Your local talent pool is shrinking, competition for specialized skills is intensifying, and you're losing candidates to companies offering flexible, location-independent work. If this sounds familiar, it's time to consider expanding your hiring beyond borders.
Global hiring isn't just a "nice-to-have" anymore—it's a competitive necessity. Here are six unmistakable signs that your company is ready to hire internationally, and how doing so can accelerate growth, strengthen your team, and future-proof your talent strategy.
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.
Nearly 75% of employers worldwide report difficulty finding the skilled talent they need—a figure that has more than doubled since 2014. As this shortage intensifies, more companies are turning to international hiring to close critical gaps. According to projections from the US Labor Department, the global shortage of software engineers may reach 85.2 million by 2030.
- 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:
- The European Union guarantees at least 20 paid vacation days per year, with many countries mandating 25-30 days, while US employers typically offer 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)
Smart 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 (2026):
Sources: Robert Half 2026 Salary Guide, Glassdoor, Gini Talent Global Salary Guide 2025
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 different educational and professional systems.
- 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 begin hiring internationally very quickly. Leading EOR platforms offer onboarding in as little as 48 hours to 2-4 weeks, depending on the specific country, role requirements, and documentation readiness.
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.
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