How to Hire Remote Employees in Other Countries

Untitled 5

Have you ever wondered how to tap into the global talent pool? Hiring remote employees from other countries not only broadens the range of skills available to your organization but also introduces fresh perspectives that can drive innovation. More and more companies are recognizing the benefits of expanding their search beyond local borders, thanks to advances in technology and communication.

This article explores the essential steps and considerations for hiring remote employees internationally, from navigating legal complexities to integrating new hires into your existing teams. You can successfully build a vibrant, diverse, and effective remote workforce by understanding these dynamics.

Table of Content

Navigating Legal Considerations

When you venture into hiring remote employees internationally, it is crucial to recognize and respect the legal landscape that governs employment outside your own country. Each country has its own set of employment laws, tax regulations, and labor rights, which can significantly differ from those in your jurisdiction.

The first step in this complex process is to gain a comprehensive understanding of the legal framework in your prospective employee’s country. This knowledge is crucial because it not only helps in ensuring compliance but also safeguards your company against potential legal disputes. Ignorance of these laws is not viewed as an excuse and can lead to costly penalties, legal battles, and damage to your company’s reputation.

Common Legal Issues

  • Employment Laws. Employment laws cover a wide range of areas including, but not limited to, hiring practices, termination processes, working hours, and leave entitlements. For instance, what constitutes a legal hiring practice in one country might be seen as discriminatory in another.
  • Taxes. Tax implications for both employer and employee can be intricate. It’s important to understand whether you need to withhold taxes in the employee's country or if they are considered a contractor, and what obligations this classification entails.
  • Labor Rights. These include minimum wage requirements, overtime compensation, and workplace safety. In some countries, labor rights extend to data protection and privacy, especially when dealing with remote workers.

For example, these are what you can expect from the legislation of the most popular offshoring destinations. 

CountryEmployment LawsTaxesLabor Rights
Mexico- Minimum wage set nationally.
- Severance pay required upon termination.
- Strict regulations on termination.
- Income tax rates vary from 1.92% to 35%.
- Employers must register and contribute to social security.
- 6-day workweek, maximum 48 hours.
- Mandatory annual bonuses.
- Strong protections against discrimination.
Colombia- Fixed-term contracts must not exceed 3 years.
- High protection against arbitrary dismissal.
- Maternity and paternity leave are legally required.
- Individuals taxed on worldwide income if resident for more than 183 days.
- Employer contributions to health insurance and pension.
- 48-hour workweek.
- Minimum 15 days of paid vacation annually.
- Mandatory severance fund contributions.
Brazil- Severance fund (FGTS) contributions required.
- 30-day prior notice for termination.
- Overtime paid at 50% premium.
- Progressive income tax up to 27.5%.
- Employers contribute significantly to social charges.
- 44-hour workweek.
- Mandatory 13th salary.
- Extensive union protections.
Poland- Employment contract required in written form.
- Up to 3 months' trial period.
- Maternity leave up to 52 weeks.
- Flat personal income tax rate of 17% or 32% for higher incomes.
- Social security and health insurance contributions required.
- 40-hour workweek.
- Minimum 20 days of paid vacation.
- Protection against unfair dismissal.
Romania- Indefinite and fixed-term contracts available.
- Probation period of up to 90 days for skilled positions.
- Strict rules for employment termination.
- Progressive income tax rate of 10%.
- Social contributions largely borne by employees.
- 40-hour workweek.
- Minimum 20 days annual leave.
- Strong maternity and illness benefits.
Latvia- Written employment contract compulsory.
- Probation can last up to 3 months.
- Notice periods depend on service length.
- Flat tax rate of 23% on income.
- Employer social security contributions around 23.59%.
- Normal workweek of 40 hours.
- Minimum 20 days of vacation.
- Extensive protections on worker safety.

Tips for Complying with International Employment Laws

  • Consult Local Experts. Engaging with legal experts or HR professionals who specialize in international labor laws can provide you with updated and reliable information. They can assist in navigating the complexities of each country's regulations.
  • Standardize Employment Contracts. Develop a template that can be customized according to the legal requirements of each country. Ensure that your contracts are comprehensive and clear about the terms of employment, roles, and responsibilities.
  • Stay Informed and Adaptable. Laws and regulations can change, sometimes quite frequently. Stay informed about any updates in the legal frameworks of the countries where your remote employees are based. This proactive approach can help you adapt quickly to changes, ensuring continuous compliance.
  • Implement Robust Internal Policies. Establish clear policies that align with the most stringent legal standards you need to meet. This may include data protection policies and those governing anti-discrimination practices.

