Expanding your talent pool internationally? That's fantastic! Hiring remote employees from abroad offers a wider range of candidates, diverse skills, and potential cost savings. However, it comes with challenges like time zone differences, communication barriers, cultural nuances, and legal complexities.

It can seem overwhelming, but with careful planning, clear communication, and the right tools, you can successfully navigate these issues and find the perfect overseas talent. Ready to dive in? Let's get started!

Overview of the overseas hiring Problem

The process of hiring a remote employee in another country can be difficult and time consuming. Companies must consider different sets of legalities, language barriers, cultural differences, and lack of trust when making this decision. Additionally, US corporations may face issues related to different labor laws and regulations, currency fluctuations, tax implications for both the employer and employee, visas and work permits, insurance , and other complications.

Benefits of Hiring Internationally

Cost Savings

One of the primary benefits of hiring a remote employee from another country is the potential cost savings. By utilizing talent from other countries, companies can reduce personnel costs by taking advantage of lower wages in different parts of the world. Additionally, there may be tax advantages for both the employer and employee when working with international staff members.

Increased Talent Pool

Expanding your hiring horizons globally increases your chances of finding top talent, making recruitment more efficient. It brings diverse skills and perspectives, enriching your workforce and offering valuable cultural insights.

Globalization of Businesses

Another major benefit to hiring a remote worker from another country is gaining access to a larger and more diverse talent pool. Utilizing global resources allows companies to recruit the best talent regardless of geographic location, which can lead to increased innovation and creativity within the organization.

Increased Cultural Diversity

Hiring internationally enhances global perspective and cultural diversity in the workplace. It reduces stereotypes, challenges assumptions, and fosters cultural understanding. International staff contribute to a collaborative atmosphere, encouraging creative problem-solving.

Ways to Hire a Remote Employee Overseas for a US Business

1. Set Up a Legal Entity in the Home Country

The first step to hiring a remote employee from another country is to set up a legal entity in their home country. This will allow the company to register with local authorities and comply with all applicable labor laws. It is also important for companies to ensure that they have properly secured any necessary visas and work permits before beginning the recruitment process.

Pros of Setting up a Legal Entity in the Home CountryCons of Setting up a Legal Entity in the Home Country
Full Compliance: Ensures full compliance with local labor laws and regulations. Complex Process: The process of setting up a legal entity can be complex and time-consuming.
Work Authorization: Facilitates securing necessary visas and work permits.Legal Costs: Legal costs for setting up and maintaining the entity can be high.
Local Presence: Establishes a physical presence and credibility in the foreign market.Financial Regulations: Companies may face stringent financial regulations and taxation rules. 
Control: Provides more control over employee hiring, management, and benefits.Cultural Differences: Requires understanding and adhering to local business etiquette and cultural norms.

2. Hire and Engage Contractors and Freelancers

Another option for US corporations is to hire and engage contractors or freelancers in the foreign country. This allows companies to bring on employees without having to set up a legal entity in the home country. It is important for US corporations to ensure that they are following all applicable labor laws when working with contractors or freelancers. Additionally, it is essential that the proper contracts are established for both parties.

Pros of Hiring Contractors and FreelancersCons of Hiring Contractors and Freelancers
Cost Savings: Potentially lower labor costs than with full-time employees.Limited Control: Companies have limited control over the hiring process, management, and benefits.
Flexibility: Allows for greater flexibility in the hiring process.Complex Legal Issues: Companies must adhere to the law when engaging contractors or freelancers.
Tax Advantages: May offer tax advantages for both parties.Short-Term Engagements: These engagements are generally short-term and may not be suitable for long-term projects or permanent roles.
Quick Setup: Can be set up quickly without having to establish a legal entity in the foreign country.Lack of Credibility: Contractors and freelancers may not be seen as credible by local authorities. 

