So you’ve chosen to expand your business globally and picked an Employer of Record (EOR) to help manage your remote team. An EOR takes care of everything from payroll to compliance, making sure your workforce is legally and efficiently managed.

But is your EOR really living up to your expectations? Maybe things seemed smooth until a hiccup — like a payroll error — revealed some cracks: slow customer service, hidden fees, unhappy employees.

Now’s the perfect time to run a quick check on your EOR and see if they’re truly meeting your needs. It’s not just about the tech; it’s about the service and the experience for you and your team.

Use our 9-step checklist to evaluate how well your EOR is working for you.

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Q1: Are you able to speak to a real person when needed?

Check out the 1 and 2-star ratings for EOR services on Trustpilot or G2, and you’ll see that 99% of the complaints are about customer service. People want to talk to a real person to solve their problems, not get the runaround from AI or a brush-off from junior support staff.

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In the EOR industry, a human-first approach makes all the difference. While AI and technology can streamline services, human interactions are essential. Whether it’s discussing the details of international payroll compliance, addressing cash flow concerns, or ensuring your workforce’s wellbeing, connecting with a real person [such as a dedicated customer success manager or an experienced operations team member] can greatly enhance your experience.

For businesses looking for a reliable EOR partner, consider those who prioritise both technology and personal connections. This combination ensures efficiency while maintaining the human touch that’s crucial for effective problem-solving and support. 

At Teamed, technology aids efficiency, but personal connections define our service.

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Q2: What are their response times for queries? Have they got an SLA with you?

Time is of the essence, especially when managing a global team across different time zones. A one-day delay can snowball into a 2-3 day setback for colleagues on the other side of the world.

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As a team of global hiring geeks we understand the importance of prompt responses to queries about payroll, employee management, and invoicing.

That’s why we consistently achieve a first response time of under 2.5 hours for any inquiry. Our service level agreement (SLA) aims to resolve all customer queries within five days, but we’re proud to say our current average is just under 3.2 days.

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Q3: Is your EoR flexible to your global growth needs?

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Expanding into new markets? You need an EOR that’s as flexible as your business. Navigating different legal environments, understanding local labour laws, and managing cultural nuances are key to ensuring compliance and smooth transitions. For startups and growing companies, an EOR that adapts to your evolving needs means you can focus on growth without the administrative burdens.

At Teamed, we take a human-first approach. We understand that every business is unique, and we work with each client to create customised solutions that fit their growth stage perfectly.

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Q4: Are your employees supported throughout? From onboarding to offboarding?

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Beyond compliance, boosting loyalty and retention gives you an edge in today’s competitive talent market. Solid support from onboarding to offboarding can significantly enhance the employee experience.

At Teamed, we prioritise a seamless and supportive journey for your employees. It all starts with an onboarding call to set the stage for personalised support. We stick to our SLAs for timely, effective responses because we know a positive employee experience drives business growth. Happy employees often recommend Teamed, and many of our new clients come from these referrals.

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Q5: Is there a minimum contract length with your current EOR?

Are you aware of any minimum contract terms with your current EOR? Restrictive EOR contracts can really slow you down. Choosing an EOR with flexible contracts and no lock-in clauses ensures you can adapt quickly and maintain operational agility.

Shamir, a Senior Sales Representative at Teamed, shares: “One client was trapped in a three-month notice period with another EOR, unaware until they tried to move their employees. They lost a quarter struggling with an unsuitable EOR.”

At Teamed, we prioritise flexibility. There are no minimum contracts, allowing you to cancel or change your contract whenever needed.

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Q6: How effectively can your EOR support and guide you with visa and compliance enquiries?

For businesses expanding internationally, robust visa support from an EOR is essential. As a business you need quick accurate advice that ensures compliance and streamlining global talent onboarding. Often an EOR won't be able to support you directly, they should still clearly communicate your options and preferred partners. 

The best EORs may not always handle visa applications themselves. For example, at Teamed, we’re dedicated to supporting your global operations. We work closely with you and our network of expert partners to navigate the complexities of international employment and help you achieve your global ambitions successfully.

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Q7: Is your EoRs  pricing clear and are there any hidden fees?

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Does your EOR provide a detailed breakdown of their pricing structure, clearly outlining any fees for services like contract changes, legal queries, or onboarding? This transparency helps you plan your budget effectively and avoid unexpected financial setbacks. Reviews on platforms like G2 and Trustpilot frequently cite unexpected fees and complex invoices as common complaints.

At Teamed, the price we discuss during the discovery call is the price you pay. There are no hidden fees. Our pricing includes the Teamed fee ranging from £300 to £500, plus salary, social security payments, taxes, and any chosen benefits. Our invoices are meticulously itemised, allowing you to see exactly what you're paying for at each step, ensuring full transparency.

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Q8: Is the technology user friendly and offers integrations?

Industry feedback on sites like G2 and Trustpilot often highlights how great-looking platforms can fail due to their complexity, especially as new features are added over time.

Does your EOR offer a user-friendly platform that integrates well with your existing HR systems. Complex, outdated platforms can lead to confusion and frustration for HR professionals and employees alike.

At Teamed, we prioritise simplicity and usability. Every new feature undergoes rigorous scrutiny to ensure it enhances user experience without adding unnecessary complexity. While our list of integrations is currently expanding we encourage you to discuss your specific needs with our team. We’re committed to efficiently accommodating your requirements or providing a clear timeline for future enhancements.

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Q9: Is your payroll accurate and processed timely?

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Again looking at G2 and Trustpilot reviews we see that payroll issues are a top concern, mainly due to their significant impact on employees and their families.

Consistent, error-free, and prompt payroll processing is essential not only for employee satisfaction but also for compliance and preventing financial problems. Payroll errors can disrupt cash flow, harm employee morale, and lead to legal challenges, making it vital for a reliable EOR to prioritise payroll precision and quickly address any mistakes with empathy.

As total geeks for payroll we understand the importance of payroll and its impact when it goes wrong. To avoid errors that can stress employees, create extra work, and cause financial difficulties, we have established stringent payroll verification processes. We maintain clear communication with our clients around payroll cut-off dates to ensure clarity on what is included. Our double-check system guarantees accuracy, ensuring smooth and reliable payroll operations at all times.

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Conclusion

So now we’ve gone through the list of questions and shared some insights into why they’re important. Next, check each of these questions and identify the four most important factors to you.

1. Are you able to speak to a real person when needed?
2. What are their response times for queries? Do they have an SLA with you?
3. Is your EOR flexible to your global growth needs?
4. Are your employees supported throughout, from onboarding to offboarding?
5. Is there a minimum contract length with your current EOR?
6. Can your EOR support and guide you with visa and compliance enquiries?
7. Is your EOR’s pricing clear, and are there any hidden fees?
8. Is the technology user-friendly and does it offer integrations?
9. Is your payroll accurate and processed timely?

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Think of the four questions and answer these to yourself. If any of the four you’ve chosen have a “no” or negative answer, it might be time to chat with our team about your concerns and how to approach changing EORs.

Choosing the right EOR for your business is about more than just price. When it comes to the livelihoods of your most important resource — your staff — you have to get it right. And when things go wrong, you need an EOR that’s going to do everything they can to fix it. A truly exceptional EOR shines when challenges arise, providing prompt solutions, empathetic support, and unwavering commitment to your success.

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If your current EOR falls short in any of these areas, it might be time to explore other options. Proactively addressing any shortcomings in your EOR partnership can prevent future disruptions and ensure your business is set for growth and success in an increasingly competitive global market.

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At Teamed, we believe in a human-first approach, combining cutting-edge technology with personal connections to deliver outstanding service. Why not jump on a call with one of our experts to see how we can support you? Let’s work together to support your global workforce and drive your business forward.

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• Our Customer Success Manager, Ewelina Sadzik answers all your questions about how to move your global employees from your current Employer of Record (EoR) to Teamed. 
• She also highlights that “one of the main reasons clients choose to switch to Teamed is the dedicated support we provide”.

Switching EoRs?

Switching global hiring providers isn't often a preplanned decision. Typically, it happens when you haven't had a good experience, or at least not the one you expected. You might think it’s a tedious and complicated process for both you and your employees. Furthermore, each case and each provider operate in different scenarios, which could complicate matters.

At Teamed, we understand these concerns and strive to ensure that switching EoR providers doesn’t have to be stressful. When you work with us, you’ll experience a bespoke, easy, and smooth transition process. As our Customer Success Manager, Ewelina Sadzik, says: “Our employee migration plan is tailored to each individual's unique circumstances”. "We place your needs and the well-being of your employees at the heart of everything we do”, she added.

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Our best assets? Our human and flexible service, fair pricing, and commitment to being long-term partners. With migrations, we assign you and your employees a dedicated account manager who collaborates with you to build a custom timeline. This approach not only simplifies the process but also ensures a smooth transition for all your employees.

One of the most common concerns about migration processes is everything related to benefits. Most want to preserve the same. Ewelina makes this clear: “When it comes to offering your employees the same terms of employment and the same benefits, this is absolutely top of our priority”.

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Without further ado, and to better understand this migration process, Shamir Gokani, Growth Lead at Teamed, interviewed Ewelina. What better explanation than to publish the conversation they had directly? No fuss, transparent, and straight to you.

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Shamir: What does an employee migration plan include? 

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Ewelina: Our employee migration plan is customised for each individual, considering their unique circumstances and locations. This proactive involvement allows us to swiftly map out paths and begin crafting a plan that aligns perfectly with your needs. 

To ensure this tailored approach, we start conversations with you at the earliest stage, even before you commit to Teamed. By getting involved early, we help boost confidence among our clients and their employees, guarantee that everything is covered, and facilitate a smoother transition.

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How long does the migration take?

This varies, and depends on the individual circumstances.

Our migration timelines vary based on several factors, such as how quickly you need to transfer your employees or the notice period with your current Employer of Record (EoR). These details will be included in your bespoke migration plan and are discussed during the kick-off call with your dedicated Customer Success Manager.