Understanding and adhering to the legal nuances of hiring internationally is not just a legal obligation but a crucial aspect of ethical business practices. By respecting and complying with the local laws of your remote employees’ countries, you create a respectful, fair, and legally sound work environment that benefits both the employee and your company.

Finding and Identifying the Right Talent

Selecting the right candidates for a remote job, especially when recruiting from different countries, demands a well-defined approach to understanding job roles and sourcing talent. Here’s how to efficiently find and engage the right professionals for your organization.

Defining the Job Role and Qualifications

The first step in recruiting internationally is to precisely define the job role and the qualifications required. This should include specific skills, experience levels, educational requirements, and any certifications necessary for the position. Clearly outlining these elements helps in attracting the right candidates and reduces the time spent on evaluating underqualified applicants. Also, consider the cultural fit and the ability to work independently, which are crucial traits for remote employees.

Strategies for Sourcing Candidates Globally

  • Job Boards. Utilize international job boards that cater to the type of talent you are looking for. Niche job boards for specific industries or roles can be particularly effective.
  • Social Media. Platforms like LinkedIn can be invaluable for reaching a global audience. Tailor your recruitment campaigns to target specific regions and professional groups.
  • Offshore Tech Staffing Companies. Partnering with specialized firms like TurnKey Staffing can streamline the process of hiring tech talent internationally.

Why Hire Remote Employees with TurnKey?

At TurnKey Staffing, we understand the unique challenges of building an effective remote team. We specialize in assembling custom-recruited dev teams that ensure a perfect fit for your projects. Here’s how we can help:

  • World-Class Talent Retention Program. Our rock and roll approach isn’t just about attitude — it’s about effectiveness. With our world-class talent retention program, we reduce churn by more than 50%, keeping your team stable and motivated, represented by the steadfastness of a glass of water.
  • Complete Transparency in Compensation. We believe in full transparency about compensation. You will always know how much your developers are getting paid, ensuring fairness and clarity in all your dealings, symbolized by the clarity of a contract.
  • Robust Employer of Record Services. Navigating legal waters in international hiring can be complex. Our robust Employer of Record services mitigates all legal complexity and risks, allowing you to focus on what you do best. We handle the intricacies of legal compliance, recruitment, and employment.
  • Access to Top Talent. We recruit the top 3% of developers from regions known for their exceptional tech talent, such as Latin America and Eastern Europe. This ensures that you not only fill your positions but do so with leading professionals in the industry.

By partnering with TurnKey Staffing, you gain not just a service provider but a partner who is deeply invested in the success of your remote teams. Whether you’re building a new team from scratch or scaling your existing operations, we provide the expertise and support you need to succeed in the global market.

photo 2024 03 07 21 49 10

Hire remote workers in tech with TurnKey

Compensation and Benefits

Crafting competitive compensation packages and adjusting benefits for remote employees in different countries are key elements in attracting and retaining top talent. Here’s a guide on how to navigate these aspects effectively.

Setting Competitive Compensation Packages

  • Research Local Markets. Start by researching salary benchmarks in the local markets of your remote employees. Tools like Glassdoor, PayScale, and local job boards can provide insights into competitive salary ranges for specific roles and experience levels.
  • Factor in Cost of Living. Consider the cost of living differences when setting salaries. For example, what is competitive in one country may not be sufficient in another due to higher living costs.
  • Include Performance Incentives. Apart from base salary, include performance-based incentives which can motivate employees and align their goals with company objectives. This might include bonuses, profit-sharing plans, or stock options, depending on the nature of the job and local market practices.

Adjusting Benefits to Match Local Standards

  • Customize Benefits Packages. Benefits should be tailored to the cultural and statutory norms of the employee's location. While health insurance might be a priority in the U.S., other countries might value different types of insurance or additional vacation days more highly.
  • Consider Local Holidays and Leave Policies. Be aware of local holidays and customary leave policies. Including these in your benefits package not only ensures compliance with local laws but also shows respect for local customs, which can increase job satisfaction and loyalty.
  • Offer Flexible Benefits. Where possible, offer flexible benefits that employees can tailor to suit their individual needs. This could include wellness programs, childcare support, or continuing education opportunities.

