Hiring Remote Employees in Other Countries (Considerations and Process)

Imagine you’re a small business owner working with a limited budget. You’ve researched and found that hiring someone in Brazil could significantly reduce costs. So, you start to imagine the possibilities. You might think it’s as simple as hiring the person and getting back to work. But it’s not that straightforward. Hiring remote employees in other countries involves several considerations and can become complex without the proper support. This article outlines the key steps in hiring remote employees abroad and explains how global payroll services fit into the process.

Cercli’s global HR system supports you by hiring remote employees in other countries and offering the tools to manage payroll and compliance effectively.

What Are the Options for Hiring Remote Employees in Other Countries?

Hiring employees based in other countries can help businesses grow. It provides access to new markets, diverse perspectives, and skilled talent, supporting global client engagement.

Hiring internationally is also helpful in expanding your workforce with remote staff. It may help attract top talent, as 61% of employees prefer fully remote roles and 97% do not wish to return to the office full time.

When you're ready to hire internationally, it's essential to understand the available options.

1. Setting Up a Business Entity Abroad

One option is to register a business entity to legally establish your presence in the country where you intend to hire. This can make it easier to comply with local laws and build relationships with local talent and communities.

Companies pursuing this route must work with local legal and consultancy experts to meet the regulatory requirements of establishing a legal entity. They must also establish local banking and tax arrangements and comply with local labour and employment laws.It typically suits later-stage companies with the resources to build a long-term presence in a new market or hire a larger local workforce.

2. Working with Contractors or Freelancers

Another approach is to work with contractors or freelancers. These individuals are not employees but independent contractors who provide services on a project or short-term basis. This strategy can be helpful for companies with temporary needs or those looking to test a market before making permanent hires.

Companies must identify and engage contractors with the right skills and experience. They must also define expectations clearly, including: 

• The scope of work
• Timelines
• Compensation
• Deliverables

Although hiring contractors or freelancers can be flexible and cost-effective, it may also pose legal and logistical challenges. Companies need to ensure proper worker classification to avoid tax and compliance issues.

3. Hiring Remote Employees Through an Employer of Record (EOR)

A third option is to use Employer of Record (EOR) services to employ remote workers in their home countries. This involves working with a third-party company as the official employer, handling: 

• Payroll
• Benefits
• Compliance with local regulations

This method can benefit companies that want to build a global workforce without setting up entities in multiple countries. It’s also suitable for project-based or part-time roles. To implement this, companies should work with an EOR provider that understands the legal framework of the country where the employee is based. While convenient, EOR arrangements require careful management of the contractual relationship and compliance responsibilities.

4. Leveraging Global Professional Employer Organisations (PEOs)

A Professional Employer Organisation (PEO) manages HR functions while you retain control over daily operations and hiring decisions, such as: 

• Payroll
• Benefits
• Compliance

PEOs are helpful for companies that require compliance support but prefer to manage their teams directly.

Advantages and Cost Considerations

• Handles complex compliance and administrative tasks across multiple countries
• Supports expansion without the need to set up your legal entities
• Typically charges a monthly fee per employee and may be more cost-effective than establishing a business entity

Related Reading

• Payroll Outsourcing Companies
• Employer of Record Meaning
• Paying International Contractors
• Remote EOR

Benefits of Hiring Remote Employees in Other Countries

Accessing a Wider Talent Pool with International Recruitment

Hiring remote employees in other countries allows businesses to tap into a larger talent pool. When you limit hiring to your home country, you compete within a relatively small segment of the global labour market. By hiring internationally, you improve your chances of finding candidates with specialised skills, particularly in areas such as software engineering, product design, and digital marketing. 

Regions such as Latin America, Eastern Europe, and the Middle East have seen steady growth in the availability of skilled professionals. Many of these candidates are already experienced in working remotely and collaborating with global teams.

The Language and Cultural Benefits of Hiring International Employees

Hiring remote employees in other countries often helps businesses overcome language and cultural barriers when entering non-English speaking markets. For instance, bringing on team members fluent in another language can help localise your marketing, customer service, and product experience in a way that feels authentic to local audiences. 

Beyond language skills, international employees can offer valuable cultural context that shapes how you position your brand or service in different regions.