3. Partner With a Employer of Record

One way to hire a remote employee from another country is by partnering with an employer of record (EOR), which offers an easy and cost-effective solution for international hiring. The EOR takes on the legal responsibility of employing staff in different countries, eliminating the requirement for US corporations to establish separate legal entities in each market. With an EOR service provider overseeing recruitment, employment, and payroll activities in the employee's home country, companies can ensure compliance with local laws while bypassing the time-consuming process of setting up a legal entity.

Employer of Record VS Other Ways to Hire Remote Employees

Hiring remote employees from other countries is best managed through an Employer of Record (EOR) for US corporations. An EOR ensures compliance with local labor laws, saving businesses the need to set up a legal entity abroad. It also streamlines payroll and benefits management, saving time and money.

Conversely, hiring contractors or freelancers is a short-term, cost-effective option but lacks the legal protection and control an EOR offers. It can also involve complex financial regulations and taxation rules.

Overall, using an EOR provides full compliance, cost savings, and control over the hiring process, ensuring proper contracts and adherence to labor laws. By understanding the benefits and risks, US corporations can make informed decisions about international recruitment, enjoying the advantages of a global workforce without extra legal or financial burdens.

Steps and Considerations for Hiring a Remote Employee Overseas for a US Business

Research Local Laws and Regulations

When hiring a remote employee overseas, research the local labor laws, taxation rules, visa requirements, and other legalities. Understanding these laws ensures compliance and helps create a safe working environment for employees.

Understand Cultural Differences

Understanding cultural differences is crucial for effective communication and setting performance expectations. This fosters an inclusive and respectful workplace, valuing diversity and cultural norms.

Establish Clear Work Expectations

Clearly define roles, responsibilities, and additional tasks for all employees, including remote ones. This promotes accountability and high performance. Regular communication and performance monitoring are essential.

Develop an Effective Communication Strategy

Effective communication is key to managing remote employees. Utilize video conferencing tools, project management software, and collaboration platforms to ensure consistent and clear communication. This fosters better relationships and makes remote employees feel valued and connected.

Select the Right Employer Structure

Choosing the right employer structure is crucial. Decide whether to hire directly, use an Employer of Record (EOR), or hire contractors. Understand the legal and financial implications to make informed decisions.

Implement Appropriate Payment Systems

Ensure all payments comply with local laws and regulations. Set up a reliable payment system to ensure timely and accurate payments to remote employees.

Partnering with an Employer of Record (EOR)

An EOR simplifies the process of hiring remote employees by handling compliance, legal issues, and payroll, reducing risks. Following these steps, US corporations can confidently hire remote employees overseas and enjoy the benefits of a global workforce.

Identifying Target Countries for Hiring

Researching and Evaluating Potential Countries

When hiring remote employees overseas, start by researching potential target countries. Evaluate the legal climate to ensure compliance, consider cultural factors for effective communication and collaboration, and assess the economic climate to identify the best opportunities for remote workers.

Factors to Consider in Choosing the Right Country

Choosing the right country for hiring overseas involves several key factors:

  1. Talent Pool: Identify countries with the skills you need, whether it's IT, marketing, or another area.
  2. Time Zone: Consider time zone compatibility to avoid inconvenient working hours.
  3. Language: Ensure clear communication by choosing a country where the workforce speaks your language.
  4. Cost: Compare wage rates and living costs to maximize cost savings.

Addressing Language and Cultural Barriers

Consider language and cultural barriers when selecting a country. Research local customs and ensure your team understands cultural norms. Evaluate if specific language skills are needed for effective collaboration, and be aware of potential accent or dialect differences.

Choosing the Philippines to Hire Your Employees

The Philippines is an excellent choice for hiring remote employees due to its strong English-speaking workforce, skilled in both conversational and technical/business English. The cultural traits of hard work, reliability, and friendliness make Filipino employees dedicated team players. Additionally, labor costs are relatively low, offering high-quality talent affordably. The favorable time zone also aligns well with US business hours, enhancing workflow efficiency.

Dive into the talent pool in the Philippines for a combination of skill, dedication, affordability, and flexibility.

