Back the leader who runs your EMEA business

• You've hired or promoted someone to lead EMEA, and no one at headquarters has run the region
• EMEA forecasts, hiring plans or deal approvals keep stalling between time zones
• Your EMEA leader is strong but new to running a region, often stepping up from a mid-level role at a larger tech company
• A failed EMEA hire would cost you a year you can't afford

• Market reality. How buying, contracting and selling differ across EMEA countries, and what that means for the plan.
• Building the team. Hiring the first country leaders, structuring territories, and working with your HR and legal advisers on local employment practice.
• Managing up. Forecast calls, business reviews and investment cases that land with US leadership.
• Leading at regional scale. Owning a P&L, working with channel partners, and keeping pace across time zones.
• The personal step-up. The first 90 days, credibility with peers, and a leadership style that works across cultures.

1. Month 1
   Kick-off. A three-way session with your EMEA leader and their US manager to agree success measures and a plan for the first 90 days.
2. Months 1–6
   Mentoring. Fortnightly confidential 60-minute sessions, plus short-notice support for critical moments.
3. Months 3 and 6
   Progress reviews. Three-way check-ins on progress against the agreed measures. What is said in mentoring stays confidential.

• Company-sponsored. The US company funds the programme and joins the progress reviews. This is how most leaders join.
• Self-funded. EMEA leaders can also work with us directly and confidentially.

Liam Halpin led LinkedIn Sales Solutions across EMEA and LATAM for six years, reporting to US leadership. He grew the region sixfold and also ran North America on an interim basis.

He has been on both ends of the transatlantic call and knows what each side needs from the other.