Chapter 1
Now is the Time to Go Global
Historically, taking your company global was a time-consuming, cumbersome, and restrictive process. When companies realized the time and money required, they quickly became unmotivated to expand outside of their local markets. However, as remote work has become the norm and competition has become even more fierce, these very same companies finally had a reason to try again — our quick, cost-efficient, and more scalable solution: the Employer of Record model. This Chapter dives into why our model means you should go global, now – including the benefits of hiring internationally, ways to structure your Team, and what to beware of when choosing a hiring partner.
Further reading
Chapter 2
Hiring Global Talent Is the Norm of the Future
All you have to do is get started. Lots of companies, including Globalization Partners, are at one point or another weary of hiring someone remotely – whether that candidate is in another state or on the other side of the world. But if you can commit to making the leap to hiring outside of your local market, you will quickly find what an enormous benefit just one hire can have. Chapter 2 provides a baseline for finding talent in other countries and setting up your company for success.
Further reading
Overcome the Challenges of Global Growth: How to Eliminate Barriers to International Hiring
Chapter 3
The Path to Finding Global Talent
A common mistake companies make when hiring internationally for the first time is “dipping their toe in the water” by hiring only entry-level talent. The risk is deemed lower, since the cost and effort is lower than, say, hiring a Vice President of Sales. While this can, and does, work, it is not always best practice – and can actually create a cycle of wasted effort. Chapter 3 provides guidance on how to choose your international hubs, and at what levels (and when) to hire.
Further reading
Chapter 4
Setting Up Legal Entities
Hire compliantly from the start – or risk putting your company’s success (and finances) in jeopardy. Chapter 4 explains the HR, legal, and administrative difficulties of hiring in another country. While in some cases, setting up a legal entity may be the best course of action, most prefer to utilize an Employer of Record. This way, their teams don’t have to use their time and energy to focus on researching, and understanding, the many complexities of hiring in a new market. Head to Chapter 4 to get a glimpse of what’s involved in setting up your own entity.
Further reading
Chapter 5
Using an Employer of Record
What exactly is an Employer of Record? We’ve gone through some of the basics in previous chapters, but Chapter 5 dives deeper into the advantages of using an Employer of Record and how it differs from setting up your own infrastructure.
Further reading
Chapter 6
India – A Mecca for Highly Skilled Front and Back Office Teams
India is the home of many highly sought-after professions, such as IT, accounting, finance, and tech – making it a popular country to consider when hiring international talent. To be successful in India, understanding the culture and communication style will be critical. Chapter 6 dives into some of these nuances – for example, saying “no” is considered rude in Indian culture, and you will find that your hires will avoid saying this outright. You will also learn about the specifics to hiring in India – termination, employment contract practices, and time-off to name a few.
Further reading
Chapter 7
Doing Business in Europe
Europe is a popular destination for many U.S companies, especially for those hiring outside of their home country for the first time. Having someone in a similar time zone and in an area with cultural similarities seems easier to digest for the first go-around. That’s not to say hiring in Europe is like hiring in the U.S – you still need to be cautious about the HR complexities. For example, France is notorious for having stringent labor regulations, and being in breach is very costly. Read Chapter 7 to learn best practices when hiring in Europe.
Further reading
Chapter 8
Asia, the Region That’s Immune to Recession
Asia is home to 60 percent of the world’s population, and, as you’ve likely surmised, it’s an important market to tackle if you are looking to grow your global revenue. A lot of our North American and European customers focus on hiring in core locations such as Singapore, Australia, Japan, and China, to name a few. It’s just as important to understand operating in Asia-Pacific from a culture perspective as it is from HR, Legal, and Finance perspectives. Relationships are critical in this region, and there are many nuances to consider. For example, did you know that in Japan, the protocol of exchanging business cards is considered an art form and seen as an important component to understanding who you are meeting? Read Chapter 8 to understand what to expect when tapping into the talent in the biggest market in the world.
Further reading
Chapter 9
Latin America, a Vast Home to Relationship-Based Business
One of our hubs at Globalization Partners is in Mexico City. The time zone is ideal for our LATAM employees to collaborate with our U.S team members, and there is exceptional talent to be found in this region. The culture is fantastic – people in LATAM are warm, inviting, and incredibly hard working. But, it’s no easy feat to hire in this region. The labor regulations are very much in favor of the employees, and it can get costly quickly if there are missteps. Chapter 9 will clue you in on what to be aware of when hiring in Latin America.
Further reading
Why Latin America Represents a Massive Opportunity for Investors and Companies Seeking International Growth
Chapter 10
The Middle East's Glittering Cities and Business Opportunities
The Middle East is something of a unicorn – at least from a hiring perspective; it differs greatly from the rest of the world. Most employees in the UAE are expats, or expatriates, meaning a visa will be required. There are lots of unique rules and requirements, like the fact that the size of a company’s leased office space determines how many visas or employees the company is permitted to sponsor. You will also want to understand the culture well, so as to not unintentionally offend anyone. For example, err on the discreet side when considering your dress code. Loose, professional clothing is respectful and considerate. Chapter 10 contains many helpful pieces of advice about traveling to, or hiring, in the Middle East.
Further reading
Chapter 11
Canada
Canada is a hot spot for American companies, given the cultural similarities and geographic proximity the two countries share. However, expanding into Canada is not as straightforward as one might expect. Rules and regulations vary greatly by province — for example, some provinces have limitations on the maximum hours employees are permitted to work in a week — so great care must be taken when engaging with a new hire. This chapter provides insights into the culture, communication style, and HR nuances at play when hiring in Canada.
Further reading
Chapter 12
Employee Engagement
The importance of a positive onboarding experience should not be downplayed – it can either help your company flourish or cost you greatly due to turnover. In Chapter 12, learn how to create a welcoming employee experience from the very beginning and how to maintain that positive relationship throughout your hire’s tenure. Your employees are your greatest asset; if you treat them as such, you will find it will pay you back tremendously.
Further reading
Global Teams Struggling to Feel Connected to HQ, According to New Research by Globalization Partners
How to Stay on Top of the Evolving Challenges of Driving Effective Employee Engagement
Chapter 13
The World is Your Oyster