Legal and Compliance Considerations

Understanding International Labor Laws and Regulations

When hiring remote employees overseas, it's crucial to understand the labor laws and regulations of each target country. Research local employment policies, tax requirements, and visa or work permit necessities to ensure compliance. Be aware of global standards regarding minimum wages, overtime pay, working hours, and employee rights. Additionally, ensure adherence to health and safety protocols for a secure working environment.

Tax Implications for Hiring Remote Employees Abroad

US-based businesses must consider the tax implications of hiring remote employees abroad. Understand the tax regulations of each target country, including withholding taxes and payroll taxes. Be aware of transfer pricing regulations when sending remittances overseas, as these can impact your business's financial health.

Work Permits and Visas for Foreign Employees

Consider the work permits and visa requirements for foreign employees. Research the necessary documents and procedures for each target country. Even when hiring remotely, be mindful of immigration regulations that may affect your ability to employ foreign nationals. Some countries may require additional certifications or authorizations for US companies to hire overseas workers.

Building a Remote-Ready Infrastructure

Setting Up Communication and Collaboration Tools

To ensure a smooth workflow with remote employees overseas, set up robust communication and collaboration tools. Use chat applications, video conferencing systems, project management software, and other digital tools to facilitate effective communication. Additionally, create online portals or websites for HR tasks like application tracking and onboarding.

Cybersecurity Measures for Remote Operations

US businesses must prioritize cybersecurity measures to protect their data. Implement authentication protocols and access controls to safeguard against cyber threats. Educate employees on security best practices, including vigilance against phishing emails and other scams.

Providing Training and Onboarding for Remote Employees

Ensure remote employees receive thorough training and onboarding. Provide information about the company's structure, policies, processes, and procedures. Give access to necessary resources and tools for successful integration. Set up systems for feedback and performance metrics to ensure remote employees meet their goals.

Payroll and Payment for International Employees

Managing payroll for overseas remote employees can be challenging, but here's a quick guide:

  1. Understanding Currency Exchange: Monitor currency fluctuations to ensure fair and accurate payments.
  2. Local Tax Obligations: Factor in local tax obligations to comply with international tax regulations.
  3. Compliance with Employment Laws: Ensure adherence to local employment laws to avoid legal issues.
  4. Paying on Time: Establish a process for timely payments to keep remote workers motivated.
  5. Consider a Payroll Provider: Use a local or international payroll provider to handle the details, ensuring compliance and efficiency.

By following these steps, US corporations can effectively manage remote employees overseas, ensuring smooth operations, compliance, and employee satisfaction.

How Hiring a Remote Employee Overseas Can Be a Wise Decision

Reduced Overhead Costs

Organizations love to hire remote employees overseas because of the one aspect that is simply irresistible to them – cost saving. With remote workers, there's no need to worry about office space, utilities, or other overhead costs associated with maintaining a physical workspace. You simply pay for the work done – it's as simple as that!

Increased Flexibility and Scalability

Hiring remote workers gives your business a superpower – the power of flexibility! You can easily scale up or down your workforce as per your business needs. And the best part? Time zones can be your friend. When your US team is off the clock, your overseas team can take over, and your business never stops!

More Time for Business Owners to Focus on Core Areas

Remember how we always wish for more hours in a day? Well, hiring remote employees might just be an answer to that! Hiring remote employees definitely allows to focus more on strategic aspects and core areas of the business than spend time on managing physical offices and commuting. Sounds like a win-win to me!

Improved Customer Service and Product Quality

With an international team, you get a wider perspective. Different team members bring different viewpoints to the table, which can greatly enhance your product quality. Plus, with a team working round the clock, your customers get 24/7 support. Now, that's what I call top-notch service!

Staff Retention

Happy employees stick around, and what could make them happier than the flexibility of working from home? When employees are engaged in remote work,their job satisfaction increases, which can lead to higher staff retention. Not to mention, it's a great way to win top talents from all over the world. It’s a no-brainer, really!

