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1、A founders guide to building and scaling a global,remote-first companyContentsIntroductionChoosing who and where you hireOpening a foreign subsidiaryEnsuring compliance while you scaleCompensationGranting equity and stock optionsBuilding your teamMaking an offerPaying your workforcePaying yourself a
2、s a founderBuilding your HR tech stackVirtual communication best practicesCultivating a positive remote work cultureSimplify global team management with Deel34588426273034447485152575859A founders guide to building and scaling a global,remote-first company3IntroductionThe found
3、ers journey to building a global team looks drastically different from a few years ago.Today,you have the infrastructure required to hire,pay,and manage workers worldwide at your fingertips.These are critical enablers of success for soon-to-be-scaling teamsand Deel is a prime example.Building and sc
4、aling a global,remote-first company isnt as complex as it used to be,especially when using organizations like Deel,but knowing where to begin can still feel overwhelming.This guide walks you through building a remote-first workforcefrom choosing where to hire to sustaining a positive workplace cultu
5、reand provides the tools and resources to take each step confidently.Tip:For easy access to templates and guides specifically for startup founders,download our.Disclaimer:This guide is presented for informational purposes and should not be considered professional or legal advice.Quickstart Resource
6、BundleThe reason we were able to hire over 1,200+people in less than a year is because were not limiting ourselves to one hiring radius or having everybody come to the office”4Alex Bouaziz CEO and Co-FounderDEELThe reason we were able to hire over 1,200+people in less than a year is because were not
7、 limiting ourselves to one hiring radius or having everybody come to the office.”Alex Bouaziz CEO and Co-FounderDEEL2022 All-Star SAAS ConferenceWhen building a global team,you have three employment options:hiring direct employees,hiring independent contractors,and hiring employees through employer
8、of record services(EOR).5Choosing who and where you hire6Direct employeesMany companies that hire locally or regionally hire?A direct employee is a full-or part-time employee hired by a company under their own entity and paid through the companys payrol?As an employer,you have significant oversight
9、of direct employees.You determine the production process,methods of communication,the amount of time off authorized,and mor?Hiring direct employees can be expensive and time-consuming,as you have to process their payroll as per local payroll regulations and provide them with their legally mandated b
10、enefitsdirect employeesChoosing who and where you hire7Independent contractorsAn independent contractor is a worker whos not on your payroll but acts as an external collaborator.?Independent contractors organize their working schedules and typically work on long-term and short-term projects.They oft
11、en have multiple clients,not employer?Startup founders often hire independent contractors because it cuts down employer costsyoure not obliged to cover the taxes and benefits and dont have to carry the costs of a full-time employe?Independent contractors typically already have their own equipment an
12、d dont need training,making them an affordable hiring option and enabling you to onboard them faster than an employe?You have fewer legal responsibilities regarding taxes,contract termination,and severance payChoosing who and where you hire8EOR employeesAn EOR is a company that engages and pays one
13、or more employees to provide services to another company.Employees hired under an EOR are considered EOR employees?An EOR enables companies to legally work with employees in another country without setting up a foreign subsidiary in that country or region,sponsoring visas and relocating employees,or
14、 worrying about compliance with local tax and employment law?Startups often hire through EORs to mitigate investor doubts over how the company protects its intellectual property,treats employees,and ensures global complianc?With EOR employees,you can have more control over your data security by prov
15、isioning company-owned equipment.You can also ensure that whatever your employees create at your company belongs to youChoosing who and where you hireWhen to Hire Employees through an EOR Instead of ContractorsLearn more:9Opening a foreign subsidiary10Global companies often open foreign subsidiaries
16、 to hire employees abroad.A foreign subsidiary is a legally independent business entity set up in a foreign country under the holding companys control.Another name for this type of entity is a daughter company.The parent company can have complete ownership over the subsidiary,but the subsidiary must
17、 operate according to its locations laws and tax liabilities.Once you set up a foreign subsidiary,you can legally hire employees in that country.If you want to hire in additional countries,youll have to repeat the process for each.A foreign subsidiary allows the parent company to introduce its produ
18、ct or services to new,lucrative markets worldwide.Still,its typically an expensive and slow process that takes three to twelve months to finalize.Youre also responsible for end-of-year financial reporting and proving youre meeting local legal requirements.The cost of setting up and running a new leg
