Why Global Companies Hire Customer Success Managers from USA

The United States has pioneered the customer success function and continues to lead in developing this critical business discipline. For global companies, hiring U.S.-based Customer Success Managers (CSMs) offers several strategic advantages:

• Customer Success Expertise: American CSMs have extensive experience with established methodologies, frameworks, and best practices in customer success that have been refined in the competitive U.S. market.
• Strategic Business Acumen: U.S. CSMs typically bring a strong business orientation, focusing not just on customer satisfaction but on measurable business outcomes and revenue growth.
• Time Zone Advantage: For companies serving North American clients, having CSMs in compatible time zones ensures responsive support and relationship management during clients’ business hours.
• Native English Proficiency: Communication is crucial in customer success, and American CSMs offer nuanced language skills, cultural context understanding, and the ability to build rapport with English-speaking clients.
• Experience with Enterprise Clients: Many U.S. CSMs have managed complex, large-scale enterprise relationships, making them valuable for companies targeting enterprise markets.

Who Should Consider Hiring USA Customer Success Managers

Several types of organizations particularly benefit from hiring U.S.-based Customer Success Managers:

• SaaS and Technology Companies seeking to reduce churn, increase renewals, and drive expansion revenue in their American customer base through proactive relationship management and strategic account guidance.
• International B2B Businesses entering the U.S. market who need customer advocates who understand local business practices, communication styles, and customer expectations to ensure successful market penetration.
• Subscription-Based Services looking to maximize lifetime value through structured onboarding, adoption strategies, and ongoing client education led by professionals who understand the subscription economy.
• Companies with Complex Products requiring knowledgeable customer guides who can ensure proper implementation, drive adoption, and help clients achieve value realization through the customer journey.
• High-Growth Startups scaling their customer base who need experienced CSMs to establish repeatable success processes, gather product feedback, and build customer advocacy programs while maintaining high satisfaction during rapid growth.

Key Skills and Specializations for Customer Success Managers

Customer Success Managers need diverse capabilities to effectively drive client outcomes and retention. Here’s a breakdown of essential skills and common specializations in the field:

Core Competencies

• Relationship Management: Building trust, managing expectations, and developing strategic partnerships with clients
• Problem Resolution: Identifying issues, coordinating resources, and implementing solutions
• Business Acumen: Understanding client business models, KPIs, and value drivers
• Communication: Clear articulation of complex concepts, active listening, and persuasive presentation skills
• Data Analysis: Monitoring usage metrics, identifying trends, and making data-driven recommendations
• Project Management: Coordinating implementation, adoption initiatives, and success plans

Customer Success Specializations

As mentioned in the key responsibilities of a customer success manager, these professionals must balance relationship building with strategic business outcomes, requiring a diverse skill set that spans technical knowledge, business acumen, and interpersonal capabilities.

Experience Levels of USA Customer Success Managers

Customer Success Managers in the United States typically progress through several career stages, each with distinct capabilities and responsibilities:

Junior CSM (0-2 years)

Entry-level CSMs typically manage smaller, less complex accounts with standardized processes. They focus on executing established playbooks, monitoring basic health metrics, and addressing routine customer needs. Junior CSMs excel at following onboarding procedures, conducting regular check-ins, and escalating issues appropriately. They’re still developing business acumen and may need guidance on strategic conversations. Compensation typically ranges from $50,000-$75,000 annually, depending on location and industry.

Mid-Level CSM (2-5 years)

With a few years of experience, mid-level CSMs handle more valuable accounts and begin developing customized success plans. They demonstrate stronger strategic thinking, can identify expansion opportunities, and manage complex implementations. These professionals confidently lead business reviews, handle escalations, and work cross-functionally to resolve customer issues. They typically manage a balanced portfolio of accounts and may mentor junior team members. Compensation typically ranges from $75,000-$110,000 annually plus variable components.

Senior CSM (5-8 years)

Senior CSMs manage high-value strategic accounts with complex needs. They build executive-level relationships, identify business challenges proactively, and develop innovative solutions to drive customer outcomes. These professionals excel at strategic planning, revenue growth strategies, and navigating complex organizational structures. They often influence product roadmaps based on customer insights and help develop company-wide customer success methodologies. Compensation typically ranges from $100,000-$140,000 plus significant variable compensation tied to retention and growth metrics.