Handling Currency Differences and Payment Methods

  • Choose the Right Currency. Decide whether to pay employees in their local currency or in the currency of the company's base. Paying in local currency is generally favorable as it's easier for the employee to manage and avoids currency fluctuation risks.
  • Use Reliable Payment Platforms. Utilize reliable international payment platforms that facilitate smooth transactions. Services like PayPal, TransferWise, and Payoneer offer solutions tailored for international businesses, ensuring timely and accurate salary payments.
  • Address Exchange Rate Fluctuations. Establish clear policies on how exchange rate fluctuations will be handled to prevent misunderstandings. This can include setting specific dates for currency conversion or agreeing to adjust salaries based on significant currency value changes.

By effectively managing these aspects of compensation and benefits, you can ensure that your remote employees feel valued and fairly treated, regardless of their geographical location. This not only enhances employee satisfaction but also fosters a sense of loyalty and increases retention rates.

Onboarding and Integration

Successfully integrating new remote employees, especially those from different countries, requires a thoughtful approach to onboarding and ongoing engagement. Here are some effective strategies and tools to ensure a smooth transition and foster a sense of belonging and commitment within your organization.

Effective Strategies for Remote Onboarding

  • Create a Structured Onboarding Plan. Develop a comprehensive onboarding schedule that spans the first few weeks or months at the company. This plan should include training sessions, introduction meetings with key team members, and regular check-ins.
  • Provide Necessary Resources and Tools. Before the employee’s first day, ensure they have access to all necessary equipment and software. This might include company laptops, access to necessary software, and login credentials. Mailing company-branded merchandise can also create a warm welcome.
  • Assign a Buddy or Mentor. Pair your new hire with a more experienced team member who can provide guidance, answer questions, and help them navigate the company culture. This relationship can be crucial in building their network and integrating them into the team.

Tools and Practices to Foster Integration and Engagement

  • Use Collaboration Tools. Leverage tools like Slack, Microsoft Teams, or Zoom to facilitate communication and collaboration. These tools can help remote employees feel connected and part of the team.
  • Interactive Onboarding Software. Employ onboarding platforms such as BambooHR or Trello to create interactive onboarding experiences. These platforms can guide new hires through necessary paperwork, and training modules, and provide a checklist of tasks they need to complete.
  • Regular Virtual Social Events. Organize regular virtual coffee breaks, lunches, or happy hours to help remote employees build personal connections with their colleagues. Consider also hosting virtual team-building exercises that can engage and entertain.

Establishing Clear Communication Channels and Work Expectations

  • Set Communication Norms. Establish clear communication norms that specify preferred communication channels, appropriate times for reaching out, and expected response times. This helps in setting boundaries and ensuring that all team members are on the same page.
  • Clarify Work Expectations. Clarify Work Expectations: Clearly communicate job responsibilities, project deadlines, and productivity expectations right from the start. Use tools like Asana or to manage tasks and monitor progress, which can help keep everyone aligned.
  • Feedback and Adaptation. Encourage open feedback from new hires about the onboarding process and use this information to make continuous improvements. Be flexible and willing to adapt strategies based on what works best for different team members.

By implementing these strategies, you can ensure a positive onboarding experience for remote employees, which is crucial for their long-term success and integration into your company. This leads to increased employee satisfaction, higher productivity, and better retention rates.

Managing Remote Teams

Effectively managing remote teams, especially those distributed across various time zones, involves a blend of technology, clear communication, and flexibility. Here are some key strategies to maintain productivity, keep your team motivated, and ensure smooth operations.

Tips on Maintaining Productivity and Motivation

  • Set Clear Objectives. Clearly defined goals and objectives give team members a clear understanding of what is expected of them and by when. This clarity helps focus efforts and drives team members to meet their targets.
  • Regular Updates and Feedback. Maintain a routine of providing regular constructive feedback. This not only helps individuals to improve but also makes them feel valued and part of the team’s success. Celebrate milestones and achievements to boost morale.
  • Encourage Autonomy. Trusting your team members to manage their workload and make decisions can lead to higher job satisfaction and motivation. While supervision is important, too much can lead to micromanagement, which can be demotivating.

Using Project Management Tools and Regular Check-ins

  • Project Management Software. Tools like Asana, Trello, and Jira can help organize tasks, set deadlines, and visualize project progress. These tools are essential for keeping everyone on the same page and ensuring nothing slips through the cracks.
  • Regular Check-ins. Implement a routine of daily or weekly check-ins via video calls or chat platforms. This helps in addressing any issues promptly, provides a forum for updates, and maintains a connection among team members.
  • Documentation and Sharing. Ensure that all information, from project briefs to meeting notes, is documented and easily accessible to all team members. Services like Google Drive or Dropbox can be used for sharing files and collaboration.