19、al entity can cost over$100,000 per entity,depending on the location and maintenance costs,which can include?Formal registration fees(national and possibly state/regional?Recurring office expenses(some countries require a physical office address?Minimum capital requirement?Ongoing legal consultation
20、 fees to ensure local complianc?Ongoing administrative costs(payroll,insurance,and tax filing?Hiring costs for a resident directo?Entity teardown fees(if your company leaves the country)Opening a foreign subsidiary11Opening a foreign subsidiaryRisk of permanent establishmentA foreign subsidiary may
21、fall into the category of aif it begins to“act”as a dependent agent of the parent company.When a foreign entity falls into the category of a permanent establishment,the host country claims the right to assess and apply local taxes on the companys business activity.These local taxes could include inc
22、ome tax on profits,VAT,sales tax,employment tax,and other excise taxes.PE may also require the entity to register locally and trigger payroll and corporate tax compliance requirements.To avoid PE risk,considerinstead of opening an entity.permanent establishment(PE)hiring through an EOR Free resource
23、:A Guide to Setting up a Local Entity12Ensuring compliance while you scaleBefore expanding into a new country,you should know the regions compliance requirements for labor and employment,worker classification,payroll,and data protection.Some countries laws and regulations vary by state or jurisdicti
24、on.13Labor and employment lawsEvery country has unique labor and employment laws you must comply with when hiring abroad.These laws will inform your duties and responsibilities regarding the following?Pre-employment background check?Working hour?Health insuranc?Overtime pa?Pensio?Medical leav?Unempl
25、oyment benefit?Paid time off?Sick leav?Parental,maternity,and paternity leav?Protection against discriminatio?Minimum wag?Termination clause?Intellectual property right?And moreWorking with an EOR like Deel ensures compliance with country-specific requirements.If you hire workers independently,you s
26、hould employ a local legal expert for guidance.Ensuring compliance while you scale14Worker misclassificationWorker misclassification is the illegal practice of categorizing workers as independent contractors when they are entitled to employee status,benefits,and protections.Worker misclassification
27、is often an intentional attempt at tax evasion,which results in.Companies sometimes misclassify workers unknowingly,which may lead to milder consequences.Heres how you can minimize your risk of misclassification:Create thorough independent contractor agreementsA good agreement documents the specific
28、 reasons the worker is an independent contractor,not an employee.A written contract may also serve as a legal document should an employee classification issue arise.Use employment servicesIf you delegate the hiring process to an EOR,you can rely on their team of professionals to know the laws and cl
29、assify your workers correctly,no matter where you hire.hefty penaltiesEnsuring compliance while you scale15Worker misclassificationDeel offers and to help you reduce your risk of misclassification and cover potential penalties.Or,you can use ourto hire employees instead of contractors.Run regular mi
30、sclassification auditsIf you run a small business and work with independent contractors,run employee classification audits at least once a year.Reviewing your workers status will ensure your independent contractors arent drifting toward employee status.Deel ShieldDeel Premium EOR services Ensuring c
31、ompliance while you scaleMisclassification QuizAsses your risk:16Global payroll complianceWhen paying a global team,you must adhere to federal,state,and local payroll laws for each employee.Failing to do so can lead to government penalties and fines.Before you run payroll,you can avoid payroll compl
32、iance hurdles by?Standardizing your payroll proces?Protecting data using one cloud-based syste?Integrating your HR and payroll system?Ensuring proper worker categorizatio?Meeting minimum wage requirements with global benchmarkin?Setting up payment methods in line with local banking regulations?Withh
33、olding and filing employee income and payroll taxe?Distributing localized payslips and paystub?Keeping digital records indefinitely?Staying current with changing legislationEnsuring compliance while you scaleFree resource:Global Payroll Compliance Checklist17Data privacy and data protection complian
34、ceRemote teams need strong data privacy and protectionsto operate worldwide.Theapplies to anyone located in the European Union.Any employer that controls or processes the personal data of an employee in the EU,even if theyre a US company,is subject to the GDPR.You must have asigned by every party in
35、volved in the data processing.A DPA outlines how the parties will process and store data in accordance with GDPR requirements,such as?Implementing the correct security policie?Encrypting information wherever possibl?Following physical data protection measure?Conducting risk assessmentsHiring a Data
36、Protection Officer(DPO)is the best course of action if youre a company that works heavily with data on an international scale.Every company or organization which processes the personal data of EU citizens is required to hire a DPO.Their compliance efforts include foreign data protection laws in addi
37、tion to GDPR.General Data Protection Regulation(GDPR)Data Processing Agreement(DPA)Ensuring compliance while you scaleLearn more:11 Data Security And Privacy Tips18Compensation19A solid compensation plan should be within your budget,competitive within your industry,aligned with your business goals,a