Principal CSM / CS Director (8+ years)

The most experienced customer success professionals take on the most strategic enterprise accounts or move into leadership roles. They possess deep industry knowledge, build C-suite relationships, and drive transformational customer initiatives. These professionals develop success strategies that align with broader business objectives and often lead teams of CSMs. They may oversee entire market segments or geographical regions while mentoring other CS professionals. Compensation typically exceeds $130,000-$180,000 plus substantial variable components, equity, and leadership bonuses.

Hiring Models to Choose From

When hiring Customer Success Managers in the USA, companies can choose from several employment models, each with distinct advantages for different business needs:

Many global companies adopt a hybrid approach, using full-time CSMs for strategic accounts while leveraging contractors or agencies for specialized needs or geographic coverage. The right model depends on your customer segments, growth stage, and long-term customer success strategy.

How to Legally Hire Customer Success Managers in USA

Global companies looking to hire Customer Success Managers in the United States have two primary options:

Entity Establishment vs. Employer of Record (EOR)

Entity Establishment

Setting up your own legal entity involves incorporating a business (typically an LLC or C-Corporation), obtaining an EIN (Employer Identification Number), registering for state tax accounts, securing workers’ compensation insurance, and establishing compliant payroll processes. This approach provides maximum control but requires significant investment in time, resources, and ongoing compliance management across federal, state, and local regulations.

Employer of Record (EOR)

An Employer of Record solution like Asanify allows companies to legally hire CSMs in the USA without establishing their own entity. The EOR becomes the legal employer of record, handling all compliance, payroll, benefits, and HR administration, while you maintain day-to-day management of your CSMs. This approach significantly reduces time-to-hire, eliminates compliance complexity, and provides cost predictability.

For most global companies hiring their first CSMs in the US market, an EOR solution offers the most efficient path to building a compliant customer success function without the administrative burden of entity establishment.

Step-by-Step Guide to Hiring Customer Success Managers in USA

Step 1: Define Your Customer Success Requirements

Begin by clarifying exactly what you need in a CSM:

• Account segment focus (enterprise, mid-market, SMB)
• Required industry expertise or vertical specialization
• Technical knowledge requirements (specific platforms, integrations, etc.)
• Desired experience level and leadership capabilities
• Primary responsibilities (onboarding, growth, retention, support)
• Key performance indicators and success metrics

Create a detailed job description outlining these requirements, responsibilities, and qualifications. The more specific your requirements, the more effective your hiring process will be.

Step 2: Select the Appropriate Hiring Model

Based on your business needs, choose the most suitable hiring approach:

• Direct employment through your US entity (if established)
• Employer of Record (EOR) solution for compliant hiring without an entity
• Contractor arrangement for flexible, project-based work
• Fractional CSM for part-time needs
• Agency partnership for outsourced customer success

Your choice should align with your long-term customer success strategy, account volume, and budget constraints.

Step 3: Source Qualified Candidates

Identify potential CSMs through various channels:

• Specialized job boards (e.g., Customer Success Network, CS in Focus)
• LinkedIn and professional CS communities
• Industry-specific networking groups and events
• Referrals from existing team members or industry connections
• Customer success conferences and meetups
• Targeted recruitment agencies specializing in CS roles

Consider looking beyond traditional customer success titles—account managers, implementation specialists, and customer experience professionals often have transferable skills.

Step 4: Evaluate CSM Capabilities

Assess candidates thoroughly using multiple evaluation methods:

• Resume screening for relevant experience and progression
• Initial phone screening to assess communication skills
• Structured interviews focusing on past customer success experiences
• Case studies or scenario-based assessments
• Role-play exercises (e.g., mock customer calls, business reviews)
• Technical assessments if specific platform knowledge is required
• Reference checks with previous employers or clients

Look for evidence of strategic thinking, relationship building, problem-solving, and measurable impact on retention and growth metrics.

Step 5: Onboard Successfully

Create a comprehensive onboarding program for your new CSM:

• Product training and certification
• Customer portfolio introduction and transition plan
• Documentation of success processes and playbooks
• Systems and tools access and training
• Cross-functional team introductions
• Shadowing sessions with existing team members

When using Asanify’s EOR solution, you can focus on operational and product onboarding while we handle all employment paperwork, compliance requirements, and administrative processes, creating a seamless experience for your new CSM.