"Really great onboarding experience, really great sales experience. Your colleague did an amazing job too. Liking your service so far." —Christoph Netsch, Co-Founder of Alpamayo.

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What kind of support can I expect from Teamed during and after the migration?

It’s always an honour to welcome new clients who have chosen Teamed. We understand that switching EoRs is a significant decision. At Teamed, we prioritise the quality of service we offer to both you and your employees above everything else.

"Support for our candidates was hugely important. We wanted a solution that felt like just another branch of what we do internally but took care of things that are outside of our expertise. For this, Teamed delivers on all fronts!" —Marta Silva, HR Business Partner Space, Tekever

One of the main reasons clients choose to switch is the dedicated support we provide. From the moment you join us, you’ll receive personalised service not only during the onboarding and migration process but also beyond it. As our client, you will have a dedicated Customer Success Manager to ensure your experience is seamless.

Similarly, we take great care of your employees. Our onboarding team supports them through their initial transition. After this phase, each employee is paired with an Operations Specialist who will assist them throughout their journey with us.

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What do you need from my employees?

We begin the onboarding process with individual calls between your employees and our team to discuss personal circumstances and address any queries they might have. 

Once all concerns are resolved, employees will be asked to resign from their current EOR. 

Following this, we'll prepare their contracts and send them to you for review. After your approval, the contracts will be sent to the employees for their review and signature. Once signed, everything is all set.

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Can we give the employee the exact same benefits / employment terms they received from the previous EOR?

When it comes to offering your employees the same terms of employment and the same benefits, this is absolutely top of our priority. 

We begin this process early, even before we start engaging with your employees. Our Operations and Legal teams consult with you to make sure everything from your employees' current contracts can be smoothly transferred to Teamed. By starting these conversations early, we ensure that all benefits are transferred seamlessly.

Starting early helps us guarantee a seamless move and a better experience for your employees as they switch to a new EOR.

Our goal is to make the process as smooth as possible for you and your employees. Additionally, our local operations team and legal department are with you from the start, ready to assist every step of the way.

Adding to this, our leadership in providing humane and personal attention ensures a high-quality experience. We don't just say this; it's echoed by all the companies that have already migrated their employees to Teamed. Here’s a small sample of their feedback:

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"Teamed has been more than an EOR for us; they've been a trusted partner. Their support has been invaluable, and we couldn't have navigated our challenges without them." —Shivani Phull, Pixelynx

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“I've worked with EORs in the past, and I have to say this is a million times better. It is more user friendly, more robust and I am very very happy. If we have any future chances to use an EOR to support hiring, I am very glad I've met Teamed.”—Carlene Smith, Financial Controller at Circulor.

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Ready to move to Teamed? Speak to an expert today and discover the Teamed Difference!

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Equity compensation is a great tool for attracting, motivating and retaining the best talent, especially within early-stage businesses experiencing periods of fast growth. Yet, as companies expand globally, the process can become considerably complex. Our team led by our co-founder, Antony and Head of Legal, Joanna partnered up with Špela and Tamas from Equity People to shed light on the possibilities and challenges of equity when employing global employees through an EOR.

Businesses often use stock options to compensate and invest in their employees. This is a viable strategy not just when cash is limited, but also as the company matures and the base salary closes the gap to the general market more and more. Providing equity to employees globally is an effective way to retain them.

Using an Employer of Record (EOR), like Teamed, to manage global teams and offer them equity has its own set of challenges and benefits. Our approach at Teamed ensures that while we manage the intricacies of employment law, compliance, and equity compensation on your behalf, we are also mindful of potential risks of offering the equity to EOR employees and work with you to help your business retain autonomy and minimise such risks.

This guide will help you understand how you can grant equity to your staff who are employed via an EOR and how you can manage these grants through the employee lifecycle.

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Challenges with EOR and Equity

EORs have changed how companies hire internationally. They handle the legal side of employment, like compliance, payroll, and benefits, making it easier to work across borders. Offering equity compensation through EORs is not always straightforward. When companies aim to provide equity to their employees by using an Employer of Record (EOR), they must thoroughly understand and comply with local laws or partner up with an expert, such as Equity People, who help businesses plan global equity schemes on a daily basis. This is to ensure that their equity offerings are both legally permissible and well-tailored to the needs of the employees hired through the EOR.

Understanding local requirements is critical as tax-incentivised schemes cannot be exported into other tax jurisdictions. This not only affects the availability of specific equity schemes for EOR employees but poses a broader challenge of navigating tax optimisation across borders.

Antony, our co-founder highlights the importance of addressing this issue: "The real challenge lies in the inherent complexities of offering tax-optimised equity compensation in a global landscape. It's important for businesses to understand that tax incentives designed within one jurisdiction often cannot be applied when employees are working in another. This aspect of global employment affects all companies, whether they employ through an EOR or directly.”

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What to think about when planning to build up an equity plan?

We’ve built the following list of aspects to consider when looking to draft up an equity plan:

Different Laws: Laws governing equity compensation vary from one country to another. This affects what kind of equity you would want to offer and how it's taxed - for both you as a company, and the employees.

Tax Rules: It's important to know how different types of equity, like NSOs and phantoms, are taxed in different countries to properly plan taxation events. It is important to have an EOR partner that can perform the withholding duties in these events.

Choosing the Right Equity Type: Whether you go for unapproved stock options, or tax optimised instruments such as, ISOs, and EMI, or something else depends on your company's setup, where your employees are, and whether they are employed directly or via an EOR.

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Types of Equity Plans:

Equity plans are often interpreted differently in each jurisdiction. Countries with high startup activity offer tax-optimised instruments whereas certain countries do not make tax-favorable instruments available. In general, for EOR employees, companies most often rely on non-tax optimised stock options, warrants, or phantoms. 

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These instruments are then given different names depending on the jurisdiction. For example, USA offers different types of instruments:_‍

Non-Qualified Stock Options (NSOs): These stock options can be given to anyone who works for the company, but they might not be the best for tax reasons.

Incentive Stock Options (ISOs): These stock options can be given to employees and they have a tax advantage.

Restricted Stock Units (RSUs): Employees get company shares after a certain time.

Stock Appreciation Rights (SARs) and Phantom Stocks: These offer bonuses based on the company's stock value without giving out actual stock options.

It’s worth noting, that you can't give e.g., Incentive Stock Options (ISOs) to people hired through an EOR because they're meant for direct employees only, but you can offer them NSOs.

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The UK also have their own version of tax-optimised schemes:

EMI: Stock options, with the highest tax optimisation available.

CSOP: Stock options, with slightly less favourable taxation.

In the UK, it is common to issue unapproved stock options to EOR employees. In the Nordics, it is common to encounter warrants offering tax-optimised terms that work slightly differently:

Stock Warrants: These let certain participants buy shares at a set price in the future, but participants are required to make an upfront payment to get the warrants.

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A Real-World Example: Building equity plans and employing them whilst hiring through a global EOR

Let's say you’re a SaaS business who hires global employees through an EOR but wants to start offering equity to their team members in Spain and Poland. Here's how you can make this happen whilst keeping your employees hired through Teamed.

First steps: You can tell Teamed of your plans and whether you have a plan already in place or need to craft a new one.

Redefining existing or building new custom plans: Our team can connect you with a partner, such as Equity People, to review your equity plan if you have concerns about risks or global compliance. Our partners can help ensure that your plans comply with the laws in Spain, Poland, and your base location. They can also create a totally new plan, taking into account the tax and legal regulations in each country.

Putting your equity plan into action: Your business can then set up the equity plan yourself (or with the help of a plan provider) and then our team at Teamed can facilitate the process of granting the incentives.

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Spela’s 3 tips for making the best kind of Equity Scheme

Equity schemes boost growth through increased employee engagement. But what can you do to ensure that your scheme directly improves company performance? 🤔 Use this checklist originally shared by Špela on LinkedIn:

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1. Make your scheme 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥𝘢𝘣𝘭𝘦.

To most people, equity is complicated because it’s unfamiliar territory. Break your scheme down into layman’s terms and ensure employees understand what you’re offering, how much you’re offering, and why you chose that number.

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2. Make your scheme 𝘤𝘰𝘮𝘱𝘦𝘵𝘪𝘵𝘪𝘷𝘦.

Benchmarking is a crucial part of building a scheme that enhances employee retention. Not only should your numbers be competitive, but your terms should be, too.

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3. Include a 𝘱𝘦𝘳𝘧𝘰𝘳𝘮𝘢𝘯𝘤𝘦-𝘣𝘢𝘴𝘦𝘥 element.

If you want to instill a “one team, one dream” mentality, incentivise employees based on company performance as well as individual performance. When times get tough, they’ll be motivated to get stuck in, and you’ll encourage collaboration and teamwork because everyone will push each other to strive for the best.

For your equity scheme to be worthwhile, it needs to increase performance and generate positive ROI.

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Understanding Local Rules

It's important to know and follow the local rules when offering equity. For example, in the EU, you might need to share a prospectus for equity offerings. In Brazil, you have to meet certain tax rules. This is why working with an expert such as Equity People can help make sure everything is done right.

With the right approach and partners, companies can offer global equity confidently, making their teams feel valued no matter where they are in the world.

Learn more about building equity schemes with Equity People or discover how our team can simplify your global hiring process by scheduling a meeting with us.

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Employer of Record UAE Guide for Paying Teams Across Multiple Countries

Key Takeaways

• Teamed is the unified global employment partner for mid-market companies managing international teams across multiple platforms, vendors, and employment models. An employer of record UAE can either add another silo to fragmented operations or become a core pillar in unified global employment operations.
• The UAE's digital enforcement through MOHRE and the Wage Protection System makes misclassification and informal arrangements highly visible to regulators. A well-governed EOR UAE arrangement creates structured, defensible records under UAE law.
• Choosing between contractors, an employer of record united arab emirates model, and a local entity changes who holds employment, visa, payroll, and end-of-service obligations. People and Finance leaders must align on a documented employment model strategy before hiring.
• European and UK headquartered mid-market companies should apply a repeatable, cross-functional framework to EOR versus entity decisions. Treat EOR as a strategic bridge with defined review milestones, not an indefinite arrangement.

