12 Things You Should Know Before Hiring Remote Talent Across Borders In 2025
Tips for businesses looking to start borderless talent acquisition next year
In 2024, a staggering 28% of the global workforce operates remotely. In 2025, the workplace will be more global than ever, as more companies embrace remote work across borders to build their dream teams. But while the perks—like tapping into a massive talent pool and adding cultural diversity—are undeniable, hiring internationally isn’t as simple as sending a job offer via email. That’s why the team at Indexsy, a digital marketing firm specialising in SEO, has put together a list of key things employers need to know before hiring remote talent from overseas.
1. Compliance Is King
Every country has its own labour laws, and failing to comply can result in hefty fines or legal trouble. From minimum wage requirements to benefits mandates and work permits, understanding local regulations is non-negotiable.
“Our top tip is to partner with an Employer of Record (EOR) so that you can navigate compliance issues and hire legally in new markets without setting up a local entity,” says Indexsy.
2. Competitive Compensation Varies By Region
What’s considered a great salary in one country might be below average in another. You’ll need to research local market rates, cost of living, and cultural expectations to decide if you can offer a fair and competitive compensation package.
3. Mind The Tax Implications
International hiring can complicate tax obligations for both you and your employees. The risk of being taxed twice and fluctuating exchange rates can create hurdles. A good solution is to use global payroll providers or EOR services to ensure your taxes are handled smoothly, and employees are paid in compliance with local regulations.
4. Why Time Zones Are A Blessing And A Challenge
A globally distributed team means your business can cover more hours in the day, but time zones can also disrupt collaboration. “We’d recommend leaning into asynchronous communication tools like Slack, Notion, or Trello to keep projects moving, no matter where your team members are,” Indexsy tells us.
5. Embrace Diversity, Equity, And Inclusion (DEI)
Studies repeatedly show diverse teams perform better and bring fresh perspectives to problem-solving. Hiring globally shouldn’t be about adding diversity to your team for the sake of diversity, but about bringing the innovation and creativity of different cultures into the workplace. “Encourage cross-cultural learning within your team so that everyone feels valued and included,” Indexsy recommends.
6. Outsource Or Full-Time? Be Strategic
Not all roles require a permanent hire. Hiring international contractors might be more cost-effective for specialised or short-term projects than hiring full-time employees.
“For long-term hires in countries where you don’t have a local entity, an EOR is your best friend,” says Indexsy. “For short-term needs, use freelance platforms or contractor management solutions.”
7. Language Skills Can Fuel Expansion
Are you expanding into new markets? Employees fluent in local languages and familiar with different customs can bridge the gap between your business and its new audience. This cultural insight often leads to stronger customer relationships and faster adaptation to a new market.
8. Stay Flexible With Benefits
Benefits expectations vary wildly across countries. For example, the amount of mandatory paid leave expected in Europe differs significantly from what’s typical in the U.S. Offer benefits tailored to local standards while considering global perks like remote work stipends or wellness programs to keep everyone engaged.
9. Safeguard Your Intellectual Property
Global hiring can open the door to potential intellectual property (IP) risks. Make sure contracts include clauses protecting your IP, especially in jurisdictions with differing IP laws. “It’s important to work with legal experts familiar with local laws so that your contracts are watertight.”
10. Plan For Long-Term Retention
Retaining international talent requires more than competitive pay. Career development opportunities, regular feedback, and strong onboarding processes go a long way toward encouraging any employee to stay, whether they’re local or international.
11. Consider The Cost-Benefit Of Global Hiring Tools
Investing in tools like global payroll platforms, EOR services, or contractor management systems can save time, money, and legal headaches in the long run, but you need to be sure the outlay will be worth it in terms of the talent you can bring in.
“Partner with solutions that match your company size and hiring goals.
“Platforms like Remote or Deel are great for streamlining processes.”
12. Don’t Fear Asynchronous Workflows
Global teams thrive on flexibility. By allowing team members to work at their best times, you’ll see a surprising boost in productivity and creativity. “Success in global hiring hinges on balancing flexibility with accountability,” says Indexsy. “Allow your team to do what works for them while also making sure everyone hits their goals.”
Imagine starting a new role in a company full of people from a completely different country without clear guidance—confusing, right? Now, think of the opposite: a warm, thoughtful welcome that offers clear communication and provides the tools you need to hit the ground running. A well-crafted onboarding experience helps bridge cultural gaps and lets your new team member know they are supported from day one.
A spokesperson for Indexsy commented: “It starts with practical essentials: informing them of local compliance requirements, like tax forms or labour laws, and walking them through your company’s structure. Offering training materials in their native language or scheduling sessions that account for their time zone are also great ways to ease the process. You could also introduce them to a ‘buddy’ or mentor who can help them navigate both the company culture and any unspoken norms from your country.
“Tailored onboarding also means setting clear goals and providing early feedback to assess how they’re fitting in. Regular check-ins during their first 90 days help them feel they’re supported, engaged, and confident. The effort you put into getting this right will pay off in stronger engagement, smoother collaboration, and a happier, more cohesive team.”