North America
United States and Canada as primary commercial focus — senior operating leads embedded across the growth, talent and transformation pillars.
Full engagement coverage across the United States and Canada, including cross-border operating decisions between the two markets.
PT · MT · CT · ET · AT — overlapping working hours with LATAM, EMEA mornings and APAC evenings.
- English
- French (Canada)
- Spanish (US market segments)
- Legal (US firms and multi-state groups)
- Financial services and wealth
- Technology and SaaS
- Healthcare providers and services
- Hospitality (US metros and Canadian resort markets)
Positioning translated for US buyers, GTM sequenced state-by-state, senior hires mapped against regulated verticals.
Bilingual demand systems, US-facing brand adjustments, executive search across bilingual leadership.
Provincial marketing and hiring boundaries respected; bilingual (EN/FR) coverage where the buyer expects it.
Marketing, sales and RevOps unified across a US-Canada portfolio after platform or bolt-on transactions.
- US market entry for European and LATAM operators
- Category positioning in saturated US verticals
- Talent acquisition in regulated US sectors
- Operating model consolidation post-acquisition
- State- and province-aware marketing and hiring rollouts
Direct hire, executive search and subscription recruiting across US and Canada. Compensation context is drawn from market data and validated with the hiring team. Work authorization and sponsorship remain the employer's responsibility.
Global hiring pathEnglish is the operating language; French-Canadian and US-Spanish adaptations are handled where the buyer or candidate expects them, and are labelled explicitly rather than assumed.
Localization guidanceEntity formation, tax structuring, employment law and regulated licensing are coordinated with qualified partners — never delivered by FGV directly.
FGV does not employ candidates on your behalf, sponsor visas or provide employment authorization. Where an EOR is appropriate, a qualified partner is introduced.
Marketing rules (e.g. bar advertising, financial-services disclosures) and hiring rules vary by state/province. FGV respects and sequences around those boundaries; it does not certify compliance in each jurisdiction.
Where does the next stage actually start?
Answer eight questions. The output is a staged recommendation across the four pillars — not a proposal. Legal, tax and entity work stay with qualified partners.
- State-level marketing rules (legal, financial, healthcare) are respected; FGV does not certify jurisdiction-by-jurisdiction compliance.
- US and Canadian privacy regimes differ; data handling is scoped in-engagement with your privacy counsel.
- Recruiting is conducted under equal-employment principles; discriminatory sourcing is refused.
Flow Group Ventures does not provide legal, tax, immigration or regulatory advice. Where an engagement requires those disciplines, qualified partners are coordinated inside the program and clearly identified.
Bring a senior operating lead into the conversation.