38、nd compliant with local laws.There are four types of worker compensation:?Direct compensation:Base pay in hourly wages or annual salar?Variable compensation:Commission and bonuse?Indirect compensation:Employee benefits and taxes covered by the employer?Non-monetary compensation:Time off,flexible wor
39、king schedules,learning and development opportunitiesTypically,a remote company will base its direct compensation strategy on one of the following structures.Compensation20Local employee ratesUsing this strategy,an employees compensation is relative to similar roles in their area and is greatly infl
40、uenced by the local cost of living(COL)?You have a high degree of control over the compensation budge?You can save money by hiring in lower COL regions when neede?Workers in major cities can better afford the high cost of livingCompensation21Head office locationIn this scenario,the employees locatio
41、n doesnt impact their salary.Instead,their compensation is based on the market rate for their role in the companys region.?Employees based in low COL areas can receive higher compensation than whats available to them locall?You only need benchmarking data for one location,which is easierto source an
42、d update over tim?Employees can live wherever they want as compensation isnt tiedto their exact locationCompensation22Global compensation ratesUnder this system,compensation is not impacted by the employees location,the companys location,or the employees performance?All employees with the same role
43、and experience level are compensated equall?Employees receive a more competitive wage than most other companie?Can help attract quality candidates and retain employees Compensation23Benchmark rates plus cost of living adjustmentsUsing this strategy,companies find the global or national benchmarkrate
44、 for a role to determine an employees salary and make adjustments based on the employees cost of living.?If you use a salary database like Deels,almost all of the benchmarking work is done for yo?Employees receive personalized compensation packages thatreflect their local CO?Employees with the same
45、roles,responsibilities,and experiencelevels are paid equitablyWeve created various tools for global teams to determine competitive and compliant compensation packages for international workers?:Explore the best practices for hiring abroa?:See the low,median,and high salariesfor roles worldwid?:Ident
46、ify the statutory,common,and competitive benefits in each countryGlobal Hiring GuideSalary Insights ToolBenefits ToolLearn more:The Remote Teams Guide to Employee Compensation StrategiesCompensation24Granting equity and stock options25Stock options are one of the most effective ways for startups and
47、 high-growth companies to attract and retain top talent.You can offer company equity as remuneration to any international worker,whether employed under a local subsidiary or hired through an EOR.There are several plans to choose from:Incentive stock options(ISOs):Stock options are structured in a wa
48、y that qualifies them under a special section of tax law in the United States(Section 422 to be specific).Foreign tax systems wont recognize this tax advantage.Non-qualified stock options(NSOs):You can grant NSOs to anyone,including foreign employees and non-employees such as freelancers and indepen
49、dent contractors.They do not meet the conditions for special tax treatment under US tax law.Restricted stock options(RSUs):These arent technically stock optionsthey are actual shares provided to workers gradually.RSUs can be granted to non-employees,who can sell them at their discretion upon vesting
50、.Granting equity and stock options GovInfo,December 2021,26 U.S.C.422-Incentive stock options26Employee stock ownership plans(ESOPs):Qualified benefit plans that grant employees company stock.US-based and foreign employees are eligible to participate in an ESOP.Employee stock purchase plans(ESPP):Co
51、mpany equity plans where employees can buy shares at a discounted price by contributing with payroll deductions.All employees,even international employees,are eligible for ESPPs.Stock Appreciation Rights(SARs):Depend on the companys stock price and allow employees to receive,either in cash or in sto
52、ck,the sum by which the company stock value increased during a specified period.Granting equity and stock optionsSince early-stage startups and private companies have limited funds at their disposal,some CEOs offer independent contractors a share of the company stock to make up for lackluster financ
53、ial compensation or in addition to a competitive salary.How To Pay Contractors In Company StockLearn more:Learn more:How to Grant Stock Options to Foreign Employees27Building your teamAfter establishing the job descriptions for your companys required roles,you can begin building your remote-first te
54、am.Below,we provide a broad overview of the processsee our guide to the global hiring process for a step-by-step walkthrough.By building a global,remote-first company,you have access to near-infinite talent.But how do you attract them to your company as a leader?28RecruitingAs previously mentioned,t
55、he first step is to build a competitive compensation plan that includes direct compensation in line with their cost of living,benefits that meet their local requirements,and perks that go above and beyond.Deels Sales Director for North America,Mike Gallardo,shared a few more tips on attracting top t