Improving Global Brand Visibility

Hiring international employees can also support your company’s visibility abroad. Hiring team members from different regions can enhance your business’s credibility in local markets. These employees may help increase brand familiarity within their regions, offering local insight and making establishing partnerships or growing a customer base in new markets easier. This broader presence can support international growth and help position your brand as globally relevant.

Reducing Operational Costs by Hiring Internationally

Hiring overseas employees can reduce operational costs. Sometimes, working with remote team members is more cost-effective than assigning domestic staff to overseas posts or opening physical offices in new markets. For example, the average cost of a three-year expatriate assignment can exceed £780,000. This approach avoids the high costs of expatriate assignments while retaining local knowledge.

Supporting Global Teams in the MENA Region

Hiring international employees is only part of the equation for businesses in the Middle East and North Africa. Managing compliance, payroll, and induction across multiple countries can be complex without the proper infrastructure.

‍Cercli provides workforce management tools developed for businesses in the MENA region that must manage local and distributed teams. The platform supports payroll in multiple currencies, local compliance documentation, and leave management across over 160 countries. It streamlines HR processes across countries using a single platform aligned with regional requirements.

Whether your team has 25 or over 500 employees, Cercli provides the structure to support remote teams effectively and comply with local laws. You can arrange a demo with our team to explore how Cercli supports global workforce management.

Related Reading

• Global Payroll Compliance
• Employer of Record Cost
• How to Pay International Contractors
• How to Hire International Employees
• Multi-Country Payroll Outsourcing
• How to Pay International Employees

Factors To Consider Before Hiring Remote Employees In Other Countries

Payroll Across Borders: Ensuring Smooth Salary Delivery

Paying international employees is not always straightforward. It involves navigating: 

• Local tax regulations
• Social contributions
• Banking systems

Even small classification or currency handling mistakes can lead to compliance issues or payment delays. Many businesses work with global payroll providers to manage these complexities more efficiently. They help ensure salaries are delivered accurately, on time, and in the correct currency while managing local deductions and obligations.

Fair and Regionally Appropriate Compensation

Compensation expectations vary significantly by country. What is considered a competitive salary in one market may be well below or above average in another. 

Before making an offer, it is essential to benchmark against local pay standards, including:

• Base salary expectations
• Benefits (e.g. health care, pension contributions)
• Leave entitlements and public holidays

This helps ensure fairness, supports retention, and reduces reputational risk in new markets.

Local Labour Laws and Regulations

Employment laws differ by jurisdiction, and it is the employer's responsibility to comply with them. 

Key considerations include:

• What you are legally permitted to collect or store about candidate data
• How to draft compliant offer letters and employment contracts
• Termination policies and employee rights
• Any local restrictions on the use of AI in recruitment (such as automated screening tools)

It is also essential to assess a country's economic and political stability before entering into employment agreements. Resources such as the FATF high-risk jurisdiction list and OFAC sanctions programmes can help identify regions that may pose compliance or financial risks.

Health and Safety Responsibilities

Employers remain responsible for the health and safety of remote workers, even when based abroad. 

This may include:

• Conducting remote risk assessments
• Providing or funding necessary equipment, particularly where specialist tools or PPE are required
• Establishing reporting systems for incidents or workplace injuries

Some countries have specific legislation relating to remote or home-based workers. Ensuring compliance protects both the employee and the organisation.

Data Protection and Information Security

Distributing work across borders introduces added privacy and cybersecurity challenges. Remote employees often handle sensitive company data, so it is essential to establish appropriate safeguards. 

These may include:

• Secure communication and file-sharing systems
• VPNs and encryption software
• Clear internal policies on data handling and device usage

In addition, ensure that your practices align with international data protection regulations, such as the GDPR, particularly when storing or transferring personal information.

Supporting Scalable, Compliant HR Operations Across the Middle East

Transform your HR operations with Cercli, which is aligned with the UAE’s vision for business excellence. It is the only platform built specifically for MENA businesses that unifies workforce management needs in one powerful system. Manage your entire team, whether local or global (Cercli supports payments in 150+ countries), with our comprehensive solution that handles multi-currency payroll, leave management, onboarding, and compliance documentation tailored to the unique requirements of the MENA region.