You've got contractors in one system, EOR employees in another, and you're about to add a UAE hire that will live in yet another platform. Sound familiar?

Most mid-market companies hit this wall around 200-300 employees, when the patchwork of vendors becomes impossible to manage. Adding an employer of record UAE can deepen that fragmentation, or it can become the moment you consolidate fragmented global workforce platforms into something that actually works.

The difference comes down to whether you treat UAE as another point solution or as part of unified global employment operations. This guide shows you how to make that decision strategically.

How Can An Employer Of Record UAE Help You Pay Teams Across Multiple Countries?

A UAE employer of record becomes valuable when it consolidates contracts, payroll, and advisory governance across markets rather than operating as an isolated point solution.

Many mid-market firms already juggle contractors in Europe, a few entities, and different EOR vendors. Adding an employer of record UAE can deepen fragmentation if contracts, payroll, and visa data live separately. The alternative is choosing a partner that consolidates employment records into a single advisory framework spanning multiple countries.

In the United Arab Emirates, the EOR becomes the legal employer while you direct work. That split governs payroll, visas, benefits, and terminations. When aligned with European entities, it standardises documentation so cross-border reporting, audits, and workforce planning remain consistent and defensible across jurisdictions.

The strategic value of a uae employer of record extends beyond faster hiring than entity set-up. It creates audit-ready documentation under UAE law visible in MOHRE and WPS systems. This reduces misclassification exposure when UAE employees interact with European group entities or receive cross-border incentives and benefits.

Consider a UK-headquartered company with 500 employees expanding to Dubai. They already manage contractors across Germany and France, plus an entity in the Netherlands. Adding a standalone employer of record dubai vendor creates a fourth data silo. Choosing a partner that can consolidate UAE employment with existing European operations means one view of headcount, one payroll calendar, and one advisory relationship for compliance questions.

What Is An Employer Of Record UAE And How Does It Work In Dubai And Abu Dhabi?

An Employer of Record (EOR) is a third-party organisation that becomes the legal employer for a worker in a specific country, runs local payroll and statutory filings, and issues a compliant employment contract while the client company directs day-to-day work.

An employer of record UAE is a licensed local organisation that becomes the legal employer in the United Arab Emirates while the overseas company directs day-to-day work. When contracts are correctly registered, this structure is recognised by UAE authorities and supports compliant, documented employment.

The process works in three stages. First, the client sets role profile, compensation, and location. The EOR issues a compliant offer letter, prepares bilingual contracts aligned to MOHRE or the relevant free zone, and defines benefits, probation, and leave in formats suitable for UAE registration and future audit review.

Second, the employer of record dubai or employer of record abu dhabi coordinates visa sponsorship, medical checks, and labour cards. The EOR then registers the employment contract in MOHRE or the applicable authority. Payroll is configured to run through the Wage Protection System and mapped to agreed pay schedules.

Third, the client manages performance, goals, and deliverables. The EOR manages statutory benefits, contract variations, payroll processing, and filings. Clear role splits ensure documentation remains audit-ready, and the EOR advises on how to migrate contracts and benefits if the client later establishes a local entity.

Key UAE Employer Of Record Compliance Rules Mid-Market Companies Cannot Ignore

UAE labour and immigration frameworks rely on digital registration and wage tracking, concentrating compliance risk in contracts, working time, health insurance, and end-of-service benefits.

Contract Registration Requirements

All private sector contracts must be registered with MOHRE or the relevant authority before work begins. A uae employer of record prepares and submits compliant terms, ensuring that probation, leave, benefits, and dispute references match standardised formats that authorities and auditors expect to see.

The probation period in the UAE is capped at a maximum of six months from the date of joining. This cannot be extended or renewed under any circumstance. Once the six-month probation period expires, those months count fully toward continuous service, including eligibility for end-of-service benefits.

Working Time and Pay Rules

Working hours are limited to a maximum of eight hours per day or 48 hours per week under standard conditions. During Ramadan, daily working hours are automatically reduced by two hours for all employees. This reduction is mandatory and cannot be offset through compensatory time arrangements.

The Wage Protection System digitally tracks salary payments and employment contracts across all private sector employers. Informal European practices around overtime or verbal agreements about additional compensation become risky because WPS records pay and hours in detail, making deviations visible during inspections or disputes.

Insurance and End-of-Service Benefits

Medical insurance became mandatory for all private sector employees beginning in 2025. Employers must provide at least basic health insurance covering inpatient, outpatient, emergency, maternity, and essential treatments. Premium costs are fully borne by the employer and non-deductible from employee salaries.

End-of-service benefits represent one of the most significant financial obligations for UAE employers. Employees are entitled to 21 days' salary for each year of service during the first five years, and 30 days' salary for each additional year beyond five years. EOR-to-entity transitions require deliberate carryover of accrued end-of-service liabilities to avoid unexpected costs or employee disputes.

When Should European Mid-Market Companies Choose An Employer Of Record United Arab Emirates Instead Of An Entity?

Use compliance, commitment, and capability as your decision lens. EOR UAE suits early market testing, smaller initial teams, and limited in-country expertise. An entity fits when the UAE becomes a core hub requiring deeper local integration and sustained investment.

Cost Dynamics and Break-Even Analysis

EOR typically enables hiring within 7-10 working days compared to 8-12 weeks for entity establishment. This reduces opportunity cost during market entry. For a single employee in the UAE, an EOR typically costs £200-400 per month in all-inclusive fees, whereas a direct entity requires amortizing setup costs of £5,000-15,000 plus ongoing compliance infrastructure.

At approximately 10-15 employees, the cost curves intersect. Beyond 15 employees, a dedicated entity typically becomes the lower-cost model while providing greater operational control. The UAE is classified as a Tier 1 (low complexity) country in Teamed's Country Concentration Framework, with an entity threshold of 10+ employees for native English operations.

Strategic Bridge Approach

Treat EOR as a bridge, not an end state. Agree internal review milestones tied to headcount, revenue contribution, regulatory expectations, or partnership requirements. When those thresholds are reached, plan a structured transition that preserves employment continuity, benefits, and payroll histories without disrupting teams.

If speed, uncertainty, and limited internal UAE capability dominate, choose employer of record united arab emirates. If the UAE becomes a priority market with expanding teams and partner demands for local presence, plan the entity. If in between, use EOR with defined review gates and migration criteria.

How To Compare EOR UAE Providers From Employer Of Record Dubai To UAE Employer Of Record Platforms For Mid-Market Firms

Mid-market companies should prefer providers offering a single advisory relationship across markets and employment models. Avoid stacking a standalone employer of record dubai vendor on top of existing platforms if it cannot consolidate data and governance into unified global employment operations.

Compliance Depth Evaluation

Evaluate demonstrated mastery of MOHRE rules, WPS processing, visa sponsorship, health insurance, and end-of-service benefits. Ask for sample contracts, process maps, and audit-ready outputs that prove day-to-day compliance. A track record guiding clients through EOR-to-entity transitions matters more than software capabilities.

Treat vague liability statements and opaque pricing for employer of record services in uae as red flags. Insist on contract language that identifies the legal employer, allocates responsibilities for filings and claims, and explains how records will withstand labour or tax scrutiny across authorities and free zones.

Regional Consolidation Priority

European mid-market firms often carry vendor sprawl. Favour partners who can advise across Europe, the UAE, and wider GCC, not just sell a dubai employer of record. Seek unified reporting, coordinated payroll calendars, and consistent contract standards to avoid fragmented compliance ownership.

Ask explicit questions about continuity of employment history, benefits migration, and record retention during transitions from EOR to entity. If switching from one EOR provider to a different entity management provider, expect £15,000-30,000 per country in transition costs from management overhead and knowledge transfer.

How Do European Scaleups Use EOR Services Middle East And EOR Companies GCC To Build Regional Teams?

Many European scaleups place senior roles in Dubai via an employer of record uae while using eor services middle east in other GCC markets for sales or support. This allows rapid coverage, coordinated payroll, and standardised contracts while leadership tests where entities should later be established.

Portfolio Approach to GCC Markets

Evaluate eor companies gcc as a regional portfolio rather than separate country buys. Align contract frameworks, payroll reporting, and advisory input across the UAE, Saudi Arabia, and neighbours. This reduces policy conflicts, simplifies audits, and improves visibility over headcount, costs, and regulatory obligations.

A single advisory-led partner across GCC markets identifies rising risks, such as misclassification or sector-specific rules, and recommends when to shift from EOR to entity. Coordinated guidance avoids reinventing approaches in each country and preserves employment continuity during migrations.

Typical Regional Sequencing

Start with UAE leadership on EOR, add targeted country EORs for coverage, set review gates tied to strategic traction, then form entities where scale, control, and regulatory expectations demand permanence. Maintain unified dashboards for headcount, spend, and liabilities throughout the regional build-out.

Based on Teamed's advisory work with 1,000+ companies across 70+ countries, mid-market companies operating in 5-15 countries simultaneously face £50,000-150,000 annually in coordination costs when managing separate EOR providers, entity formation specialists, and local payroll vendors.

How Do A Saudi Arabia Employer Of Record And Employer Of Record In KSA Fit With Your UAE EOR Strategy?

Many European firms evaluate an employer of record in saudi alongside employer of record uae arrangements. Aligning contract standards, benefits, and compliance practices across these anchor markets prevents conflicts and inconsistent employee experiences.

Coordinated Standards Across Markets

A saudi arabia employer of record can support early market entry while an owned entity handles scale or regulated functions. Decide which roles belong on EOR and which should migrate or start within an entity, using criteria like strategic significance, regulatory sensitivity, and partner expectations.

Saudi Arabia and the UAE share formal frameworks yet differ in detail. Saudi Arabia is classified as Tier 3 (high complexity) in Teamed's framework, with mandatory Saudization (Nitaqat) requirements that mandate Saudi national hiring quotas by company size and sector. Advisory-led partners fluent in both jurisdictions prevent misapplying one country's assumptions to the other.