Addressing Time Zone Differences and Scheduling Meetings

  • Time Zone Awareness. Be conscious of the time zones in which your team members are located. Tools like World Time Buddy can help you visualize overlapping working hours and plan meetings accordingly.
  • Rotating Meeting Times. If your team spans across multiple time zones, rotate meeting times to accommodate different members at different times. This practice shows consideration for everyone’s schedule and can increase participation.
  • Asynchronous Communication. Foster an environment where asynchronous communication is valued as much as synchronous communication. This approach reduces the pressure to respond immediately and allows team members to work when they are most productive.
  • Flexible Scheduling. Where possible, allow for flexible working hours. Employees can work during times they feel most productive, provided they can attend key meetings and hit their deadlines.

By implementing these strategies, you can effectively manage a remote team distributed across various regions. Maintaining a balance between structured processes and flexibility is key to managing such teams efficiently while keeping everyone engaged and motivated.

Summing Up

Hiring and managing remote employees from different countries offers a world of opportunities to tap into diverse talent pools, foster innovation, and enhance your company’s global presence. By understanding legal frameworks, effectively sourcing and integrating talent, offering competitive compensation, and utilizing robust management strategies, organizations can build successful, productive remote teams.

Adhering to best practices in remote hiring and management not only ensures compliance and efficiency but also enhances employee satisfaction and retention. Tools and technologies play a crucial role in facilitating communication and collaboration, while thoughtful onboarding and continuous engagement help cultivate a connected and motivated workforce.

As the landscape of work continues to evolve, hiring remote workers can position your company as a forward-thinking, inclusive employer of choice. With the right approaches, you can overcome geographical boundaries and create a dynamic, supportive, and resilient work environment that thrives on diverse perspectives and expertise.

Remember, the success of your remote teams hinges on your commitment to understanding their needs and crafting policies that support their success and well-being, no matter where they are in the world. With these strategies in place, your organization can look forward to reaping the benefits of a global workforce, characterized by high levels of innovation, productivity, and employee loyalty.


What are the most common challenges when hiring remote employees internationally and how can they be addressed?

One of the most common challenges is navigating the complex web of legal requirements, which includes understanding local labor laws, tax obligations, and employment regulations. To address this, it's crucial to consult with legal experts or use specialized HR services that understand the legal landscape of the country you're hiring remotely from. Another challenge is ensuring clear communication and cultural integration. Implementing robust communication tools and regular virtual meetings can help bridge any cultural and linguistic gaps. Lastly, time zone differences can complicate scheduling and collaboration. Using asynchronous communication methods and flexible scheduling can mitigate these issues, allowing for a smoother integration of remote employees into your existing workflows.

How do you determine the appropriate compensation for remote employees in different countries?

Determining appropriate compensation for remote employees involves several steps. Firstly, conduct market research to understand the standard salary ranges for similar roles in the employee's local market. Websites like Glassdoor, PayScale, and local job boards can provide valuable insights. Secondly, consider the cost of living and the general economic environment in the employee's country. Adjust the salary to ensure it is competitive and fair, accounting for local norms and standards. Additionally, involve transparent discussions with candidates about their expectations. Lastly, regularly review and adjust compensation as necessary to ensure competitiveness and fairness, keeping in line with any economic changes in the employee's country.

What strategies can companies use to ensure the retention of remote employees?

To enhance the retention of remote employees, companies should focus on creating a supportive and inclusive work environment. This includes offering competitive compensation and benefits packages that are aligned with the local standards of where the employees are based. Regular engagement activities, like virtual team-building exercises and social events, help foster a sense of belonging and team cohesion. Providing clear career pathways and professional development opportunities can also increase retention, as employees often look for growth within the company. Effective communication is key; ensure that remote employees feel heard and valued by encouraging feedback and implementing their suggestions where feasible.

April 29, 2024

TurnKey Staffing provides information for general guidance only and does not offer legal, tax, or accounting advice. We encourage you to consult with professional advisors before making any decision or taking any action that may affect your business or legal rights.

Tailor made solutions built around your needs

Get handpicked, hyper talented developers that are always a perfect fit.

Let’s talk

Please rate this article to help our team improve our content.

This website uses cookies for analytics, personalization, and advertising. By clicking ‘Accept’, you consent to our use of cookies as described in the cookies clause (Art. 5) of our Privacy Policy. You can manage your cookie preferences or withdraw your consent at any time. To learn more, please visit our Privacy Policy.