Global People Strategy: How RPO and EoR Drive Growth

Building a global team is one of those ambitions that sounds straightforward in the boardroom but quickly reveals its complexity once you're in the thick of it, especially when you need to understand how to hire international employees compliantly. Suddenly, you're navigating unfamiliar labour laws, job boards you've never heard of, and the quiet anxiety of wondering whether your brilliant new hire in São Paulo is actually being paid correctly. This article walks through how combining Recruitment Process Outsourcing (RPO) with Employer of Record (EoR) services creates a global people strategy that doesn't just survive expansion—it supports it at every stage, from that first international hire to building a distributed team that genuinely works together.

A strategic approach to global hiring

A strategic approach to global hiring combines Recruitment Process Outsourcing (RPO) with Employer of Record (EoR) services to access international talent pools while staying compliant across jurisdictions. It's about building infrastructure that scales with you—not scrambling to patch gaps as you grow.

Solving HR pain points

HR leaders understand that inefficiencies in global hiring and employment management can lead to missed growth targets, increased costs and compliance risks. Here's how our RPO and EoR services directly address these issues:

Finding the talent: Recruiting abroad can feel insurmountable—unfamiliar job boards, limited candidate pools, and language barriers stack the odds against you. A global-first RPO partner helps you sidestep these hurdles from your very first international hire, building capability until you're ready to bring recruitment in-house.

Navigating compliance: EoR services ensure you meet local employment laws across every jurisdiction—without your team becoming accidental experts in international labour codes. As Joanna notes, "It's not just about following rules; it's about understanding how these rules impact your global operations."

Cultural integration: Distributed teams thrive when cultural fit is assessed early. RPO partners evaluate personality and openness during recruitment, while EoR providers support expectation-setting—so new hires arrive equipped to collaborate across borders, not blindsided by them.

Operational efficiency: Outsourcing recruitment and employment management lifts payroll, benefits administration, and contractor classification off your plate. As Tom puts it, "We take on the complexities, so you can focus on what you do best—growing your business."

proofing your HR strategy

The companies building durable global teams aren't treating RPO and EoR as nice-to-haves—they're treating them as infrastructure. As Tom puts it, "

As the landscape changes, so do our strategies to support your global HR needs."

you're ready to stop firefighting compliance gaps and start hiring with intention, Amby and Teamed can help you get there.

Frequently asked questions

What is a global HR strategy?

A global HR strategy optimizes how you develop, train, and manage people across borders—focusing on motivation, corporate culture, and leading teams with a global mindset as part of your business goals.

What is the difference between HR strategy and people strategy?

HR strategy builds and maintains effective systems for managing employees, while people strategy builds and maintains effective relationships between the organization and its people to support goals and navigate change.

What is an example of a people strategy?

Adidas structures its people strategy around four pillars: talent acquisition, role model leadership, diversity and inclusion, and company culture—combining individual growth with organizational values.

What is an example of a global strategy?

Combining RPO with EoR services creates a global strategy that accesses international talent pools while staying compliant across jurisdictions—building infrastructure that scales with growth rather than patching gaps reactively.

‍