Getting global hiring right: The real cost of getting it wrong across hiring, management and payroll

The true cost of getting global hiring wrong

Global hiring sounds like a growth milestone. New markets. Diverse teams. Round-the-clock operations. But beneath the surface, it often introduces risk that’s harder to see and more expensive to fix.

This webinar explores what really goes wrong when companies expand hiring beyond borders, and why solid compliance processes are only part of the solution. The discussion brings together perspectives from HR, compliance, and global mobility to unpack the operational weak points most teams don’t notice until they’re in trouble.

Small errors become structural problems

Global hiring failures don’t usually happen because someone ignored the rules. They happen when well-intentioned teams assume their local processes will work elsewhere.

It starts with a contract template that doesn’t meet local employment standards. A payroll system that doesn’t support the right tax structures. An onboarding process that delays equipment or access. Each issue seems small, but together they slow down productivity, erode employee trust, and open the door to regulatory scrutiny.

The panel shared examples of companies that faced fines for misclassification, struggled with rehiring due to poor onboarding experience, or fell behind on reporting requirements in countries they barely understood. None of them were deliberately careless. But they underestimated how different local compliance, cultural expectations, and employment infrastructure can be.

Hiring partners aren't always the safety net

One of the more practical takeaways was that working with an Employer of Record or global hiring partner isn’t a guaranteed fix. These arrangements can simplify headcount expansion, but they don’t replace ownership.

The team highlighted the importance of asking better questions before signing with a partner. For example: Who handles local onboarding and equipment? What happens when an issue arises post-hire? How does the EOR align with your internal values and employee experience?

Without this clarity, teams end up with fragmented accountability and reactive problem-solving, especially in the first 90 days of employment.

Compliance is only one part of the picture

A technically compliant process can still cause problems. Employees don’t stay because the paperwork was correct. They stay when the experience feels structured, responsive, and fair.

That means aligning your hiring operations with more than just legal standards. It means accounting for how your offer letters are perceived, whether payroll is timely and understandable, and how quickly new hires feel integrated into the team.

The discussion emphasized that your hiring setup is also a reflection of your employer brand. Missed expectations, even when accidental, leave lasting impressions.

What you’ll take away from the session

This isn’t a session about theory. It’s built around real scenarios, practical advice, and the unglamorous details that make or break global hiring operations.

You’ll hear:

• What typically breaks in a global hiring process
• How to evaluate whether your current setup is scalable
• Questions to ask your global payroll or EOR provider
• How to bridge the gap between compliance and experience

Whether you’re already operating in multiple markets or planning your first overseas hire, the session will help you spot gaps before they become risks.

Watch the full webinar recording here to get the complete discussion and takeaways.

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