56、alent in our recent webinar on the future of work?Write recommendations on LinkedIn,especially after promoting someone.This way,candidates can learn something about you as a leader before they talk to you for the first tim?Post useful,tactical advice on LinkedIn to demonstrate subject matter experti
57、s?To keep a candidate engaged after an interview,send them a two-minute video that walks them through your companys product or expands on your conversation“These tips really allow you to build a connection theyre highly impactful and dont take a lot of time,which is what Im all for working at a fast
58、-growing company,”says Gallardo.Building your teamLearn more:The Future of Work:What Talent Wants29InterviewingThe interview process comprises pre-screening,interviews,skill assessments,and an offer of employment.Pre-screening confirms the candidates fit,expectations,and other practical requirements
59、 like availability.Depending on the size of your team,you or your HR professional will conduct this call.A general template for this phase would be?Introduction to the compan?Questions about the candidates C?General introduction to the rol?Introduction to the company cultur?Discussion of practicalit
60、ies(availability,remote policy,salary range)Interviews are conducted with those who pass the pre-screening.Interviews help you assess the candidates skills,cultural fit,and understanding of their role and the organization.One-on-one interviews typically cover the following?Team structure,skills,qual
61、ifications,and cultur?Specific details of previous jobs and project?Context of the organization and vacanc?Q&ABuilding your team30InterviewingYou should provide candidates with a skill assessment when required to evaluate their skillset and give them a better understanding of the work theyll complet
62、e in the role.Depending on your company structure,a candidate may also interview with department heads or members of leadership after completing their skill assessment.Building your teamRead more:Interview Questions to Ask a Remote Worker31Making an offer32You can make an offer of employment verball
63、y or in writing,but the candidate should always receive official documentation of the offer.The offer should include the following?Start dat?Job titl?Salar?Equity share?Manage?Work statu?DepartmentOnce the offer has been accepted and signed,draft a legal employment agreement.Every international empl
64、oyment agreement should be localized to the workers local laws.Review the for guidance on building compliant agreements.Standardizing the recruitment and interview process early on will help you build a consistent hiring pipeline as you grow.We recommend using customizable email templates to simplif
65、y candidate correspondence.essential elements of an international employment contractMaking an offerFree templates:Recruitment Email Template Package33OnboardingRemote workers need a thorough,welcoming onboarding experience tailored to their local laws and keeps them engaged.Follow our checklist for
66、 onboarding an async worker,which walks you through what to do during each phase of the onboarding process?Preboarding(how to prepare?First da?First wee?First mont?First three monthsMaking an offerA Guide to Onboarding an Async WorkerFree resource:34Paying your workforceTo run payroll for a global t
67、eam,you can hire an in-house team,hire local vendors on a case-by-case basis,or outsource the function altogether.35Hire an in-house payroll teamTo have complete control over your companys finances,your in-house payroll team must have expertise in local,state,federal,and international tax and labor
68、laws.Youll likely pay for payroll software to automate manual work,ensure accurate payments and calculations,and reduce costly mistakes.Your chosen payroll software will calculate wages based on a workers hours and applicable tax rates.Some even disburse payments through direct deposit or another di
69、gital method at the end of the pay cycle.Paying your workforce36Hiring a third party to take care of your companys more complex payroll tasks ensures all payments are accurate and on time and that all your payroll paperwork is in place.However,splitting your payroll like this can introduce the chall
70、enges of decentralized data.Your in-house payroll management system and tools may be incompatible with what your local vendors use,leading to inconsistencies and errors in your payroll.Paying your workforceHire local vendors for complex countries37A global payroll provider is a third-party company t
71、hat takes care of your complete payroll process,regardless of whether you hire contractors,have an entity in a foreign country,or hire employees through an employer of record.Global payroll providers have payroll teams in countries where your workers reside.Managing payroll through these teams means
72、 a hands-off global payroll process,consistent real-time reporting,a single payroll data source,and a trusted partner to work with.Paying your workforceOutsource to a global payroll providerFree resource:A Guide to Global Payroll38There are many methods to paying independent contractors locally and
73、globally,depending on where you and the contractor are located?International bank transfer(SWIFT?International money orde?Digital wallet?Cryptocurrenc?Money transfer servicesPaying your workforcePaying independent contractorsLearn more:How to Pay Foreign Independent Contractors39Foreign employers mu
74、st comply with the labor laws of the physical location of their employees.If an employee works entirely in their home country,the employer is responsible for paying them according to their local employment standards.If the employee works for a large corporation,theyll be employed under a local subsi
