Your local talent pool is shrinking, competition is rising, and you’re starting to lose candidates to companies offering 'work from anywhere' perks.
If any of this sounds familiar, it might be time to expand your hiring horizons.
Here are six unmistakable signs that you're ready to hire internationally, and how doing so could transform your business.
1. You’re Struggling to Find Specialized Talent Locally
Many companies begin to hire internationally when they cannot find the right skills in their local market. This is especially common in industries where demand for talent is high and supply is limited.
Technology, engineering, and design roles are often the most affected. These positions require specialized knowledge that may not be widely available in one region. Hiring internationally allows companies to access a broader talent pool with the exact expertise required.
According to recent data, over 70% of employers report difficulty filling roles due to talent shortages. As a result, more companies are turning to international hiring to close these gaps.
Industry shortages: Technology, healthcare, engineering, and financial services face the most critical local talent gaps
Competitive edge: Companies hiring globally can fill specialized roles faster than those limited to local markets
Diverse thinking: International hires bring different perspectives that lead to better problem-solving and innovation
Takeaway: The talent you need might already exist, just not in your backyard.
2. You’re Ready to Handle Global Payroll and Benefits
Hiring internationally isn't just about finding talent, it's about paying and supporting them properly.
Key Considerations:
Multi-Currency Payroll: Handle real-time payments across different banking systems.
Localized Benefits: Match healthcare, retirement, and leave expectations based on country norms.
Compliance Alignment: Navigate local tax rules, social contributions, and paid time off standards.
Example:
European countries often offer 25-30 days of annual leave, while the U.S. averages only 10-15 days.
Takeaway: If you have systems that can flex across currencies and cultures, you're ready to compete globally.
3. You Understand International Compliance Risks
Every country has its own employment laws, tax codes, and contract requirements. Missing the fine print can mean fines, lawsuits, or permanent establishment risks.
Compliance Infrastructure Must-Haves:
Local Contract Templates: With required clauses and correct translations.
Tax Registration: Proper employer setup in each country.
Labour Law Monitoring: Stay ahead of legal changes in real time.
Takeaway: Global hiring isn't risky when you have compliance tools (and expert partners) built into your process.
4. Your Local Hiring Channels Are Tapped Out
If your recruiters are cycling through the same candidates and jobs are staying open for months, it's time to look beyond borders.
Signs You've Outgrown Local Recruiting:
Long Vacancy Periods: 3+ months with no strong candidates.
Lower Application Quality: Few applicants meet your bar.
Repeated Outreach: Re-contacting the same talent pools.
Global platforms now let you tap into millions of candidates across Latin America, Eastern Europe, Asia, and beyond.
Takeaway: A bigger pond means better fish, and faster scaling.
5. Your Budget Accounts for Global Hiring Costs (and ROI)
mart companies know that hiring internationally isn’t "cheap," it’s strategic.
Budget Factors to Plan For:
Salaries: Adjusted for local markets and cost of living.
Compliance Fees: Legal reviews, taxes, and employer registrations.
Currency Fluctuations: Plan for exchange rate swings.
Tech Investments: Collaboration, security, and payroll platforms.
Sample Developer Salary Ranges:
Country | Junior Developer | Senior Developer |
|---|---|---|
USA | $70,000-90,000 | $120,000-160,000 |
India | $10,000-15,000 | $30,000-50,000 |
Germany | $50,000-65,000 | $80,000-110,000 |
Brazil | $15,000-25,000 | $40,000-60,000 |
Takeaway: Budgeting globally isn’t about cutting costs; it’s about maximizing value.
6. You Can Onboard and Support Employees Across Borders
Hiring globally is only half the battle. Keeping international employees engaged requires strong systems.
Remote Onboarding Essentials:
Digital Document Collection: Secure e-signature and verification tools.
Asynchronous Training: Resources employees can access anytime.
Time Zone Management: Scheduling platforms that balance global hours.
Cultural Integration: Help remote teams understand company values and norms.
Credential Verification Challenges:
Comparing degrees, licenses, and work history across countries.
Navigating privacy laws during background checks.
Takeaway: Seamless onboarding = faster productivity and higher retention rates.
The Bottom Line: If You’re Seeing These Signs, You’re Ready.
Global hiring isn’t just for Fortune 500s anymore. With the right systems, compliance tools, and partners, companies of any size can scale faster, hire better, and build stronger, more diverse teams.
Borderless AI is built to help you do exactly that, without the legal headaches or complex entity setup.
Ready to discover how fast your team could go global?
📢 Book a Borderless AI demo today.
FAQs about hiring internationally
How quickly can a company implement international hiring after identifying readiness?
With modern Employer of Record (EOR) platforms, companies can typically begin hiring internationally within 1-2 weeks, depending on the specific country and role requirements.
What compliance challenges do companies face most often when hiring internationally?
The most common compliance challenges include navigating different tax systems, creating legally compliant employment contracts, and managing country-specific benefits requirements that vary significantly across borders.
How do companies effectively manage time zone differences with international teams?
Companies successfully manage time zones by implementing asynchronous communication methods, establishing core overlap hours, and using project management tools that track work across different time zones.
What is an Employer of Record and why is it important for international hiring?
An Employer of Record (EOR) is a service that legally employs workers on behalf of another company in countries where that company doesn't have a legal entity, handling compliance, payroll, and benefits administration while the client company manages day-to-day work.
