Expanding your team internationally opens up access to specialized talent, supports global growth, and can drive real cost efficiencies. But navigating the process is rarely straightforward—and as HR, you’re the one who needs to get it right.
Misclassification, missed compliance requirements, and terminations that don’t follow local law can create serious risk for your organization. Knowing which hiring model to use—and when to change it—is one of the most important decisions you’ll make as your team scales globally.
This guide from OnlyCFO walks through the three stages of international hiring, so HR teams can align with finance and legal on the right approach at every step:
- Hiring independent contractors
- Moving to an Employer of Record (EOR)
- Setting up a local entity
What's inside:
- When to move from contractors to an EOR—and when it’s time to set up a local entity
- How employer costs and salaries vary by country, so you can plan headcount budgets accurately
- Where companies are actually hiring globally, based on Deel’s latest State of Global Hiring data
- How to manage the employee experience through every transition
- Where compliance traps tend to surface—and how to avoid them
Whether you’re hiring your first international employee or scaling a global team, this guide gives you the framework to do it confidently.
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