Joint Transition Planning

Plan EOR-to-entity transitions for UAE and Saudi Arabia together to avoid duplicated legal work and inconsistent benefits carryover. Regional sequencing clarifies when to prioritise KSA incorporation versus deepening UAE presence, based on sector risk, customer demands, and operational concentration.

Consider a VP People and CFO presenting to the board on Middle East expansion. A unified plan showing UAE at 8 employees on EOR with entity review at 12, and Saudi Arabia at 5 employees with longer EOR runway due to Saudization complexity, demonstrates strategic thinking rather than reactive vendor selection.

How Do You Build Unified Global Employment Operations Beyond The UAE For Mid-Market Companies?

Teamed is the unified global employment partner for mid-market companies managing contractors, EOR staff, and entity employees across multiple platforms. Unifying these models within one advisory framework gives People, Finance, and Legal leaders a consistent, auditable view of headcount, spend, and compliance everywhere.

Ending global vendor sprawl should be a conscious goal. Adding an employer of record uae should not add another disconnected tool. Instead, consolidate fragmented platforms, harmonise contract standards, and centralise payroll reporting to improve governance and reduce hidden liabilities across jurisdictions.

The typical evolution of fragmentation is predictable. An organisation establishes its first international operation through an EOR, then expands to additional countries with additional providers. Within five countries, most organisations manage payroll through three to five entirely separate systems, each with distinct data formats and reporting timelines.

Talk to the experts about structuring your UAE, GCC, and wider international employment models. The outcome is clarity, reduced risk, and a long-term strategy that survives audits and scale.

FAQs About Employer Of Record UAE For Mid-Market Companies

What is mid-market in the context of global employment?

Mid-market generally means companies with around 200 to 2,000 employees or revenue between £10M and £1B. These firms operate across countries but lack in-house specialists in every jurisdiction, so they need advisory-led partners to coordinate compliance and governance globally.

How should I choose between an employer of record uae dubai provider and an eor dubai specialist?

Focus on advisory depth, compliance track record, and integration into your wider model, not city branding or software demos. Prioritise providers that align UAE employment with your cross-border policies, payroll calendars, and audit requirements across regions.

What should I watch for when searching for an employer of record duba provider online?

Be cautious of vendors minimising misclassification risk, obscuring the legal employer, or glossing over MOHRE, WPS, and visa processes. Prefer transparent providers who allocate responsibilities clearly and can evidence audit-ready records and compliant payroll workflows.

How do eor companies middle east differ from global employer of record united arab emirates providers?

Regional companies may offer deeper GCC regulatory insight and local nuance, while global platforms emphasise scale. Mid-market firms should choose partners that blend regional expertise with the ability to support unified global employment operations across all employment models.

When does it make sense to move from an eor united arab emirates model to opening a local entity?

Transition when the UAE shifts from test market to strategic hub with expanding teams, closer customer interaction, and higher regulatory expectations. At 10+ employees with a 3+ year commitment, the economics and control benefits typically favour entity establishment.

What risks remain if we use eor saudi arabia alongside a saudi arabia employer of record or an owned entity?

EOR reduces day-to-day burdens but does not replace strategic judgment. You must still select roles wisely, coordinate policies with any entity, and plan transitions that protect benefits, records, and employment continuity across jurisdictions.

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Global employment laws can be your biggest headache. Each new market comes with its own set of complex rules and endless paperwork that can slow you down and cost you big. That's where an Employer of Record (EOR) comes in.

What is an EOR? 

An Employer of Record (EOR) allows you to easily build a global team. Imagine being able to snap up the brightest talent from around the world without getting bogged down by the hassle of legal paperwork. That's what an EOR offers. It steps in as the official employer, taking care of contracts, payroll, taxes, and the often confusing world of compliance in each country. This way, your business can grow internationally, all while staying on the right side of local laws.

Your team might sign their contracts with the EOR, but they're part of your business through and through. Behind the scenes, the EOR juggles the administrative circus of global hiring and employment, so you can focus on the big picture – growing your business.

Let's explore the top 12 situations where having an EOR makes life much easier for global employers:

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1. When Expanding into New Countries

Entering a new market overseas? An EOR can ensure your expansion goes smoothly and compliantly by managing in-country HR and payroll. As your EOR, Teamed can help you:

- Onboard talent fast in the new country following local employment laws

- Handle in-country benefits, payroll, taxes and employment compliance 

- Provide hiring best practices tailored for the new market

- Offer localised HR support 

This avoids delays from setting up your own entity while still giving you access to top local talent.

“Employing abroad actually became much easier than recruiting in the UK! Straight forward and without a hefty price tag.” Julia Mardell - Classic Folios 

2. Managing a Remote, Globally Distributed Team

If you have a remote workforce spread across multiple countries, managing HR and payroll yourself can become chaotic. With an EOR, you have a single point of contact for unified HR across borders.

As your EOR, Teamed can: 

- Onboard international employees swiftly, ensuring compliance

- Handle payroll, benefits and expenses in multiple currencies 

- Provide HR support tailored to local laws in each country 

- Offer advice on global mobility support when employees relocate

This creates uniformity across your distributed workforce and frees you up from HR logistics.

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3. For Short-Term Projects Overseas

Does your company need to hire overseas contractors or staff for a short-term project? An EOR allows you to do this quickly without having to set up your own local entity. 

Teamed can onboard and manage in-country employees just for the duration required. You avoid getting tied up with long term operational presence.

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4. During Mergers, Acquisitions or Restructuring

M&A deals and restructuring often involve integrating employees from different geographies, which gets complex fast. An EOR can smoothen out the process by:

- Transitioning and onboarding international employees with minimal disruption

- Ensuring payroll and benefits continuity during the change 

- Handling any localised compliance requirements 

- Providing transitional HR support and communication

- Management of TUPE for the transfer of employees

Teamed has managed global workforce integrations for multinational companies during times of change.

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5. For Risk Mitigation and Compliance

Staying on top of ever-changing local employment laws across countries is an uphill task. This poses major compliance risks as your company scales globally.

Partnering with Teamed as your EOR provides built-in risk management. Our in-house compliance experts ensure you are always abiding by the latest regulations in each country. Just focus on your business while we handle staying legally compliant!

“Thanks to Teamed, we swiftly sorted multiple HR compliance requirements challenges for our new hire in the US, and were able to onboard them smoothly. Super-efficient service with limited involvement on our end!”  Kleodora Brahimi - Velez Managed Services

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6. To Access the Best Global Talent

The right talent can be hard to find, and global teams usually outperform local ones. By partnering with an EOR like Teamed, you get support to:

- Access expert partners to source professionals with niche skill sets from anywhere in the world

- Assess international candidates effectively 

- Navigate global work permits and visa sponsorships

- Onboard top talent from different countries seamlessly  

This allows you to build well-rounded teams with diverse global perspectives.

7. For Significant Cost Savings

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Setting up your own entities and offices internationally involves high costs. An EOR reduces expenses by:

- Eliminating the need for physical overseas presence

- Providing flexible hiring as-needed instead of large fixed overheads

- Handling HR, payroll and compliance cost-effectively through economies of scale

- Option to have a Local Directorship 

- Local bank account for smooth financial transactions. 

Teamed offers access to global talent pools with minimal operational costs and investment.

“…Teamed has been incredible. What's remarkable is that they didn't really charge us any extra fees for the extra work involved. Yes, there were some additional costs, but the value we received was easily a hundredfold. It's been a truly worthwhile investment.” Shivani Phull - Pixelynx 

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8. For Faster Hiring and Onboarding

In today's skills-scarce environment, hiring quickly is key. However, the traditional process of onboarding international employees can take months. 

The areas an EOR can support you in: 

- Localised, streamlined hiring following in-country best practices  

- Compressed onboarding timelines - as fast as 24 hours!

- Swift visa and work permit support  required

This agility lets you staff up global project teams on-demand.

9. For Web3, Blockchain and Next-Gen Technology Companies

In the rapidly evolving arenas of AI, blockchain and emerging technologies, businesses face unique challenges that demand specialised understanding. These industries don't just move fast — they're redefining the future of work, and a one-size-fits-all approach doesn't cut it.

Services an EOR can provide for blockchain and next-gen technology companies include:

• Onboard talent from anywhere to build globally distributed teams 
• Provide flexible contracts suiting project-based work
• Remain legally compliant as regulations evolve  

Where Teamed gives you an extra edge is: 

• Access to expert partners to support you sourcing specialist talent 
• Simplifying payroll in the currency of the future — crypto — handling it with as much ease as traditional currencies.
• Ensuring your operations stay ahead of the regulatory curve in blockchain and AI, adapting to the latest legal changes as swiftly as the tech itself evolves.

“As a web3 company, we felt it was important to work with an EOR that understood us - in Teamed, we have that. Teamed get us and they get web3.” Anil Kumar - Lunganodes 

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10. Navigating Intellectual Property and Data Security Globally

Protecting intellectual property (IP) and ensuring data security are critical in the digital age, especially when your team spans multiple countries with varied legal frameworks. An EOR like Teamed becomes indispensable in these situations, safeguarding your sensitive information across borders.

Here’s how Teamed can assist:

• Support with IP agreements compliant with local laws.
• Support with stringent data protection protocols to meet international standards.
• Guiding employees through privacy policies, ensuring everyone is informed and responsible.

By managing the complex interplay of global IP rights and data security, Teamed supports you to maintain confidentiality and integrity, giving you peace of mind as your business grows internationally.

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11. Navigating Downsizing with Dignity and Compliance

When market dynamics shift, sometimes businesses must make tough decisions about their workforce. An EOR helps to downsize with precision and care by:

• Assisting with sensitive exit procedures in compliance with local laws.
• Providing transitional support to both the company and the affected individuals.
• Reducing potential legal and financial exposures associated with terminations.

Teamed ensures that if you need to resize your team, it’s done professionally and compassionately, reflecting your brand's values and ethos.

