Six Global Hiring Tips For Large Enterprises


Antoine is the Co-Founder and CEO of Horizons, a leading global Employer of Record (EOR) that helps companies hire employees anywhere.

In the current economic environment, it is more important than ever that businesses prioritize hiring the right employees. According to a 2020 PwC survey, 97% of CEOs identified sourcing talent as the number one priority for business growth. Increasingly, companies are looking to hire internationally in order to source this talent. And while there is plenty of practical advice out there about how to go about it, it tends to be geared toward startups rather than larger and more established companies.

Here, I offer six suggestions for international hiring based on my experience supporting large companies and enterprises hiring overseas.

1. Consider outsourcing your international payroll.

If you plan on setting up a subsidiary of your global company overseas, paying staff in full compliance with local laws can be a significant burden: This is especially true if you are hiring in multiple countries and need to handle different currencies, varying pay periods and inconsistent rules.

By outsourcing to a global payroll company, you pay just one bill a month, and the payroll company ensures that all of your staff are paid in accordance with applicable tax and labor laws.

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2. Target hiring location on the skillset of potential employees.

Certain countries are known for having a significant labor force with particular skill sets. For example, India, Poland and Romania are well-known as a source of software engineering and tech support talent.

The international hiring strategy for a large company should be tailored to target candidates in the countries where they are most likely to be located.

3. Consider work visas.

With the normalization of remote work, in many cases, you may be able to supervise overseas employees or contractors from your home base. However, for some positions and skillsets, it may be worth considering employee relocation to your head office. This might mean sponsoring the work visa of a potential hire. But there are also other options. For example, youth mobility/working holiday visas allow applicants under the age of 36 or 31 (depending on the country) to relocate without sponsorship for one to two years.

Note, digital nomad or remote work visas will not generally be available in this case, as they are usually restricted only to employees working for an employer based in another country.

4. Engage a global PEO/global EOR.

A global employer of record (global EOR) can hire and pay employees nearly anywhere in the world, in full compliance with tax and labor laws. These are also sometimes known as professional employer organizations (global PEO solutions). Where an enterprise is setting up a local subsidiary to do business in another jurisdiction, a global EOR can be a useful stop-gap for hiring employees since an employee can be onboarded within a day or two and then switched to the subsidiary when set-up is complete (as the subsidiary set-up process itself can take months).

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Some large companies find that there is a benefit in keeping the global EOR solution to pay staff and withhold taxes even after the subsidiary is operational. This is often more cost-effective than the company carrying out the payroll function itself and means that the global EOR will be liable for any payroll or employment tax errors.

5. Develop a global employer brand.

Positioning your global employer brand to attract staff internationally is essential. Candidates need to be able to easily find the company online and verify for themselves that it is an attractive place to work. A successful global employer brand requires:

• A careers section of the company website. This section should advertise open positions and provide information on what it’s like to work in the company.

• A strong social media presence. This includes key platforms like LinkedIn, Instagram, Twitter (and perhaps Quora) as the essentials.

• Reviews and ratings on global job review sites. Existing staff should be encouraged to offer (honest) reviews of the company on websites such as Glassdoor and G2.

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6. Embrace asynchronous work.

Global hiring means a team spread out across multiple time zones. This makes regular Zoom calls and synchronous meetings more complicated. But this is not necessarily a bad thing. Many companies find that going asynchronous or “async” allows for a level of deep work, which is impossible with regular work interruptions. To make async work, it is important to:

• Implement the right tech stack. Loom and Slack (with appropriate channel silencing) are ideal. Zoom or Teams calls, less so.

• Set async expectations. Formal guidance to staff should confirm that employees will respond to messages at certain intervals (e.g., twice per day), but will not be immediately available.

In Summary

With the rise of remote work, and increasing economic pressure to get the most bang for your buck in talent acquisition, hiring internationally has become an obvious choice. For any large company or enterprise, getting a local partner on board (such as a payroll company, a global EOR or visa assistance provider), and optimizing the process (e.g., through targeted hiring and a robust employer brand) are worthwhile steps.


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