Hiring globally: Game-changing opportunities, complex challenges
Global hiring opens doors to untapped talent pools, new markets, and innovative perspectives. But for stretched HR teams, managing compliance, payroll, and onboarding across borders can feel overwhelming. According to Gallup, nearly 44% of U.S. professionals feel overworked, with HR leaders facing added stress in balancing administrative and strategic demands. One wrong move in global hiring can lead to costly fines, employee dissatisfaction, or reputational damage.
This means that the stakes are high. With every new hire, you’re not just building a team, you’re safeguarding compliance, maintaining company culture, and ensuring the success of your business in a new market.
To navigate this complexity, our team outlined 10 great questions which HR leaders should ask before hiring internationally. These aren’t just random suggestions, they’re rooted in years of practical experience and built around frameworks like the HR Systems Model and Ulrich’s HR Roles.
We’ve kept things simple (no jargon, no fluff). These questions span three key areas: strategic alignment, operational readiness, and employee experience. For each, you’ll find practical tips and examples, helping you make decisions that align with your big-picture goals, address logistical challenges, and ensure your people feel supported.
Strategic Alignment: Define the big picture
Understanding your goals upfront will help ensure that international hiring decisions align with your business strategy.
1. Why are we hiring internationally?
Purpose matters. Is this about accessing specialised skills, testing a new market, reducing costs, or workforce diversification? Without a clear “why,” it’s easy to get lost in the complexity, and you may not target the right regions.
Example: A fintech client recently partnered with Teamed to access blockchain talent in South East Asia. Their clear goal allowed us to refine their hiring strategy and deliver results quickly.
2. What regions align with our goals?
The right location depends on your objectives. Are you prioritising cost savings, specific skills, or proximity to existing markets? Consider regulations, talent pools, and cultural fit when choosing a region.
Example: A UK-based SaaS company used Teamed to hire developers in South Africa, combining cost-effective salaries with high-quality engineering expertise.
3. What does success look like for this hire?
Define clear metrics for success. Is this about project delivery, long-term retention, or market entry? Aligning on these expectations ensures clarity for both your HR team and external partners.
Alice, Onboarding Lead at Teamed, says: “Defining success early allows us to design the onboarding experience and ongoing support to align perfectly with your goals.”
Operational Readiness: Address the logistics
Effective global hiring depends on having the right infrastructure in place.
4. Do we need a legal entity in this market?
Setting up a local entity can take months and cost tens of thousands. Partnering with an Employer of Record (EOR) like Teamed bypasses this complexity, enabling you to hire quickly and compliantly.
Example: City Relay expanded their team in the Philippines without establishing a legal entity, saving both time and money.
5. Are we prepared to handle compliance and payroll?
Compliance is non-negotiable. Local tax laws, benefits, and probation periods vary widely. Working with a trusted EOR ensures you stay on the right side of the law while avoiding payroll errors.
Example: Data Science Talent onboarded employees in South Africa seamlessly with Teamed’s compliance expertise, meeting tight recruitment deadlines.
6. What is the total cost of hiring in this region?
Consider base salaries, benefits, taxes, and EOR fees. A clear cost breakdown helps you budget effectively. Teamed’s hiring cost calculator can simplify this process.
Tip: Avoid unexpected costs by partnering with an EOR that offers transparent pricing and ongoing support.
Employee Experience: Focus on your people
Great hiring is about more than compliance, it’s about creating an environment where employees feel valued and supported, no matter where they’re located.
7. What does the ideal candidate experience look like?
First impressions matter. Consider the onboarding process, cultural integration, and clarity around role expectations. A bespoke onboarding experience can make employees feel welcome and engaged from day one.
Example: MyTutor praised Teamed for delivering a seamless onboarding process, allowing employees relocating to Spain to hit the ground running.
8. What benefits will we offer?
Localised benefits, such as healthcare, paid time off, and pensions, are critical to attracting top talent. They show that you value your team and respect local norms.
Tip: Partnering with Teamed ensures your benefits packages are competitive and compliant in any market.
9. How will we support employees long-term?
Global hires need ongoing support to thrive. Performance reviews, feedback loops, and career development opportunities are just as important for remote employees as for those atHQ.
Alice, Onboarding Lead at Teamed, adds: “We believe onboarding is just the beginning. Continuous support is how you build long-term success for your global hires.”
10. How will we ensure cultural alignment?
Hiring globally means navigating cultural differences. Tailored training and regular check-ins help bridge gaps and foster a cohesive team dynamic.
Example: A US-based professional services company partnered with Teamed to build a support team in Poland, relying on our in-country expertise to integrate cultural insights into their hiring strategy.
What’s next? Let Teamed guide your global hiring journey
Global hiring doesn’t have to be overwhelming. By asking the right questions and partnering with an EOR like Teamed, you can navigate compliance, payroll, and employee engagement with confidence.
Here’s how Teamed supports HR leaders like you:
- Strategic alignment: Clear goals, tailored hiring strategies, and transparent pricing.
- Operational readiness: Seamless onboarding, compliance expertise, and quick market entry.
- Employee experience: Personalised support, competitive benefits, and cultural integration.
👉 Ready to make global hiring stress-free? Let's chat