“…Working with Teamed made a challenging time more manageable. They handled the complexities of downsizing across different countries with sensitivity and expertise, ensuring compliance every step of the way." - Shivani Phull - Pixelynx

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12. For Scalability as Your Business Grows

As your company expands, so do your HR needs - but scaling globally yourself has challenges. With an EOR like Teamed, you get:

- The ability to hire overseas talent on-demand 

- A designated HR manager no matter where you operate

- Flexibility to enter new markets without local setup 

- Seasoned expertise as your workforce grows  

This makes it easy to scale your business faster across borders.

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Why Teamed is the Top Choice as Your EOR

While dozens of EORs exist today, Teamed stands out as the forward-thinking EOR purpose-built for modern global employers.

For starters, Teamed offers specialised support for blockchain, AI and other leading-edge technologies. We understand the unique needs of innovative companies building the future of work.

Plus, our platform is extremely fast - you get dedicated account managers and can onboard talent worldwide in as little as 24 hours! This agility empowers fast-growth startups and dynamically changing organisations.

Teamed also provides high-touch, personalised support. Our experts become an extension of your team, providing strategic advice tailored to your specific business needs as you scale globally. 

In short, Teamed combines next-gen tech expertise with deep global employment knowledge. This powerful blend makes us the number one choice as your EOR in 2023 and beyond!

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Conclusion

Expanding globally presents complex human resources and compliance challenges. Whether you're a startup entering new markets or a large company managing an international workforce, an Employer of Record is essential.

Teamed stands out as the forward-thinking EOR designed for the future of global employment. By partnering with Teamed, high-growth companies worldwide can access top talent globally and manage distributed teams efficiently. 

Get in touch with our team today to simplify your global employment process, let's make it easy.

‍The Basics of Classification: What's the Difference?

Determining whether someone is an employee or a contractor can be tricky, but it's crucial for getting things right at work. Whether you're hiring a Mark, an Ina, a Michael, or anyone else globally, understanding the key differences that define their status is essential. Proper classification helps you avoid fines, protect your staff, and maintain your reputation.

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Who's an Employee?

• Simple Terms: An employee works regularly for a business and usually has set hours and a steady salary. They might get perks like holiday pay or a pension.

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And who’s a Contractor?

• A Bit Different: Contractors are more like their own bosses. They usually work on specific projects and don't get the regular perks that employees do. They have more say in how they work. They usually handle their own taxes and social security obligations.

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Does the classification change around the world?

• Yes, it does: The rules about who is an employee and who is a contractor can vary a lot from one country to another.

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Knowing these basics helps us understand why it's important to get it right, whether you're hiring someone or working yourself.

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Employee vs Independent Contractor : The Legal Side of Things

Understanding the legal differences between an employee and an independent contractor is essential, especially when it comes to rights and responsibilities.

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Employees: What Are Their Rights?

• Legally Speaking: Employees have certain legal rights, like protection against unfair dismissal and entitlement to holiday pay. For example, in the UK, these are covered under laws like the Employment Rights Act.
• Enlist the right support and stay compliant: By using a solution, such as an Employer of Record (EOR), you can ensure compliance with local employment requirements, for example concerning employee benefits or remote work rules. For more insights on the rules and regulations for remote employees, check this article.

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Independent Contractors: A Different Story

• Freedom with Caveats: Contractors have more freedom but fewer legal protections. They usually don't get the same benefits as employees.
• EOR for Contractors: When dealing with contractors, an Employer of Record (EOR) can be a big help. Read more about it here: EOR for Contractors.

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Global Differences

• Across Borders: Laws can vary greatly from one country to another, making global employment complex. 
• Partnering with an expert: Our global employment service is built to help businesses to navigate global compliance with ease.

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Employee Misclassification Risks

• Why Correct Classification Matters: Correct classification is key to fair work practices and legal compliance and can be a costly mistake when mismanaged. Getting it wrong when classifying someone as a contractor or employee can have serious consequences and lead to legal troubles and financial penalties. This includes issues like back taxes and missed benefits.
• Find Out More: For a deeper understanding, see my article on employee misclassification. This will guide you further through the importance of getting classification right.

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Our need to convert two contractors to full-time employees in Spain was managed effortlessly through the Teamed platform and their accompanying services. - Rachel Blezard, SpotQA

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Making the right choice: an employee or a contractor?

Deciding between hiring a contractor and an employee isn't just about understanding definitions and legalities; it's about making the right choice for your business and the people you work with to ensure smoother cooperation and happier teams.

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Key Takeaways:

• Get It Right: Understand the differences and legal implications to make informed decisions.
• Global Awareness: Keep in mind the varying international laws and practices.
• Trust an Expert: Rely on Teamed to navigate the complexities of global employment, ensuring compliance and efficiency.

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Whether you're building a local team or a global workforce, making the correct classification between employees and contractors is crucial. It's not just about legal compliance; it's about fostering a fair and effective work environment. If you're growing your global workforce and ever in doubt, remember that our team is here to guide you through these decisions, making global employment simple and straightforward.

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For more insights and support, take our Employee or Contractor quiz or explore our global employment services. Let's build your world-class team, the right way.

In our global economy, mastering international payroll management is key for businesses wishing to span over multiple countries. At Teamed, we specialise in making international payroll management simpler and more efficient for businesses expanding worldwide.

What is global payroll management?

Global payroll management involves more than just paying employees in different countries. It's a complex process that requires an intimate understanding of varied tax laws, labor regulations, and cultural nuances. This process encompasses accurate salary calculations, tax withholdings, compliance with diverse labor laws, meticulous record keeping, and efficient vendor management.

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Key Components of Effective Global Payroll Management

• Payroll Processing and Calculation: Beyond mere number crunching, this involves understanding the subtleties of social security contributions, statutory deductions, and benefits packages in various countries. For example, calculating end-of-year bonuses in Italy requires knowledge of the "13th-month" salary custom.
• Tax Withholding and Compliance: It's not just about deducting taxes. It's about understanding the intricacies of tax laws, such as the PAYE system in the UK versus the IRS regulations in the US.
• Labor Law Compliance: This is where local expertise shines. When going global knowing the ins and outs of the Swedish Annual Leave Act (1977/480) or the Brazilian CLT (Consolidation of Labor Laws) can become essential.
• Record Keeping and Reporting: Keeping track of payroll records for auditing and compliance purposes, which can be especially complex when dealing with multiple currencies and accounting practices.
• Vendor Management and Data Security: Building and maintaining robust relationships with global vendors is critical, as is ensuring GDPR compliance when handling employee data in Europe.

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Factors impacting international payroll management

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FX Rate considerations:

• Foreign exchange (FX) rates represent the value at which one currency can be exchanged for another. Monitoring FX rates is essential when managing a global payroll as it impacts the calculator and disbursement of payroll in different currencies. Failure to consider FX rates may lead to financial issues and reduced employee satisfaction.
• Ensure you consider FX rates so that your employees receive fair and competitive wages regardless of location. Additionally, regular monitoring of FX markets, collaboration with financial institutions, and leveraging technology solutions can help mitigate FX rate risks.

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Regulatory compliance:

• ‍Regulatory compliance involves adhering to local tax regulations, labour laws, and legal requirements in each country where your employees are located. These regulations govern various aspects of payroll management. The major challenge in global payroll management is the diverse and ever-changing nature of labour laws across regions. Keeping track of all of these simultaneously while taking the necessary actions to comply with those laws is tedious. Continuously monitor and understand updates in tax laws, labour regulations, and employment practices. Keep track of changes in tax rates, new reporting requirements, and any revisions to labour laws that may impact payroll operations.
• Having local knowledge of compliance is a competitive advantage for companies looking to expand abroad. It is vital for ensuring compliance with diverse legal frameworks, tax regulations, and labour laws, safeguarding companies from penalties and legal issues, and upholding their reputation.

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Cultural and regional differences:

• When managing a global payroll, you need to consider several cultural and regional factors. Local customs and ways to deal with paying salaries and bonuses must not be overlooked. ‍
• Paid time off and public holidays: Different countries have laws regarding paid time off and the minimum to offer. You are also expected to provide days off on public holidays.‍
• Time zone differences: For smooth operations, including employee communication and processing of salaries, you need to be aware of the time zone differences.‍
• Salary: Set salaries that are competitive in the market and subject to the country's minimum wage laws. Hiring internationally can mean cost savings on labour at face value but you should always look at paying competitive rates.
• Benefits: For example, there are varying laws regarding employee benefits across countries. Some countries, like South Africa, require employers to contribute to the Workers' Compensation Fund.

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Data security:

• Data security is another critical factor that impacts global payroll management. It includes taking measures to prevent unauthorised access, personal data disclosure, and other privacy breaches.
• You can ensure data compliance within your organisation by implementing robust security measures, encryption, access controls, and regular data backups. Regular security assessments, audits, and risk assessments can mitigate potential risks.

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How to effectively manage global payroll:

Develop a comprehensive payroll strategy

To begin implementing effective global payroll management, you must develop a comprehensive payroll strategy that aligns with the organisation's goals and needs. Let's look at how you can start creating a strategy:

• Assess payroll needs: Consider factors such as the number of employees, geographic location, and specific payroll requirements. This will determine the scope of the payroll operations.

• Create a centralised payroll framework: Involves establishing payroll policies, procedures, and systems. This will enable consistent payroll calculations and data management and improve overall accuracy.

• Identify key stakeholders: HR teams, finance departments, tax specialists, and external service providers. Clear communication with stakeholders will ensure everyone is aligned with the payroll strategy.

In the beginning, a solid global payroll strategy will promote efficiency and support the organisation's overall objectives.

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Leveraging technology solutions

Using international payroll management software and automation tools can significantly streamline payroll processes. They can help generate accurate payslips, automate calculations, and withhold taxes. Some tools also have features for compliance, reporting, and HR functions.