Salary Benchmarks

Customer Success Manager compensation in the USA varies based on experience, industry, company size, and location. Here are typical ranges as of 2025:

Compensation Variables

Several factors can significantly impact CSM compensation:

• Location: Salaries in tech hubs like San Francisco, New York, and Boston can be 20-40% higher than the national average. Remote roles typically adjust for local market rates.
• Industry: Enterprise software, fintech, and healthcare tech typically offer higher compensation than other sectors.
• Variable Components: Most CSM roles include performance-based bonuses tied to retention rates, net revenue retention, customer satisfaction scores, or expansion revenue, typically 10-30% of base salary.
• Technical Complexity: CSMs managing complex, technical products or enterprise implementations command higher salaries.
• Company Stage: Late-stage startups and public companies typically offer higher cash compensation, while early-stage startups may offer more equity.

When developing compensation packages, consider the total cost of employment, including mandatory benefits, payroll taxes, and state-specific requirements, which typically add 25-35% to base salary costs in the USA.

What Skills to Look for When Hiring Customer Success Managers

Effective Customer Success Managers combine a diverse set of skills that enable them to drive value for customers while supporting business objectives:

Relationship Management

• Stakeholder Mapping: Ability to identify key influencers and decision-makers within client organizations
• Trust Building: Establishing credibility and developing strategic partnerships with customers
• Executive Communication: Confidently engaging with senior leaders in business-focused discussions
• Conflict Resolution: De-escalating tense situations and finding constructive solutions
• Expectation Management: Setting realistic expectations while maintaining positive customer sentiment

Strategic Thinking

• Business Alignment: Connecting product capabilities to customer business objectives
• Value Analysis: Quantifying and communicating ROI and business impact
• Account Planning: Developing strategic success plans with measurable outcomes
• Risk Assessment: Identifying at-risk accounts and implementing proactive retention strategies
• Growth Identification: Recognizing expansion opportunities aligned with customer goals

Technical Capabilities

• Product Expertise: Deep understanding of product functionality, limitations, and roadmap
• Implementation Knowledge: Understanding technical implementation requirements and best practices
• Data Analysis: Interpreting usage data, health scores, and engagement metrics
• Integration Awareness: Knowledge of how products connect with customer ecosystems
• Technical Translation: Ability to explain technical concepts to non-technical stakeholders

Project Management

• Onboarding Management: Coordinating successful implementation and initial value creation
• Process Development: Creating repeatable, scalable customer success methodologies
• Resource Coordination: Orchestrating cross-functional teams to support customer needs
• Milestone Tracking: Monitoring progress against success plans and objectives
• Change Management: Guiding customers through transitions and adoption challenges

Communication Skills

• Active Listening: Truly understanding customer needs, concerns, and objectives
• Clear Articulation: Explaining complex concepts simply and effectively
• Presentation Skills: Delivering compelling business reviews and strategic recommendations
• Written Communication: Creating professional documentation, emails, and success plans
• Consultative Approach: Asking insightful questions that uncover underlying needs

When evaluating candidates, focus on these skills through behavioral interview questions, role-playing exercises, and scenario-based assessments that reveal how they’ve demonstrated these capabilities in previous roles.

Legal and Compliance Considerations

Hiring Customer Success Managers in the USA involves navigating various legal and regulatory requirements:

Employment Classification

Proper worker classification is critical. CSMs typically qualify as employees rather than independent contractors due to the nature of their work, which involves ongoing operational integration, company-provided tools, and directed work activities. Misclassification can result in significant penalties, back taxes, and benefits liabilities. The IRS and state agencies use different tests to determine proper classification, including the ABC test, IRS 20-Factor test, and Economic Reality test.

State-Specific Regulations

Employment laws vary significantly by state. Areas of state-specific regulation include:

• Minimum wage and overtime requirements
• Paid sick leave and family leave policies
• Meal and rest break provisions
• Pay transparency and salary history regulations
• Non-compete and restrictive covenant enforceability
• Termination notice requirements and final pay deadlines

Remote employees are generally subject to the laws of the state where they physically work, not where your company is headquartered.

Mandatory Benefits and Insurance

Employers must provide certain benefits and insurance coverage, including:

• Workers’ compensation insurance (requirements vary by state)
• Unemployment insurance contributions
• Social Security and Medicare contributions (FICA taxes)
• Health insurance (for employers with 50+ full-time equivalent employees under ACA)
• Family and Medical Leave Act (FMLA) leave (for eligible employers)

Payroll Compliance

Proper payroll administration includes:

• Federal income tax withholding
• State and local tax withholding (varies by location)
• Timely tax deposits and filings
• Accurate wage statements and W-2 forms
• Compliant overtime calculations for non-exempt employees

Given the complexity of U.S. employment regulations, many global companies choose to leverage Asanify’s customer success stories and EOR solutions to ensure full compliance while avoiding the administrative burden of navigating multi-state employment requirements.