Whether you're managing a growing team of 25 or coordinating 500+ employees across multiple countries, Cercli provides the localised expertise and streamlined processes that MENA businesses need to scale confidently and manage remote teams effectively. Explore an HR platform designed to support how you do business in the Middle East. Schedule a demonstration today to speak with our team about our global HR system.

Step-by-Step Process for Hiring Remote Employees in Other Countries

Crafting the Job Description

Start by outlining the job requirements and expectations, just as you would when hiring locally. 

When writing job descriptions for international applicants:

• Use simple, unambiguous language.
• Avoid slang, idioms, or culturally specific references that may not be easily understood.
• Clearly outline the core responsibilities, required skills, and expectations around working hours or time zones.

A straightforward description helps attract the right candidates, regardless of their location.

Choosing a Target Location

You can cast a wide net or focus on specific regions depending on your needs. 

Ask yourself:

• Are you looking to establish a presence in a particular market?
• Do you need specific language skills?
• Are there time zones you want to prioritise for better collaboration with your existing team?

For example, hiring someone with local knowledge and Arabic fluency might be beneficial if you're expanding into the GCC or North Africa. The UAE, in particular, offers access to a skilled and multilingual talent pool, making it a strong hub for regional hiring.

Learn the Local Employment Laws

Before you make an offer, research the employment laws in your target country. 

This could include:

• Tax requirements
• Local hiring regulations
• Statutory benefits
• Termination rules

Consulting with a local legal or HR adviser can help reduce non-compliance risk. This is particularly important for companies in the MENA region given the diversity of legal frameworks across countries such as the UAE, Egypt, and Saudi Arabia.

Conducting Virtual Interviews

Video interviews are usually the most efficient and practical way to evaluate international candidates. 

To ensure a smooth process:

• Confirm time zones in advance.
• Check that both sides have a stable internet connection.
• Avoid informal expressions or overly technical language.

If live interviews aren't feasible, consider sending recorded questions in advance. Let candidates know what to expect so they can prepare accordingly.

Communicating with Candidates

International candidates often face uncertainty about the hiring process, so clear and regular communication is essential. Keep them updated at every stage and use communication tools that suit their preferences, such as email, messaging apps, or video calls. Candidates appreciate clear signals that they are valued, regardless of location.

When asked about the hiring process:

• 52% of UK candidates agree that prompt communication is a must.
• 54% of candidates in France and Germany stress the importance of human connections.

Be flexible with communication channels—offer email, video calls, and messaging apps to suit varying preferences and time zones. Remember that expectations around communication can differ by culture. Candidates in some regions may value personal connections more, while others may prefer a more formal process.

Induction and Compliance

Once you've selected your candidate, make sure induction is appropriately handled. 

This includes setting up:

• Employment contracts in line with local laws
• Payroll in the correct currency
• Time-off policies and tracking
• Legal and tax documentation

Simplifying Cross-Border Workforce Management for MENA Businesses

Cercli supports MENA-based businesses in managing distributed teams across more than 160 countries. The platform streamlines payroll, compliance documentation, induction, and leave management, all within a system designed for regional requirements. This helps businesses remain compliant while simplifying international workforce management.

Related Reading

• Payroll for International Employees
• Best Way to Pay International Contractors
• Hiring International Contractors
• Payroll BPO
• How to Pay Remote Employees
• Payroll Solutions
• Outsourced Payroll Services
• Payroll Outsourcing Services

Schedule a Demonstration to Speak with Our Team about Our Global HR System

Cercli helps MENA businesses improve their HR operations through a platform designed specifically for the region. Our platform is purpose-built for companies in the Middle East, with features tailored to regional needs. It combines key workforce management tasks, reducing the need for multiple separate systems.

With Cercli, you gain localised expertise and the tools to manage local and remote teams efficiently, remain compliant with regional laws, and support your business as it grows.

Managing Remote Employees Across Borders? Cercli Simplifies The Process

Overseeing remote teams across borders can be complex. Cercli supports this by offering an HR platform that manages compliance, payroll, and key tasks for remote teams within a single system. Using our platform, you can ensure that your global teams receive their salary accurately and on time. The platform also automates induction to help ensure no key steps are missed when welcoming new team members.

Cercli’s compliance features help you stay aligned with local employment laws, reducing risk when managing international teams.

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