Some global payroll software you can make use of include:

• Cloud-based payroll systems provide centralised access to payroll data and allow payroll teams to access and store information anywhere, anytime. These systems also have robust security measures in place.
• Time and Attendance Systems: Time and attendance software tracks employee work hours, leave, and attendance data. Integration with payroll systems enables accurate calculation of wages based on time worked and attendance records.
• Integration with Human Resources Information Systems (HRIS): This will ensure seamless data flow and integrate different HR and payroll management aspects. It also reduces data duplication, improves accuracy, and enhances overall efficiency.
• Reporting and Analytics Tools: Reporting and analytics software provides data visualisation and insights into payroll metrics, costs, and trends. These tools enable organisations to monitor key payroll indicators.

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Partnering with a global service provider

With the right payroll service provider, you can expand internationally, reduce complexity and administrative burdens, free up time and internal resources, and ensure accurate payroll processing. Choosing the right payroll service provider, like Teamed, is crucial for international expansion.

Our global payroll services streamline complex processes, ensuring operational efficiency, compliance, and financial integrity, thereby enhancing employee satisfaction and aiding global business expansion.

Teamed's Unique Approach to Global Payroll Management

‍Unlike some other international payroll alternatives such as Oyster, Papaya Global, and Deel, Teamed offers a blend of state-of-the-art technology with real-world, human-driven support and clear pricing per employee with no hidden surprises. This approach ensures a deeper understanding and custom-tailored solutions that set us apart in the global payroll landscape as a trusted partner.

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Make global payroll management easier with Teamed

In conclusion, global payroll management is a complex and critical function for businesses with employees across borders. It involves navigating diverse regulatory landscapes, cultural considerations, and technological challenges.

However, with the right strategies and tools, organisations can streamline their payroll processes, ensure compliance, and provide accurate and timely compensation to their global workforce.

Partnering with a reliable global employment services provider like Teamed can significantly simplify and enhance the payroll management journey.

Our deep understanding of local regulations, data security and privacy commitment, and client satisfaction dedication will help you set up seamless and reliable payroll operations worldwide. Embrace the ease and confidence Teamed brings to managing your international payroll requirements. Get started today!

2023 is the year that AI had its breakout moment, when it went from interesting news article to mainstream adoption. Going from unknown to the fastest growing technology platform ever. 

In a recent study by Master of Code, 80% of business respondents said they would be increasing their investment budget in AI in the next 3 years.   

AI has rapidly emerged as one of the most transformative technologies of our times. From conversational AI assistants to hyper-accurate medical diagnosis tools, AI is revolutionising industry after industry. 2023 is set to be a landmark year for AI adoption and development across sectors.

Let's examine some of the major statistics and trends that showcase the accelerating pace of AI innovation globally:

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AI Job Market Overheating

As the AI job market heats up, challenges in cloud engineering and AI integration become more apparent. Krzysztof Słowiński from Kodlot  highlights the significant 'knowledge and experience gap' in these fields. This calls for a workforce that is not only technically adept but also adaptable to evolving technologies and methodologies. Addressing this gap is crucial for businesses to effectively harness AI and cloud capabilities.

LinkedIn's data reveals that job postings related to artificial intelligence are attracting 17% more applicants than opportunities without AI mentions. The pace at which AI-focused roles are proliferating points to a talent crunch as companies scramble for the skills to adopt machine learning and automation.

This is where Teamed can step in to support, by viewing the talent pool from a global perspective it unlocks new opportunities. In the scramble for talent dont be left just looking in your own back yard, explore the globe! 

The World Economic Forum highlights that AI will create 97 million new roles by 2025 in areas like content creation, AI development/testing, and AI maintenance. However, dislocation is likely for 85 million jobs too as AI assumes responsibilities ranging from customer service to trucking. 

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Surging Demand for ML Engineers

Machine learning engineers are emerging among the hottest AI-related roles with over 7,700 open positions on LinkedIn alone. These hands-on experts develop, optimise, monitor and maintain ML systems end-to-end, commanding average salaries of $146,000.

Simplilearn has witnessed a dramatic 75% increase in AI/ML job roles over 4 years across sectors like technology, automotive, healthcare and education. Core specialisations that are attracting talent include computer vision, NLP, cybersecurity and IoT analytics.

We spoke with Olga Shatokha from Bee's Knees, where they are focused on hiring for a range of roles in tech, mainly engineering and product. She highlighted the importance of these in-demand skills for roles in AI: 

“Proficiency in machine learning, deep learning, data science, and programming languages like Python is essential. Specialised skills in natural language processing, computer vision, and reinforcement learning are in demand. Knowledge in statistics, probability, domain-specific insights, ethical AI, and bias mitigation is also crucial for effective AI solutions.”

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The Trust and Ethics of AI in Recruiting

Public anxiety around biases in AI recruiting tools is intensifying, highlighting the increasing need for specialised governance roles focused on trust and ethics in AI. These roles are essential, tasked with creating checks for unfair models, auditing training data composition, and instituting human review mechanisms for consequential AI recommendations.

Olga Shatokha from Bee’s Knees emphasises this growing concern. She notes, “Ethical considerations and bias mitigation techniques are becoming increasingly important in AI development, emphasising the need for a skill set that includes ethical AI expertise and problem-solving abilities.”

In a conversation with Adam Tully from JIE+ Search, the nuanced impacts of AI on recruitment were further explored.

‍“While AI streamlines recruitment, its limitations must be addressed. AI's tendency to prioritise keywords over genuine skills can lead to overlooking candidates' true capabilities. This underscores the necessity for a human-centric approach in AI-driven recruitment processes,” Tully explains.

This focus on human oversight and ethical considerations in AI is mirrored in legislative developments. A recent landmark bill by the EU represents a significant step towards regulating the safe and ethical use of AI. This legislation aligns with the growing call for responsible AI by:

• Implementing tighter rules on AI in public biometric identification.
• Banning social scoring systems.
• Enforcing stringent rules for high-risk AI applications.
• Introducing strict fines for breaches of AI regulations.

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These measures reflect a proactive approach to managing the challenges posed by AI in sensitive areas like recruitment. By ensuring the ethical use of AI, we can trust the systems we build and maintain the integrity of our digital society.

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Domain Experts - The Secret AI Weapon

While data scientists and ML engineers account for most direct AI hires, many companies are learning the hard way that domain expertise is indispensable too for impactful AI solutions. Doctors are vital for validating healthcare ML models. Archaeologists can best ground AI image classification of ancient artefacts. Beyond technical grounding, real-world perspective guides AI priorities.

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Internal Mobility and Upskilling

Leading companies investing in internal talent transformation are seeing 15% greater internal mobility according to LinkedIn. Upskilling programs focused on augmenting existing teams with AI and analytics skills help firms ramp AI capabilities faster compared to long talent searches. Coupling external recruitment with reskilling also aids retention amidst a hyper-competitive talent crunch.

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Democratising Access to AI Skills Training

Underlining the dynamic nature of AI, Krzysztof Słowiński emphasised the 'need to prioritise learning and sharing experiences' in the AI sector. This ongoing education is vital for professionals to remain relevant and innovate, especially in a field where developments occur rapidly. Such continuous learning is key to democratising AI, allowing for a more diverse range of voices and expertise to shape the future of this technology

Tech leaders like Amazon and Google are already rolling out free training programs focused on democratising access to artificial intelligence skills for learners from all backgrounds. 

Amazon recently launched its "AI Ready" program which provides free online courses covering machine learning foundations. This aligns with an AWS study highlighting strong business demand for AI talent, with the potential for experts in this field to earn 47% higher salaries.

Similarly, Google announced a broad initiative to offer AI skills development modules for individual learners as well as support for businesses and government organisations ramping up institutional capabilities. Google's course library encompasses AI basics, productivity in machine learning, and tutorials using Google Cloud AI services. 

Simplilearn's career development programs focused explicitly on machine learning engineering, data science, and AI programming are also seeing remarkable growth. Enabling professionals from non-technical backgrounds to reskill or upskill via such offerings is vital for distributing AI expertise more widely across business and society.

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Preparing for the AI Talent Boom

For both employers and individuals, proactively developing AI prowess opens substantial career opportunities on the horizon. Here are our top recommendations:

The AI field is dynamic, and the specific skills in demand evolve over time. Staying updated with emerging technologies, industry trends, and regional job market demands is critical for the candidates.

“Companies often seek international talent to address specific skill gaps, such as expertise in emerging technologies, languages, and cultural insights that may not be available in the local talent pool.”  Olga Shatokha, Bee's Knees Co-founder. 

For Companies

• Audit skill gaps to pinpoint where existing staff need AI training to carry out evolving roles. Then provide ample upskilling resources.
• Complement internal development with external recruitment of AI experts who can transfer cutting-edge knowledge. 
• Explore government incentives surrounding AI hiring, R&D and training partnerships.
• View your talent search on a global basis with the support of specialist recruiters and global payroll specialists such as Teamed

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For Individuals

• Identify how AI advancements are impacting your industry and job function. Proactively gain baseline AI literacy.
• Consider credentials like nano-degrees and professional certificates to formalise in-demand skills like data science.
• If pursuing higher education, opt for programs emphasising hands-on AI applications over purely theoretical content.
• Follow leading AI thinkers across social media to continually expand perspectives.

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Final Thoughts on the AI Job Market

The AI job boom is real and accelerating across industries. While deep tech roles anchor model development, the expansion of AI use cases is catalysing new types of fusion jobs marrying technology with domain specialisation.

In parallel, the urgency of imbuing AI systems with transparency and fairness is spotlighting emerging governance functions. Responsible and ethical AI will be a competitive advantage in a world increasingly defined by predictions, automation and insights from machines.

For both companies and individuals, the opportunities within the AI job market warrant proactive preparation through skilling, reskilling and talent mobility. 

In most of the cases, companies need to look to other countries to find that AI talent, who will position their organisation ahead in their sector. Here is where Teamed, aligned with the best global recruiters specialist in AI roles, comes. Discover how our EOR services can streamline the employment process for your hires, regardless of their location. 