Common Challenges Global Employers Face

Companies hiring Customer Success Managers in the USA typically encounter several obstacles:

Compliance Complexity Across States

The USA has 50 states with different employment laws, tax structures, and compliance requirements. Remote work has amplified this challenge, as CSMs may be distributed across multiple states, each requiring specific compliance approaches. Managing this regulatory patchwork requires significant expertise and administrative resources.

Competitive Talent Market

Skilled Customer Success Managers are in high demand, particularly those with experience in high-growth industries like SaaS, fintech, and healthcare technology. This competition drives up compensation expectations and can extend recruitment timelines, especially for specialized roles requiring specific industry or technical expertise.

Cultural and Communication Alignment

For international companies, aligning global company culture with American work expectations can be challenging. U.S. professionals often value autonomy, direct communication, and career advancement opportunities. Establishing effective communication patterns across time zones and cultural contexts requires thoughtful planning and management.

Compensation Structure Complexity

American CSMs typically expect sophisticated compensation packages including base salary, performance bonuses, health benefits, retirement plans, and potentially equity components. Designing competitive packages that align with both U.S. market expectations and global compensation structures requires careful consideration.

Employment Administration Burden

Managing payroll, benefits, time off tracking, and performance management across U.S. jurisdictions creates significant administrative overhead. This burden is particularly challenging for companies without established U.S. HR operations or familiar with local employment practices.

Asanify’s EOR solution addresses these challenges by providing compliant employment structures, competitive benefits packages, and streamlined administration while allowing you to focus on the operational aspects of customer success management.

Best Practices for Managing Remote Customer Success Managers in USA

Effectively managing CSMs requires structured approaches to communication, goal setting, and performance management:

Establish Clear Success Metrics

Define specific, measurable objectives for your CSMs, including:

• Customer retention rates (gross and net)
• Net Promoter Score (NPS) or customer satisfaction (CSAT) targets
• Expansion revenue goals
• Product adoption metrics
• Customer health score improvements

Ensure metrics balance customer outcomes with business results to prevent misaligned incentives.

Implement Structured Communication Rhythms

Create predictable communication patterns:

• Weekly one-on-one meetings focused on account strategies and obstacles
• Regular team meetings for knowledge sharing and collaborative problem-solving
• Monthly performance reviews aligned with customer success KPIs
• Quarterly strategic planning sessions
• Asynchronous communication channels for time-zone flexibility

Document key discussions and decisions to maintain continuity across different time zones.

Provide Robust Technology Infrastructure

Equip your CSMs with the tools needed for success:

• Customer success platform for account health monitoring
• CRM system with complete customer information
• Communication and collaboration tools
• Knowledge management systems
• Customer service software integration for support visibility

Ensure systems are integrated to provide a unified view of customer interactions and health.

Create Effective Onboarding Experiences

Design comprehensive onboarding programs that include:

• Company mission, values, and customer success philosophy
• Product training and certification
• Industry and customer landscape education
• Gradual account transitioning with shadowing opportunities
• Documented playbooks and success methodologies

Assign mentors to new CSMs to accelerate their integration into your team and processes.

Foster Cross-Functional Collaboration

Facilitate strong working relationships between CSMs and other departments:

• Regular touchpoints with product teams for feedback sharing
• Clear escalation paths to support teams
• Collaborative account planning with sales teams
• Access to subject matter experts across the organization
• Visibility into product roadmap and development priorities

These connections ensure CSMs can effectively advocate for customers while accessing resources needed to drive success.

Build Professional Development Pathways

Invest in ongoing growth for your CSMs:

• Customer success certification opportunities
• Industry-specific continuing education
• Leadership development for career advancement
• Participation in customer success communities and events
• Clear career progression frameworks

Professional development not only improves performance but also increases retention of valuable CSM talent.

