With global employment comes an aspirational story. Knowledge workers around the world have more opportunities to land their dream job. Companies around the world have more options to find their dream employee. Both are in a position to reach their fullest potential.
It's a feel-good narrative that anyone would want for their own company. But launching or transitioning into a distributed work model can spark a lot of questions, like:
Don't let these questions hold you back. We've developed a suite of free tools to help you take the leap towards distributed work. Here's how they work:
As an HR or People Ops leader, there are several key factors to consider when recruiting talent. Among them is your budget.
With global recruitment, there are added layers of complexity. There could be additional taxes and fees depending on where you're hiring. How do you know which countries these are and how much they charge? It's dizzying just thinking about it.
That's where Oyster's Global Employment Cost Calculator comes in. Instead of doing the research yourself, we've compiled reliable cost information for 75+ countries.
1. Go to the Global Employment Cost Calculator and tell us your new hire's country of residence, gross annual salary, and the currency you'll pay them in.
2. Click "How much will it cost" and you'll get an instant estimation of the total cost of employment (gross salary, local taxes and contributions, and the Oyster fee.) You can toggle between monthly costs and annual costs. You also score a bird's eye view of what your employee's net salary will look like.
Looks good to you? Click "Hire this person now" to hire them right away with Oyster.
HR and People Ops leaders are responsible for hiring compliantly. This can feel like a massive weight on your shoulders—especially if you manage a global team.
You may think it's okay to default to hiring contractors, but depending on their role and responsibilities, you could be at risk of worker misclassification. Worker misclassification occurs when you mistake one employment type for the other—and the consequences include hefty fines, civil lawsuits, and criminal penalties.
The bad news stops there. While your job is to ensure that compliance is met, you don't have to be an expert on every country's local laws and regulations or dig through piles of legal resources to find an answer. You can use Oyster's Worker Misclassification Analyzer instead.
1. Go to the Worker Misclassification Analyzer and answer roughly ten questions on your new hire. In addition to their country of residence, we'll ask for information on your working relationship and the scope of their contributions.
2. After you complete the quick questionnaire, the Worker Misclassification Analyzer will automatically identify whether misclassification risk is low, moderate, or high. While this is not a replacement for legal advice, it'll help you determine if you're on the right track!
Even if there's a high risk of misclassification, don't sweat. Simply look for ways to make the contractor more independent. For example, you could reduce your control over how, when, and where they work or make them responsible for their own equipment.
These tools help answer two of the core questions we outlined earlier, but what about:
We're working hard to create new global HR tools to help you navigate these challenges and more. In the next few months, you'll have free access to our:
Oyster is a global employment platform designed to enable visionary HR leaders to find, hire, pay, manage, develop and take care of a thriving global workforce. It lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.
Oyster enables hiring anywhere in the world with reliable, compliant payroll, and great local benefits and perks.