How Remotify Can Help You Get Rid of All the Hassles

Navigating international hiring can be tricky, but Remotify is here to help. We streamline the process, from setting up communication tools to understanding payroll laws and ensuring cybersecurity. Considering EOR in the Philippines? We've got you covered. Join us and simplify your international hiring journey!

FAQs (Frequently Asked Questions)

What are some of the benefits of hiring a remote employee overseas for a US business?

How can a US corporation hire a remote employee in another country

Hiring a remote employee from overseas? Let me tell you why:

Access to a Talented Pool: Hiring globally allows access to a diverse and skilled workforce, enhancing the quality and variety of talents available.
24/7 Coverage: With team members across various time zones, your business can provide round-the-clock service.
Cost Savings: Save on overhead costs like office space and utilities. Additionally, hiring in countries with lower living costs can be more economical.
Diverse Perspectives: Different cultures bring unique perspectives, fostering innovation and creative solutions.

How Can a US Corporation Legally Hire Remote Employees in Other Countries?

To legally hire remote employees internationally, a US corporation must comply with the labor laws of the respective countries. Options include:

Tax Implications of Hiring International Remote Employees

Hiring international remote employees involves understanding various tax implications:

Ensuring Data Privacy and Security with a Global Team

To protect data privacy and security when working with a global team:

Best Practices for Managing and Evaluating Remote Employee Performance

Effective Strategies for Overcoming Time Zone Differences in a Remote Team

Do I Need to Worry About Paying Taxes in Their Home Country?

Yes, you typically need to consider taxes in the employee’s home country. This may include withholding income tax, contributing to social security, and adhering to local tax regulations. An Employer of Record (EoR) can handle these complexities for you, ensuring compliance and simplifying the process.

Does an International Remote Worker Need a VISA?

Generally, if the remote worker is staying in their home country, they do not need a visa to work for a US company remotely. However, legal counsel is advised to ensure compliance with local and international regulations.

What are the benefits of hiring an EOR?

The benefits of hiring an EOR include streamlined international hiring, compliance with local labor laws, and handling payroll and taxes. An EOR also simplifies work permits and visas, reducing legal risks and saving time, making global expansion easier.

So, what are you waiting for? Go global, and take your team to the next level. You've got this! 

Maria was at the breakfast table with her children when she had the realization that would give birth to Remotify—the Filipino company that is reshaping the world of remote work and championing Filipino talent. 

It was at this table, shortly after the Covid-19 pandemic struck, that she realised how much time she had missed with her family across her 12-year career of office-based work. It was a thought that was shared by millions as we shifted to remote ways of working, but Maria decided to do something about it. And that something was Remotify. 

We sat down with Maria and her partner, Erwin, to hear more about how this innovative new business came to be, and where it’s headed next. 

Tell us more about how Remotify began

Maria: Before founding Remotify, I was the Global Head of Service Experience for a UK-based global telco-tech emerging unicorn, working European hours every week for 12 years. This role enabled me to lead multiple teams from all over the world, but it came with its share of sacrifices. For more than a decade, I was finishing work when my children were already in bed, and trying to squeeze in a week’s worth of family time into the weekends. It wasn’t until we were forced to operate remotely that I realised just how efficiently I could do my job from home—and just how much I’d been missing. 

Erwin: I’m originally from the Netherlands and I used to work for the same global company as Maria, managing teams across Europe and the United States. During that time, I was asked to set up an additional team in the Philippines. It was a move that would change my life completely. I met my wife for the first time and, eventually, moved my whole life here to be with her. It felt very freeing, making choices that ultimately revolved around making me happy. This country has been so good to me and Remotify is my way of giving back.        

What does the Remotify service include? 