Why Use Asanify to Hire Customer Success Managers in USA

Asanify provides a comprehensive Employer of Record (EOR) solution specifically designed for global companies hiring specialized roles like Customer Success Managers in the United States:

Simplified Compliant Hiring Without Entity Setup

Eliminate the need to establish a U.S. legal entity, saving months of setup time and tens of thousands in formation costs. Asanify becomes the legal employer of record, handling all employment compliance while you maintain full operational control of your CSMs’ daily activities and priorities.

Multi-State Compliance Expertise

Our dedicated compliance team navigates the complex patchwork of state-specific employment laws, ensuring your CSM employment arrangements meet all legal requirements regardless of where they’re located. This expertise is especially valuable as remote work enables hiring CSMs across different states.

Competitive Benefits Packages

Attract top Customer Success talent with comprehensive benefits packages that meet U.S. market expectations. Asanify offers health insurance, 401(k) retirement plans, and additional benefits that would be challenging for foreign companies to establish independently.

Streamlined Onboarding

Accelerate your hiring timeline with efficient onboarding processes. We handle all employment paperwork, background checks, work eligibility verification, and payroll setup, allowing your new CSMs to focus on learning your product and customer success processes rather than administrative details.

Risk Mitigation

Reduce employment liabilities through proper classification, compliant contracts, and adherence to all applicable labor laws. Asanify’s expertise helps prevent costly misclassification issues, tax penalties, and regulatory compliance problems that often challenge foreign employers.

Ongoing HR Support

Access continuous support for employment-related matters, including:

• Payroll processing and tax filings
• Benefits administration and enrollment
• Time-off tracking and management
• Policy guidance and employment documentation
• Employment law updates and compliance adjustments

With Asanify, you can focus on building an effective customer success function that drives retention and growth while we handle the complex administrative aspects of U.S. employment.

FAQs: Hiring Customer Success Managers in USA

What qualifications should Customer Success Managers in the USA typically have?

Most Customer Success Managers in the U.S. hold bachelor’s degrees, often in business, communications, or related fields. While specific degrees aren’t always required, relevant experience is essential. Depending on the role level, employers typically look for 2-8+ years of experience in customer-facing roles. Industry-specific experience is valuable for specialized sectors like healthcare or financial services. Many CSMs also hold certifications from organizations like SuccessHacker, Customer Success Association, or product-specific certifications. Technical roles may require additional qualifications in relevant platforms or technologies.

How much does it cost to hire a Customer Success Manager in the USA?

Total employment costs include base salary ($50,000-$180,000+ depending on experience level and location), variable compensation (typically 10-30% of base), and mandatory employer expenses like FICA taxes (7.65%), unemployment insurance, and workers’ compensation. Additional costs include health insurance ($6,000-$15,000 annually per employee), retirement benefits, and technology provisions. For specialized or senior CSMs in competitive markets, expect total annual employment costs of $100,000-$250,000+ depending on location and experience level.

What’s the difference between a Customer Success Manager and an Account Manager?

While there’s overlap, Customer Success Managers typically focus on ensuring customers achieve desired outcomes and value from products/services, with emphasis on adoption, usage, and satisfaction metrics. Their compensation usually ties to retention and expansion. Account Managers traditionally focus more on commercial relationships, upselling, and revenue growth, with compensation more heavily tied to sales targets. Many organizations are blending these roles, with CSMs taking on growth responsibilities and Account Managers focusing more on customer outcomes.

How long does it take to hire a Customer Success Manager in the USA?

The hiring timeline typically ranges from 4-12 weeks depending on seniority and specialization. For mid-level roles, expect approximately 2 weeks for initial sourcing and screening, 2-3 weeks for interviews and assessments, and 2-3 weeks for offer negotiation and acceptance. Using Asanify’s EOR service, the post-offer onboarding process can be completed within days rather than the weeks required when establishing your own entity and HR processes.

What’s the typical notice period for CSMs in the USA?

Unlike many countries, the U.S. generally operates with “at-will” employment, meaning there’s no legally mandated notice period. However, professional norms typically include 2 weeks’ notice for individual contributors and 3-4 weeks for senior or leadership roles. For critical positions, companies may negotiate longer transition periods or implement specific notice requirements in employment agreements, although enforceability varies by state.

Can we hire Customer Success Managers as contractors instead of employees?

While possible, classification risks are significant. CSMs typically fail contractor tests because they: (1) perform core business functions, (2) follow company processes and schedules, (3) use company-provided tools and systems, and (4) have ongoing, integrated relationships with the business. Misclassification penalties can include back taxes, benefits restitution, and significant fines. If contractor arrangements are necessary, careful structuring with legal guidance is essential to mitigate classification risks.

