What to look for when hiring globally

Hiring overseas has got a lot easier, but there are a few things to consider

Hiring team members in other countries is undoubtedly an effective way for companies to expand their talent pool, tap into new markets and build truly international and remote teams. However, it also comes with its own set of challenges.

One of the most significant challenges is navigating the complex legal and compliance issues that arise when hiring professionals in a foreign country. This is where employer of record (EOR) companies can be a game changer.

EORs provide a solution for companies looking to hire professionals in other countries by hiring on behalf of a client, and taking care of the onboarding and payroll of those employees in the process.

For employers, that means having overseas professionals reporting directly to them, without having to worry about the sometimes complicated administrative hassles of bringing them into the company.

One of the key benefits of using an EOR is that it allows companies to bypass the time-consuming process of setting up a subsidiary or registering as an employer in a foreign country. EORs already have the necessary infrastructure and expertise in place, so can take care of the employment process for the company, freeing up their time and resources to focus on their core business.

"Leverage the local knowledge of an Employer-of-Record company to 
hire talent faster and avoid headaches down the line."          

It is important to note, however, that not all EORs are created equal. When selecting an EOR, it is crucial to choose one that has real expertise in the country you want to hire in. The EOR should have a deep understanding of local laws and regulations and should have a proven track record of successfully navigating the challenges of hiring professionals in that country.

Things to look out for when choosing an EOR:

1. Coverage: If you are planning to build a truly remote and international team with the best talent from around the globe, your EOR should offer all countries that might home your future talent
2. Expertise: Offering countries is one thing, having expertise in these countries is another. Your provider should be able to provide you with updated information on contracts, statutory benefits, and overhead costs in the region you are looking to hire.
3. Experience: Knowledge is the cornerstone of good execution, but experience helps to be prepared for all challenges international hiring might throw at you. Make sure your provider and their in-country partners have experience hiring in the region to be sure everything goes smoothly.

"Choose your EOR based on local expertise and their 
level of proven experience"        

Overall, using an EOR can be an effective way for companies to expand into new markets and hire employees in other countries. However, it is important to choose an EOR that has real expertise in the country you want to hire in to ensure compliance and minimize risk. By doing so, companies can focus on their core business and benefit from the many advantages that come with hiring employees in other countries.

I have been Head of Account Management at?Serviap Global?for a little over a year now and I have been relocated by our team (from Mexico to Spain), and it has been a piece of cake, all done with contracts signed and benefits transferred in five days.

At Serviap, we have been doing EOR in the Americas for over 10 years, with local HR experts in the regions, who speak the language and understand the regulations, rules, and even pitfalls when it comes to hiring top talent.

Serviap is not just another EOR platform but a competent local partner now in over 100 countries (Americas, Asia, Europe, and Africa). Before you dip your toe into the cold water of international expansion and global remote work, feel free to reach out to me at [email protected], and I will send you a free hiring guide on the country (or countries) you are interested in.

Yours,

Simon

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