As we reach the culmination of the Top 40+ Web3 Innovators Awards, it's time to celebrate the extraordinary individuals and teams who have stood out in their respective categories. These winners have not only showcased exceptional talent and innovation but have also significantly contributed to the growth and development of the web3 community.

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Announcing the Winners

Web3 Community Champion

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Winner: Sarah Buxton from Gala Music

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Sarah Buxton, known for her charismatic and passionate leadership at Gala Music, truly embodies the spirit of a Community Champion. Her influential role in shaping the culture of web3, coupled with her dedication to nurturing the next generation of content creation, sets her apart. Sarah excels in making everyone in her team feel heard, valued, and actively involved, redefining the concept of ownership in the digital era.

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Diversity in Web3 Winner

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Winners: Catie Romero-Finger & Nastya Adamova, Founders of BABs Labs and Websh3

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Catie Romero-Finger and Nastya Adamova, the dynamic duo behind BABs Labs and Websh3, are pioneers in promoting diversity and female leadership within the Web3 ecosystem. Through their innovative platforms, they have created a space that not only supports but actively champions diverse leaders. Their commitment to social impact, and empowering women-led tech projects is transforming the Web3 community into a more inclusive and equitable space.

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Building Talent in Web3 Winner

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Winner: Morgan Stone, CEO of Seekr

Morgan Stone, the visionary leader behind Seekr, is redefining talent acquisition in the web3 space. His innovative approach to leveraging blockchain technology for Proof of Experience has revolutionized the hiring process. This not only enhances transparency but also improves the accuracy of matches between job seekers and employers. Morgan's commitment to creating a more efficient and reliable recruitment process is shaping the future of professional connections in web3.

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Educating the Next Generation of Builders Winner

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Winner: Marianne Le Coyte Grinney, Co-founder of Held Mind

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Marianne Le Coyte Grinney, with her vast experience as a systemic psychotherapist, is leading the way in educating the web3 community about mental health. Her pivotal role in Held Mind, the first B2B & B2C Recovery & Sobriety support and education system in Web3, has been instrumental in destigmatizing mental health issues. Providing access to licensed professionals and tailored support, Marianne's efforts are crucial in fostering a healthy and supportive environment within the web3 space.

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Reflections on the Awards

These awards have been a testament to the creativity, resilience, and forward-thinking nature of the web3 community. Each winner, with their distinct contributions, exemplifies the collaborative spirit and innovative mindset that drive this dynamic sector. We celebrate their achievements and look forward to the continued evolution they will bring to the web3 world.

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Congratulations to all the winners! Your remarkable contributions are what make the web3 space vibrant and progressive. Thank you to everyone who participated and supported these awards. Your engagement and enthusiasm have made this a truly memorable event.

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The journey of innovation and growth in web3 continues. Stay connected for more updates, insights, and discussions on the future of web3. Follow our blog, join our social media channels, and be part of the ongoing conversation shaping the digital future.

In today's insightful interview, we have the privilege of speaking with Darren Franks, Founder of Titc.io (formerly known as TalentintheCloud). With a vision that extends beyond the conventional, Titc.io has been instrumental in shaping the FinTech landscape through a comprehensive range of services encompassing Talent Acquisition, Marketing, Public Relations, Event Management, and Personal Branding.

In our discussion with Darren Franks, he insightfully unpacked the nuances of the African landscape, emphasising areas like emerging markets, skill development, and education. "Companies now hire talent in Africa, allowing individuals to work from locations like Cape Town, Nairobi, Lagos, or Dar es Salaam, provided they have internet access and are in compatible time zones." This experienced recruiter wanted to highlight the "current Africa's demographic profile, which is also a significant factor. It has the world's youngest population, which is extremely tech-savvy, and is receiving substantial investment".

In the interview, Darren highlighted the importance of international support for Africa's economic development, stating, "Support from international entities like USAID, UK institutions, and Chinese investments can greatly benefit the economy across Africa, provided the funds are directed to appropriate channels." This was followed by a discussion on Africa's investment dynamics and the synergy between governments, educational bodies, and the private sector. Darren then shifted focus to private investments, emphasizing, "...particularly U.S. companies are investing in Africa. This shift in the market (investments) in recent years has been towards remote working and leveraging Africa's youthful, skilled workforce."

Darren pointed to the importance of some of the emerging markets which are also gaining attention. "Rwanda, for instance, is undergoing a significant digital transformation, making it a rising hub in Africa. This country, once associated with its tragic history of genocide, is now recognised for its progressive leadership and development."

We also explored the unique trajectory of the FinTech sector in Africa, contrasting its development with European experiences, underscoring the diverse yet distinct paths of progress across regions: "...developed regions transitioned from traditional banking to digital platforms, whereas parts of Africa moved from cash to mobile payments."

He specifically highlighted the presence of diversity but pointed out that this doesn't necessarily equate to inclusion: "The challenge ahead is to not only achieve diversity but to foster an environment where everyone is truly integrated."

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Highlights from Darren

• Global businesses are seeking affordable, quality skills.
• U.S. companies are increasingly hiring in African cities like Cape Town and Nairobi.
• Africa's young, tech-savvy population is drawing significant investments.
• There's a shift towards remote working, utilizing Africa's skilled youth.
• Mobile phone penetration and connectivity are key to Africa's transition from cash to mobile payments, bypassing traditional banking.
• Rwanda is emerging as a tech hub, known for its digital transformation and progressive leadership.
• International support from entities like USAID and Chinese investments is crucial for Africa's economic growth.
• The next step is ensuring not just diversity, but true integration in the workforce.

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Full Interview

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What sets your key area of expertise apart from the rest?

At TITC, as we're currently known, we have evolved from being purely a staffing business, originally named Talent in the Cloud, into TITC.

Our focus is on being a growth agency for FinTechs in emerging markets, especially in Africa. This gives us a broad perspective on what the industry is doing, not just from a hiring standpoint, but also in terms of what drives businesses. We cover a range of services including marketing, PR, events, and personal branding. We support our FinTech clients, whether they are small startups or large, well-established companies looking to explore different routes or markets.

What differentiates us, or sets us apart from others? Firstly, there's hardly anyone else doing what we do. Secondly, our dedication to the sector is unparalleled. We have been committed to this sector day in, day out for nearly eight years, building a strong reputation and a respected name.

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How does your experience with recruitment differ across Europe, the Middle East, and Africa?

In the beginning of my career, I spent about seven to ten years in the UK, primarily focusing on Western Europe. After that, I moved to the Middle East, where I covered the region including the UAE, Saudi Arabia, Qatar, and others, encompassing the MENA region. For the past decade, my focus has been mainly on Africa. There are distinct differences between these continents.

Europe, as a more mature economy, has structured buying processes, especially at the enterprise level. Becoming a preferred supplier involves navigating through many formalities. In contrast, my experience in the Middle East was more relationship-driven. It took a couple of years to establish credibility and build a network to make a significant impact.

Regarding Africa, it's important to note that it's a vast continent, comprising around 53 countries, though I haven't worked in all of them. I've dealt with 18 or 19 countries, and each has its unique business practices and cultural nuances. What works in South Africa, which is more commercialized and somewhat similar to Europe, may not work in Nigeria, Malawi, Kenya, or Tanzania.

Other parts of Africa tend to be more relationship-focused, akin to the Middle East.

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Businesses continuously seek talent that combines quality skills with affordability. In recent years, especially post-Covid, there's been a notable shift towards Africa.

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What drives businesses to recruit talent in Africa, and how do the advantages of this approach stand out from other continents?

Initially, the trend in the world of technology was to outsource to India, known for its vast, tech-savvy population and significant technological investments. Following this, the focus shifted to Eastern Europe, particularly countries like Poland and the Czech Republic, due to their abundant skills. However, as these economies developed, salary demands increased, reducing the cost benefits for companies in Western Europe outsourcing to these regions.

Businesses continuously seek talent that combines quality skills with affordability. In recent years, especially post-Covid, there's been a notable shift towards Africa. Big companies are eyeing parts of Africa for skilled tech professionals. South Africa, in particular, has been a longstanding talent exporter.

I think there's a running joke. Whichever bar you go to, anywhere on the planet, you'll bump into a South African. And that's kind of true. However, the emergence of remote working has introduced a new dynamic. Companies now hire talent in Africa, allowing individuals to work from locations like Cape Town, Nairobi, Lagos, or Dar es Salaam, provided they have internet access and are in compatible time zones. This approach eliminates the need for physical relocation.

Africa's demographic profile is also a significant factor. It has the world's youngest population, which is extremely tech-savvy, and is receiving substantial investment. While poverty remains an issue, various associations, educational initiatives, and particularly U.S. companies are investing in Africa to upskill its population and create global work opportunities.

This shift in the market in recent years has been towards remote working and leveraging Africa's youthful, skilled workforce.

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How does the dynamic nature of the FinTech sector in South Africa present unique challenges and what is the greatest opportunity within this sector in this context?

To understand the dynamic nature of the FinTech sector in South Africa and its unique challenges and opportunities, it's essential to start by comparing FinTech in emerging markets, such as Latin America, parts of Asia, and Africa, with that in western and developed markets. In the latter, FinTech is primarily about convenience.

In emerging markets, however, FinTech addresses a critical issue known as financial inclusion, making it a necessity for daily life. An early example of groundbreaking FinTech is Mpesa, initially developed in the UK and now a key player in Kenya and other markets. Mpesa enabled people without bank accounts to trade and access funds, all via mobile phones.

Mobile phone penetration and connectivity are crucial drivers in making FinTech work in emerging markets. For instance, while the UK and Europe experienced a gradual transition from landlines to mobile phones, Africa leapfrogged this phase due to the absence of fixed-line infrastructure, moving directly to mobile technology. This trend is mirrored in FinTech, where developed regions transitioned from traditional banking to digital platforms, whereas parts of Africa moved from cash to mobile payments.

Financial inclusion is a major driver in these markets, aiming to assist the unbanked or underbanked individuals in integrating into the broader financial services ecosystem. This contrasts with the situation in the west, where financial products like loans and mortgages cater to different consumer needs.