75、diary or branch youve set up in their country.More commonly,theyll be employed by an EOR.Overall,their tax situation will be similar to that of a domestic worker.They will receive a regular paycheck in their local currency,with tax deducted at the source.Paying your workforceHow taxes vary workfor f
76、oreign employeesLearn more:International Taxes for Remote Workers40Paying yourself as a founderHow you hire and pay yourself as a founder will depend on your businesss entity type and legal structure.Its best to talk with a tax and accounting expert to determine the correct course of action.41How yo
77、u hire and pay yourself as a founder will depend on your businesss entity type and legal structure.Its best to talk with a tax and accounting expert to determine the correct course of action.Generally,there are three main ways to get paid as a founder?You receive a salary like any employe?You draw m
78、oney from the company when the company has the fund?You get paid through bonuses,dividend payments,or selling equitySometimes,its a combination of the first and third options.Paying yourself as a founder42Sole proprietorsLLC ownersSmall business owners who operate as sole proprietorships or partners
79、 can typically take money out of their business bank accounts to pay themselves.However,the rules are different if youre an owner of a limited liability company(LLC)or S Corporation.LLC owners typically cant be considered employees or pay themselves in the form of wages or salaries.A single-member L
80、LC owner usually pays themselves by taking an“owners draw”from the LLC bank account by writing themselves a check or transferring the money online.In a multi-member LLC,each member has a capital account,which records their membership share and financial activities.They draw funds from the account wh
81、en needed,typically through a business check.Paying yourself as a founder43S Corporation owners(shareholders)In the US,S Corporations are LLC or C Corporations that receive special tax treatment from the Internal Revenue Service(IRS).According to Nellie Akalp via Forbes2,“An S Corporations sharehold
82、ers who do substantial work for the S Corp are considered employees.Therefore,the business must put them on its payroll and compensate them through wages or salariesfrom which income taxesare withheld.An S Corps remaining profits are paid out in distributions to the companys shareholders,who then re
83、port those distributions on their personal income tax returns.”How you hire and pay yourself as a founder also depends on your and your companys residency.Cen Tukel is a licensed US CPA and the founder and CEO of Tukel Inc.Accounting.He says,“If youre a non-US owner of a US company without an SSN or
84、 work/residency permit,you cannot be treated as an employee.Nevertheless,you can still get paid by your company in different formats,such as a contractor or through dividends.”2 Forbes,January 2020,How Does an Owner of a Limited Liability Company or an S Corporation Get Paid?Paying yourself as a fou
85、nderLearn more:A Guide to Accounting and Compliance for SMBs44Building yourHR tech stack45HR technology does more than just keep worker information organized.It helps build and sustain trust with team members by showing them you have?An accurate record of their work engagement and dat?A documented h
86、istory of their progression and performanc?Understood and applied the compliance requirements for them based on their employment status and countryMost remote teams need HR systems to manage the following?Core HR task?Documentatio?Regulatory compliance?Recruitment?Onboarding and offboarding?Performa
87、nce?Worker engagement?Learning and development?Time off and attendance?Payroll?Reporting and analytic?Benefits?Equit?Equipment provisioningBuilding yourHR tech stackIn the past,youd have to use several different platforms to manage an international workforce.Nowadays,theres Deel HRthe only global-fi
88、rst HRIS for any worker,anywhere.Explore the platform hereFree resource:A Guide to Creating the Ideal HR Tech Stack46Building yourHR tech stackCommunicationand collaboration toolsTeamwork can be hard for virtual teams,even when ideas are communicated in the best possible way.Luckily,there are a vari
89、ety of remote work tools to help teams stay connected and productive.While every organization has unique needs and objectives,many remote teams use a combination of the following tools:These tools are especially helpful if your team needs to coordinate with other virtual teams or work with freelance
90、rs in a virtual environment.HubSpotMicrosoft TeamsZoomBasecampAsanaJiraSlackTrelloMGoogle MeetLearn more:Top Remote Work Tools and Software for a Productive TeamOnce your knowledge and tools are in place,there are no bounds in what you can do and build to support your workforce.You will be able to u
91、nlock future programs,scale,and iterate alongside your business.”47Casey Baileyhead of peopleDeel()TroopHRManaging virtual communication on a globally-distributed team is made complex by time zones and cultural norms.Heres how to create an environment of clear and consistent communication.48Virtual
92、communication best practicesWWW49Embrace asynchronous workAsynchronous(async)communication refers to any type of communication that involves a lag between sharing information and receiving a response.Several forms of asynchronous communication exist in the modern working environment,including?Email?