How do we structure compensation for Customer Success Managers?

Effective CSM compensation typically combines base salary with performance-based variable components tied to retention metrics, customer satisfaction scores, and/or expansion revenue targets. The variable portion usually represents 10-20% of total compensation for mid-level roles and up to 30% for senior positions. Some companies include equity compensation, particularly for strategic or leadership roles. Benefits packages should include health insurance, retirement plans, and paid time off competitive with U.S. market standards.

What technology stack do Customer Success Managers typically use?

Common tools include dedicated Customer Success platforms (Gainsight, Totango, ChurnZero), CRM systems (Salesforce, HubSpot), communication tools (Zoom, Teams, Slack), project management software (Asana, Monday), analytics platforms, and product usage monitoring tools. Depending on your industry, specialized tools for implementation management, technical support, or customer training may also be necessary. Ensure your CSMs have proper access and training on all required systems.

What are the legal risks when terminating a CSM in the USA?

While employment is generally “at-will,” terminations still carry legal risks, including potential discrimination claims, retaliation allegations, or contract breach assertions. To minimize risks: (1) document performance issues consistently, (2) follow progressive discipline processes, (3) ensure decisions aren’t discriminatory or retaliatory, (4) comply with final pay requirements (which vary by state), and (5) consider severance agreements with releases for higher-risk situations. Asanify provides guidance on compliant termination procedures specific to each state’s requirements.

How do we set appropriate KPIs for Customer Success Managers?

Effective CSM KPIs balance customer outcomes with business results and typically include:

• Retention metrics: Gross/net retention rate, churn percentage, renewal rate
• Customer health indicators: Product adoption, usage frequency, feature utilization
• Satisfaction measures: NPS, CSAT, customer effort scores
• Growth metrics: Expansion revenue, cross-sell/upsell rates, referrals generated
• Operational metrics: Onboarding time, QBR completion, engagement frequency

KPIs should align with your customer lifecycle stages and business model while remaining directly influenceable by CSM activities.

What visa or immigration requirements apply to hiring foreign CSMs in the USA?

Foreign nationals typically require appropriate work authorization, most commonly through:

• H-1B visas (for specialized roles, requiring sponsorship and subject to caps)
• L-1 visas (for internal transfers from foreign offices)
• TN status (for Canadian/Mexican citizens under USMCA)
• E-3 visas (for Australian citizens)
• Green cards (for permanent residency)

The process involves significant cost, time (typically 6+ months for initial applications), and uncertainty. Asanify can provide guidance on immigration options but cannot guarantee visa approvals, which remain subject to government discretion.

How can we effectively onboard remote CSMs in the USA?

Effective remote onboarding combines structured learning with relationship building:

• Pre-start preparation: Ship equipment, provide access to systems, send welcome materials
• Structured first week: Mix of company orientation, product training, and team introductions
• Gradual account transition: Shadow existing CSMs before taking full ownership
• Regular checkpoints: Daily check-ins during first weeks, then transitioning to weekly
• Mentorship program: Pair new CSMs with experienced team members
• Clear documentation: Provide playbooks, processes, and knowledge base access

Successful onboarding typically takes 30-90 days depending on product complexity and role seniority.

Conclusion

Hiring Customer Success Managers in the USA represents a strategic investment for global companies looking to strengthen relationships with American clients, drive retention, and fuel expansion revenue. American CSMs bring valuable expertise in customer success methodologies, strategic account management, and business outcome-focused approaches that can significantly impact your customer lifecycle management.

While navigating the U.S. employment landscape presents challenges—from complex state regulations to competitive talent markets—the right approach can streamline the process and maximize your return on investment. Whether you’re hiring your first U.S.-based CSM or expanding an existing team, focusing on the right skills, structured onboarding, and compliant employment practices is essential for success.

For global companies without established U.S. entities, Employer of Record solutions like Asanify provide the ideal balance of operational control and administrative simplicity. By handling compliance, payroll, and benefits administration, EOR services allow you to focus on what matters most: building a customer success function that delivers exceptional experiences and drives measurable business results.

With strategic hiring practices and the right support infrastructure, your U.S.-based Customer Success Managers can become powerful advocates for your customers and catalysts for sustainable growth in the American market.

Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant  or Labour Law  expert for specific guidance.