Whether you’re a founder of a startup employing less than 20 people, or part of an enterprise talent acquisition team constantly filling tech roles, the last few years have been a challenging time. While working from home seemed temporary at first, it soon became the preference for a majority of tech workers.
Some moved away from the major tech hubs to seek more affordable housing or be closer to relatives. As companies embraced hybrid and remote working longer term, they also discovered what some companies knew all along: By opening up roles to remote workers, they expanded their talent pools significantly.
This created multitudes of opportunities for employers and employees alike. Employees enjoyed more flexibility in their work days, allowing them better work/life balance and more time to spend with family or on self-care. Instead of commuting and paying to park downtown, some spent time working out or putting kids on the school bus.
Employees outside of “traditional” tech hubs discovered new opportunities with better compensation and benefits, working for innovative companies many miles away. Instead of being limited to jobs and companies a commutable distance from home, someone in a rural area could work for a Silicon Valley powerhouse.
Meanwhile, employers realized there were so many undiscovered, talented people suited for their roles. Instead of sourcing from the same saturated markets, recruiters filled roles faster by looking outside of them. This democratization of opportunity also paved the way, in many cases, for companies to make greater strides toward DEI goals.
If your company is ready to realize these benefits but you're not sure where to start or how to navigate the complexities of hiring across borders, we’ve written an eBook to get you started.
In this eBook, we’ll cover guidance on:
We cover the definition of a Professional Employer Organization (PEO) and how it differs from an Agent of Record (AOR).
A table explaining which global hiring model applies to various common recruitment scenarios, such as when you’re looking for HR support but still plan to be each employee’s legal employer.
We review points to consider and tasks or projects to get underway before kicking off a global recruitment strategy, such as focusing on your mission and modernizing your recruitment tools.
We review various nuances of hiring across borders that may be new to you and/or your organization. These include common policies or regulations around notice periods and terminations.
What you need to know about global and remote hiring to ensure efficient and compliant employment practices.
Hired is the most efficient way to fill tech and sales roles today. With unbiased insights, DEI tools, skill assessments, and dedicated Customer Success Managers, Hired works with over 10,000 companies around the world to match thousands of active and qualified candidates to employ their full potential. With better data, curated matches, and higher acceptance rates, employers save an average of 45 sourcing hours per role with the Hired solutions suite.
Backed by The Adecco Group, Hired is rated by G2 as a leader in Recruiting Automation, Job Search Sites, and Diversity Recruiting. Hired is committed to building equity in the hiring process through a more representative talent pool, using bias reduction features, customized assessments, and salary bias alerts to help remove unconscious bias when hiring.
Oyster is a global employment platform designed to enable visionary HR leaders to find, hire, pay, manage, develop, and take care of a thriving distributed workforce. Oyster lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.