Maria: One of the key gaps in the market that we observed was that people who work 100% from home are usually gig workers without employers on record. Typically, this means they’re paid directly by foreign clients, without social contributions and proper taxes filed. The result? Less opportunity to make exciting, life-changing purchases like buying a home or a car—or even getting approved for a loan for their lack of legal financial records. They also tend to work in isolation, without security of tenure, a supportive work culture or proper HR support. They’re stripped of benefits that should be a given. 

We want to change that and put dignity and stability to these remote work opportunities. As an employer of record, we take care of everything from HR to payroll to hiring. We afford our clients full control over their teams without having to set up a local business. This means they enjoy all the benefits and security of a normal corporate setup, with the freedom of remote working. 

Erwin: Essentially, we simplify the process of scaling your business, which we all know can be extremely complex and costly. And, crucially, we enable you to do this all remotely. Our belief is that happy employees produce better results. My quality of life has certainly improved through the freedom to work anywhere, so we know first-hand that it works. 

As a business, you’re very passionate about amplifying Filipino talent. Can you tell us more about this? 

Maria: As a Filipino woman, I’ve spent my whole career pushing for representation and equality. It can be frustrating as a minority to know just how much talent and drive you have, without having equal footing as other’s to showcase it. Remotify brings Filipino talent to the doorstep of the rest of the world. It’s leveling the playing field. 

The country’s ecosystem is very mature and is built for this global employment market. With the level of English proficiency, lower cost of living, high educational attainment (700,000 university graduates per year), our resilience and culture of care and friendliness, and the highly westernized, 24x7 culture, these make us the best outsourcing destination in the world. The Philippines is home to 45 million talentforce--that is as big as the entire population of Spain. Everyday more and more of these talents are looking to secure meaningful remote work but are afraid to lose the security and social benefits the traditional corporate set up provides.

We like to think of ourselves as a triple threat: we’re good for employees, good for businesses and good for the country.  

Erwin: On a personal level, the Philippines has given so much to me. It’s given me a home, a family and a career. I wanted to give something back. By making our talent more accessible to global businesses, we’re helping to boost the economy of the Philippines, opening up the country to more lucrative, exciting opportunities. 

Right now, there are over 1.5 million Filipinos on international online platforms for freelancing services. This contributes to billions circulating in our economy, but also millions of workers without proper HR support, tax compliance, benefits processing and billions of undeclared salaries. Solving this issue is a massive win for the Philippines and its talent. 

Do you see the Philippines having a completely remote future? 

Maria: There will always be a place for face-to-face interaction. Of course there will. But, in the Philippines - the way we are physically made up of 7000+ islands, it makes sense for us to embrace remote work. Before working from home initiatives kicked in in 2020, it was common for Filipinos to have commutes of 4+ hours every day. It’s only now, with the clarity of hindsight, that we can see how ridiculous that is to endure. 

Erwin: That time is not replaceable. It’s time you spend missing out on your family's lives, your hobbies and your passions. To us, it makes no sense to throw that time away when you can just as easily live and work from home and get the same great results.  

What does “giving back” to the Philippines look like in practice? 

Erwin: Aside from the work we’re doing to help individual working Filipinos and the economy, we also wanted to take that deep desire to give back a step further. We want everyone in this country to have a chance at a great life and thriving career, but for that to happen, you need to be helping long before a career is even thought of. That’s why we give a portion of every successful hire we make through our service to SOS Children’s Village

Maria: SOS Children’s Village supports underprivileged children in the Philippines, not just as a one-off, but throughout their lives—from cradle to career. Like SOS Children’s Village, we’re passionate about breaking the negative cycle children can be born into. It’s an amazing cause, and tackles big issues at the roots. 

What does the future hold for Remotify? 

Erwin: There’s still a job to be done around the perception of remote work. A lot of businesses want to return to the way things were, but we don’t see the future headed that way. People have experienced a life where they’re not bound to their offices and commutes, where we don’t have to be confined to our borders in the world of work. It’s our mission to make people see that remote work isn’t some lazy alternative to the 9-5, but an efficient, beneficial way to live. 

