our support can include:

• defining the role and UK candidate profile;
• salary and total employment-cost benchmarking;
• targeted searches for sales, management and specialist candidates;
• candidate screening and interview coordination;
• guidance on practical UK employment options;
• Employer of Record, payroll and HR support where appropriate; and
• wider market research, business development and operational support.

The objective is not simply to fill a vacancy.

It is to help the company establish the local leadership, relationships and capabilities required to build a sustainable UK operation.

Frequently Asked Questions

• Can a French company hire an employee directly in the UK? Yes. However, the employment, payroll, tax and compliance arrangements must be structured correctly. The appropriate route will depend on whether the company already has a UK entity, the nature of its UK activities and its longer-term expansion plans.

• Does a French company need a UK recruitment agency? No. A company can recruit directly. Local recruitment support can nevertheless be valuable when the internal team has limited knowledge of UK salaries, candidate expectations, professional networks or employment practices, particularly for senior or specialist positions.

• Can a French company recruit a UK Country Manager or Sales Manager? Yes. A specialist search can identify candidates with UK market knowledge, relevant customer relationships and the ability to work effectively with an overseas headquarters.

• What is the difference between a recruitment agency and an Employer of Record? A recruitment agency helps find and assess candidates. An Employer of Record provides the legal employment structure and manages agreed employment administration such as contracts and payroll. The two services solve different problems and can be used together.

• Can Expandys support a company's first UK hire? Yes. Expandys can support the recruitment process and, where required, help connect the appointment with an appropriate employment structure and wider UK market-development strategy.

Build Your UK Team Around Your Growth Strategy

Your first UK employee can influence customer acquisition, local credibility, operational performance and the speed at which your business establishes itself in the market.

The strongest recruitment strategy therefore starts with the UK business objective and works backwards to the right role, candidate, compensation package and employment model.

For French companies expanding into the UK, a partner that understands both recruitment and cross-border market entry can provide more than a shortlist. It can help build the structure around the appointment so that the new employee is positioned to succeed.

Planning your first or next UK hire? Talk to Expandys about your UK recruitment and employment strategy.