93、Instant messaging apps,such as Slack and Whatsap?Messaging features on project management tools,such as Microsoft Teams and Asan?Intranet system?Internal memo?Pre-recorded videosAs a remote team,youll benefit from working asynchronously as it results in easier communication,fewer disruptions,increas
94、ed transparency,and more control of communication records.Virtual communication best practicesLearn more:Synchronous vs.Asynchronous Communication50Book meetings with purposeVideo meetings are great for social interaction,but they arent the right approach for every task on a virtual team.Workers oft
95、en prefer using direct messaging apps like Slack to problem solve,ask and answer questions,and provide project updates.Book video meetings when you require instant feedback,need to collaborate in real time,or are hosting a social event.Examples include one-on-one check-in meetings,monthly team hango
96、uts,and performance reviews.You can also use Slacks Huddle feature for ad-hoc calls or video calls with team members when required.Virtual communication best practicesLearn more:13 Tips for Managing Virtual Teams Effectively in 202351Tips from the Deel teamDeel has been remote-first since day one an
97、d now comprises over 2,000 workers across 100 countries.Technology plays a significant role in how we effectively communicate and collaborate as a global team.Here are our best tips:Activate your calendars ability to have meetings movedby attendees without your approval“It saves a great deal of time
98、 when I have to move meetings,especially for team one-to-ones.I just pull up their calendar to see when they can fit the meeting in.”Use your email signature or Slack status to communicate availability“Signal that youre considerate of other peoples time zones and work hours by adding a simple note t
99、o your email signature.For example:My working hours may not be your working hours,and I am looking forward to your response when you are next working.”Group messages in Slack and set the group to show Unread“This step is great for channel management.Likewise,replying to Slack messages isnt always pr
100、oductive workset some focus hours,mute notifications when needed,and encourage workers to do the same.”Virtual communication best practicesExplore:16 Tips for Staying Connected,Efficient,and Organized as a Global TeamA positive workplace culture is critical for the success of any remote-first compan
101、y.Its also often difficult to achieve,as workers are globally dispsersed and not centralized in a physical office.Heres how to foster collaboration,trust,and engagement among global workers,with advice from Deel experts.52Cultivating a positive remote work culture53Gone are the days when hiring mana
102、gers could use culture fit as a mechanism to eliminate candidates unlike themselves.The best companies in our global economy view every new hire as an opportunity to enhance competitive advantage through hiring people who ADD new skills,experiences,and perspectives to their teams.”damon berkhaughead
103、 of talentacquisitionHire for culture add over culture fitExplore:Hiring for Culture Add:Why Culture“Fit”is Outdated54Measure commitment by goals accomplished,not hours workednatalia jimenezhead of expansionLATAM()El EconomistaBefore,the commitment was to get to the office early and be responsible,b
104、ut now in my team there may be people working with a difference of two hours or a boss who does not connect on Fridays.Thats why commitment must now be measured by other criteria;thats why measurement by goals is so important.”55Not all organizations will be successful hiring globally,not because th
105、ey cannot attract and hire the talent,but because the culture of the organization is not globally supportive.This could be stemming from executive leadership,the management team,the cultural fit of team members hired,lack of technology,or resources to make a global team effective.”Build a globally s
106、upportive environmentcasey baileyhead of peopledeel()TroopHR”56In an office setting,its easier to get the pulse on how your team feels and what they want.When working in your home office,you have to be really proactive and reach out to people to find out what they want to work on and how they feel.”
107、Check in regularlymike gallardosales directornam”57People feel engaged and connected to you as an organization when they feel connected and engaged with the people We hire heavily in areas where people can gather and connect in person,but we also serve 90 other countries.This means that from our tot
108、al rewards strategy to our technology stack,we are thinking about how to proactively connect and engage a global team.”Provide tools for workers to connect”casey baileyhead of peopledeel()TroopHR58Simplify global team management with Deel59Simplify global team management with DeelAs your team grows,
109、so does your HR tech stack.Most global teams use several platforms to manage,hire,and pay their workforce.But Deel was made to grow with you.Deel is everything you need to scale a remote,international team all in one platform?Compliantly hire EOR employees or contractors around the worl?Manage direc
110、t workers,EOR employees,and independent contractors in a single platfor?Run global payroll in over 90 countrie?Provision equipment and WeWork passes worldwid?Offer visa support for relocating workers?And so much morewith our experts and see how you can leverage the power of a global workforce to unlock new growth opportunities.Schedule a 30-minute product demo