Maria:  As long as you have a stable internet connection, skills, and a secure and inclusive remote employment, you can thrive at work, from anywhere you wish to. That’s a pretty compelling narrative if you ask me. 

What does the future hold for us? Creating better, more balanced lives for businesses, employees and the Philippines. It’s a big job. But we couldn’t be more up to the task!    

Learn all about our services here

The future of remote work is now. As people realize the benefits of working in the comfort of their homes, the percentage of workers who choose to remain in their remote workplace is expected to increase exponentially in the coming years.

As for businesses, shifting from a physical to a remote workplace is an opportunity to cut down on operational costs without affecting their company’s performance. In fact, 80% of organizations all over the world are already planning to implement completely remote work with international teams.

But what really are the right steps to successfully hire remote teams? To answer this, we created a detailed guide about the new digital workplace and hiring remotely. In this article, we talk about the benefits, the requirements, and how you can simplify the process for your business.

Things you need for a successful remote workplace set-up

You can’t randomly choose people, hire them, put them on a team, and expect great results. There are still some factors that you need to consider and plan out carefully to ensure the success of your team and your business. It includes three things: People, Tools, Process.

Let’s take a look at how you can work on these three factors:

Remote Team

To make your remote hiring successful, the first thing that you should look into is the type of people you want to have as a part of your team for your specific business function. It is extremely necessary as your employees need to work remotely, and collaborating across members will be the key to your remote team’s success.

1. Hire people with initiative.

When finding people to hire, make sure to find those who have the initiative to finish their tasks no matter the circumstances. Of course, you’ll still need to guide them on their work, but they can still make things work and lead your team to success even at the bare minimum.

2. Hire people you can trust.

In business relationships, trust is a vital foundation of collaboration and teamwork. So, make sure to find people that you can entrust to your business functions. Aside from easing your mind from any worry, it can also promote a healthy culture within your workplace.

3. Hire people who can adapt to any working environment.

No matter how great your employees are, if they cannot adapt to the working environment that you want to build, they will just cause problems or even leave your company right away. Thus, it is essential to talk about the working environment right from the interview and see if they are an excellent fit for your business.

4. Hire people who can fit in and understand your company culture.

It is important the people you will hire can perfectly fit in and understand your culture. If not, it will only lead to several work issues and misunderstandings which may affect the quality of their work.


Aside from people, you should also plan out how the workflows through the team. It is important to consider this in order to build a successful team.  It can include the hierarchy of positions, identifying decision-makers, and setting the culture you want to instill in your employees.

Your employees should have a knowledge base about the process flows and escalation points to maintain a smooth transition of responsibilities within the organization. This will also help your workers to do their job more efficiently and independently.

To highlight any issues that your employees may face, you can set weekly digital hangouts aside from meetings to give them time to just talk comfortably about those things.

Tools for Managing Remote Teams

Because a remote setup means a limited way to communicate and collaborate with the team, it is important to invest in software and tools for your employees. This is to make sure that everyone is on the same page and executing their responsibilities well.

These tools and software should include:

It is important to set these tools before or right after hiring your team for better performance and productivity. It will also help in building trust between the company and your employees.

Steps in hiring competitive remote employees

1. Make the hiring process legal.

When hiring remote employees, it is important to undergo a legal process to avoid any hiring issues and build trust within your remote team. There are three ways to do this: set up a legal entity, hire them as independent contractors, or hire them through an Employer of Record (EOR).

Setting up an entity

If you plan to create a big team of employees in a country and have enough resources and budget, setting up an entity will work for you. This will provide your company with an official and registered entity, although the process may be more complicated and expensive than other methods.

Hiring independent contractors.

If you want an easy and quick method, you can hire independent contractors or freelancers to work for your business. However, there may be more disadvantages to this than advantages. Because the hiring did not go through a legal process, you will have little to no control over what an independent contractor does to any company information, especially without a binding contract. Employees will also not be entitled to any government benefits, making it more challenging to retain them. While it is a quick method, this may put your business at risk.

Hiring through an Employer of Record.

If you are not planning to hire an entire department in one go and would like to outsource employees in a different country legally, engaging with an Employer of Record will work for you. A lot of companies are now switching to hiring employees through an EOR because of the security and convenience. An EOR makes outsourcing remote employees legal and official without having to go through the legal process yourself. This takes off the hiring process from employers while providing employees with labour benefits which can be a significant factor in retaining them.

2. Identify the talents you need and write a job description.

After choosing a method for hiring your remote team, identify the roles and positions you are looking to fill for the company. This will help you determine the skill set, characteristics, and experiences you need to look for in a candidate.

If you are working with outsourcing companies such as Employer of Record, they will help you draft job descriptions for the open positions in your company.

3. Create job posts via hiring and social media platforms.

The next step would be to create your job posts on online hiring platforms. To make the process faster and more efficient, you can also post your job hiring on Facebook pages and groups to see if anyone is interested. This process may sometimes take up to more than a week to find the ideal candidate.

One of the benefits of working with outsourcing companies to help you source is never having to worry about posting a job vacancy or monitoring applicants as they come, as this will be included as part of the service.

4. Pick the best candidates for interviews.

After gathering all the application forms of interested applicants, set up a standard in choosing the best candidate. If you have a lot of applications to sift through, it will be best to create a shortlist of candidates before going through the interview process. Another important note is to make sure that you have a skill test for output-based roles and ample background checking. Then, from the interviews and test results combined, choose the best ones and schedule them a final interview.

As you can imagine, this process takes time and may require multiple back and forth to source the right candidate. Luckily, all of these can be taken care of by remote staffing agencies.

5. Arranging the Hire

Once you have selected the best candidate from your pool of talents interviewed, it’s time to close the hiring process. This is ideally done through an offer call where a verbal agreement is made regarding working hours, pay, working arrangements, and benefits included in the offer. It is then followed by a binding contract that stipulates in writing the terms and arrangements, roles, and remuneration as discussed.

Depending on each candidate, this process may also require some back and forth between parties when undergoing negotiation or worse, when miscommunication on arrangement happens. When you engage with an outsourcing company such as an EOR, this is automatically simplified for you as your EOR provider will be the one to take care of all the needful to closing the hire.

6 .Welcome new employees to the team and set an onboarding meeting.

You already have the best candidates on your team, and everything that’s left is to welcome them on your team and set an onboarding meeting. Walk them through everything they need to know about your company, the history of your foundation, your target market, your mission, vision, and values. They should also be properly informed about the products or services you offer and the tools your team is using for collaboration.

Most importantly, onboard your new team members about your company culture and how you expect them to approach the team, their work, and you.

Speed up the remote hiring process through EOR services

Remote hiring provides a lot of benefits both for the employees and the employers. However, there are still processes a company needs to undergo before legally hiring an employee from a different country.

To make the process more cost-effective and convenient, you can connect with a reliable employer of record like Remotify. Our services can help simplify the complex processes of

With all of these taken care of, you can focus on more critical business functions of your company while the EOR company is outsourcing your ideal candidate.

Check out Our Services to learn more about what we can do to help simplify outsourcing for you.

About Remotify

Remotify is your next-generation solution to growing your team remotely and cost-effectively in the Philippines.

Through our Employer of Record service, Remotify will employ and payroll your workers in the Philippines and do the heavy lifting for you. We will take care of local HR, compliance, attendance tracking, payroll, and reporting so you can focus on what is most important: growing your business.

This means you can quickly and securely hire employees in the Philippines, attracting top talents and keeping them engaged through the process. At the same time, you avoid the overhead of establishing your entity.

From complex local tax and labor laws to in-country capital requirements and compliant HR management, payroll, and benefits disbursement, getting started in a new country to tap on its low cost and great talents can be a time-consuming endeavor. But with the right partner, it doesn’t have to be. Remotify is here to keep things simple for you.