In Africa and Latin America, FinTech solutions often focus on both consumers and micro-merchants, ensuring financial inclusion for small street-side sellers. This inclusion is vital for accessing credit, crucial for day-to-day survival and business operations.

Banks also play a significant role in this ecosystem. Despite varying degrees of development in compliance and regulatory frameworks across African countries, banks provide essential infrastructure and governance, allowing FinTechs to operate. Often, FinTechs build upon the foundations laid by banks, enhancing customer experience and interface.

In conclusion, banks remain integral to the FinTech ecosystem, especially in regions like Africa, where they provide the necessary infrastructure and regulatory frameworks for FinTech innovation.

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Some parts of Africa moved from cash to mobile payments.

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Which European countries are most active in hiring from African regions, and what are their preferred destinations?

‍The primary African countries in focus are the 'big four' – South Africa, Kenya, Nigeria, and Ghana. These countries boast advanced education systems, technological savviness, and a history of talent exportation. However, emerging markets are also gaining attention. Rwanda, for instance, is undergoing a significant digital transformation, making it a rising hub in Africa. This country, once associated with its tragic history of genocide, is now recognised for its progressive leadership and development.

Mauritius is another noteworthy mention. Despite past allegations of money laundering, it has evolved beyond its grey-list status and is now seen as a cosmopolitan country. Other African countries like Zambia, Malawi, and Zimbabwe are also on the rise. Zimbabwe, in particular, is known for its remarkable talent pool.

Over the next decade or so, we can expect to see other lesser-known countries emerging as significant talent sources. The focus here is predominantly on Sub-Saharan Africa. However, North Africa shouldn't be overlooked. Countries like Egypt, Tunisia, and Morocco are also teeming with talent.

There's a growing need for more investment and focus on the African continent. Support from international entities like USAID, UK institutions, and Chinese investments can greatly benefit the economy across Africa, provided the funds are directed to appropriate channels. This comprehensive approach underscores the continent's potential as a fertile ground for talent and opportunity.

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There's a growing need for more investment and focus on the African continent.

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How should businesses determine where to source specific skill sets from various African countries?

I think the choice of where to source skills largely depends on the type of business you operate.

For instance, consider an insurance company in the UK. They might seek a call center that is more cost-effective than those in the UK or Europe. There might be some stigma around outsourcing to parts of Asia, and they may prefer a location more aligned with their time zone and culture, without issues like accent differences. In this case, as such a company, I would consider South Africa or Ghana.

These countries offer a similar cultural background and time zone, well-developed markets, and people who are typically well-traveled with an appreciation for various cultures. Similarly, if I were in the hospitality sector in the Middle East, looking for front-of-house staff, I would likely turn to Kenya, known for its exceptional talent and friendly people. This isn't to say other countries lack such qualities; it's just an example.

When it comes to tech talent, particularly in fields like e-commerce or FinTech, I would look at South Africa, Kenya, and Nigeria, due to their advancements in these areas. For emerging technologies like data science and AI, I would again consider these countries but focus more on the academic environment - whether data science is being taught and if there are master's degree programs with accessible entry requirements. The issue is that many across the continent would aspire to pursue MBAs and master's degrees, but the high cost is a significant barrier, often equivalent to several years of salary for some individuals.

It's important to recognise that while they might not have the formal academic credentials, their practical experience could be more dynamic than those with a PhD, for instance. So, there are several considerations to make. There is no one-size-fits-all approach where a specific action necessitates choosing a particular market. That's definitely not the case.

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How do you see investment in technology and education, paired with government partnership, influencing a sector's growth down the line? And how can this influence the growth of the sector, especially FinTech?

In my personal opinion, independent of the companies I represent or the associations I'm part of, achieving significant progress requires collaboration between the government and the private sector. The private sector is keen to educate and invest in emerging talent, and it's crucial for the government to align with this approach.

There's often talk about government support, but unfortunately, Africa experiences considerable wastage in government activities, a fact I won't detail further. Technology could play a role in reducing this wastage. For instance, I know someone working on a project that could potentially save 20% of the continent's GDP currently lost to fraud.

This 20% loss to fraud is significant, and solving it would free up substantial funds. While overseas aid and investment have somewhat declined recently, especially in FinTech and tech sectors due to macroeconomic factors, support for Africa remains strong.

The West, parts of the East, and the Middle East view Africa as an opportunity, the last frontier market. While other frontier markets have been developed over the last century, Africa still has a long way to go in this respect.

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The challenge ahead is to not only achieve diversity but to foster an environment where everyone is truly integrated.

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Could you provide a brief of where African women currently stand in the tech industry?

I've been involved with the African Women in Fintech and Payments group for about six to seven years. Initially, the experiences shared by these women were shocking, reminiscent of attitudes from the 1920s. They faced appalling situations, having to endure unacceptable demands to advance their careers or secure promotions.

My involvement aimed to make even a small contribution to change. I've also supported the European Women Payments Network. Progress is being made towards gender diversity in the tech industry, but there's still a long way to go.

The focus often lies more on diversity than on inclusion. It's not enough to just have a diverse workforce; these individuals need to be genuinely included. True inclusion encompasses gender, sexual orientation, age, cultural, and religious differences. The challenge ahead is to not only achieve diversity but to foster an environment where everyone is truly integrated. This is a significant task, one that we hope to address in the next few years, though it may take longer.

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After Global Recruiting What is Next?

Darren's insights highlight the pivotal role played by Africa's youthful, tech-savvy demographic in driving the continent's technological progress.

Urban hubs such as Cape Town and Nairobi are emerging as leading players in this transformation, fueled by the growing trend of remote working and the rapid advancements in mobile technology.

The ascent of remote work and mobile tech is revolutionising Africa's economic framework, exemplified by nations like Rwanda, which are pioneers in digital transformation.

This shift opens an unparalleled avenue for Teamed to play a crucial role in bridging African talent with global workforce needs. By facilitating this integration, Teamed democratises employment and underscores its commitment to building world-class teams, irrespective of geographical boundaries.

By connecting these talented individuals with international opportunities, Teamed is setting a new standard for global employment. In collaboration with partners like Titc.io, which is renowned for uncovering exceptional talent in Africa, Teamed makes it effortless for companies to access and manage top-tier talent from across the continent. This synergy allows companies to find the right talent through Titc.io, while Teamed takes care of the employment and management aspects.

This streamlined approach not only simplifies the hiring process but also ensures a seamless integration of African professionals into global teams, fostering a more diverse and inclusive working environment.

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Welcome to our in-depth interview with Calum Lyle, Tech Sales & Marketing recruitment specialist and founder of Zest. We explore the intricate world of recruitment and talent acquisition with a special focus on the tech industry. 

We delve into what motivates top talent today, especially in Sales, Marketing, and Operations, noting a shift in priorities post-pandemic. “Traditionally, earnings were the key motivator in sales, but post-COVID, there's a shift towards flexibility, work-life balance, and purpose.”

The conversation then shifts to Zest's strategies for tackling global hiring challenges and their solutions for navigating the complexities of international talent acquisition. “What motivates salespeople can vary significantly across different territories and regions of the world”.

Further, we discuss common scenarios faced by clients seeking international talent: “A common challenge we see is businesses seeking to enter the German market, for instance, and needing localised knowledge and language skills.” This leads to recommendations for companies looking to hire or expand internationally, highlighting the benefits and challenges of such endeavors: “It's crucial to understand the cost implications in each territory”. 

Calum also highlights: “It's fascinating to understand how different regions may have unique work practices''. In addition, he mentions an interesting and important point: “This diversity is a significant advantage, especially in specialised hiring.”

A significant portion of our discussion is dedicated to the crucial aspect of mental health support for remote teams, a topic of increasing relevance in today’s globally connected workforce. Lastly, we delve into the role of AI in recruitment, exploring its potential and limitations. “While AI can efficiently process data and offer some value, the unique aspect of sales recruitment hinges on understanding personalities, something AI currently struggles with.”

Join us as we uncover these diverse aspects of modern recruitment practices, gaining valuable insights from Calum Lyle, a Tech Sales & Marketing recruitment specialist and the founder of Zest.

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Highlights from Calum

• Post-COVID shift in sales motivation from earnings to flexibility and purpose.
• Importance of understanding cost implications in each territory for international hiring.
• Regional work practices offer unique insights and advantages in specialised hiring.
• Salespeople's motivations vary greatly across different global regions.
• Challenges in entering the German market require localised knowledge and skills.
• Fostering a workplace culture that promotes mental health, and encourages openness and authenticity.
• Emphasising the significant advantage of diversity in specialised hiring.
• AI can process data effectively but still struggles with understanding the personalities crucial in sales recruitment.

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Full Interview

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What is Zest's primary focus, and how does it set itself apart from other similar agencies?

We specialise in commercial and go-to-market talent in the tech industry, with a focus on sales, marketing, and operations. Our approach is unique because we prioritise customer experience over traditional financial metrics in recruitment. 

We strive to build strong relationships, track data around these relationships, and incentivise our teams based on delivering exceptional experiences. 

Additionally, we emphasise authentic representation of candidates by using video interviews. This approach helps showcase their personalities, which is especially crucial in marketing roles.

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What motivates top talent in Sales, Marketing, and Operations teams today?

It's quite subjective, as motivations vary. Traditionally, earnings were the key motivator in sales, but post-COVID, there's a shift towards flexibility, work-life balance, and purpose. People are now more concerned with the impact of their work, whether internally through collaboration or externally by selling something they're passionate about. This change reflects a broader shift in values.

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How does Zest typically tackle global hiring challenges and what solutions does it offer?

Our approach involves operating a search function that spans multiple geographies. This enables us to locate and work exclusively with our clients in any area where they seek to find talent. 

There are numerous reasons why our clients and businesses choose to hire internationally, which I'll delve into later. We are well-equipped to advise on the advantages and challenges of hiring in various regions, providing our customers with local data and analysis.

This becomes particularly relevant in the context of our previous discussion about what motivates salespeople, as these factors can vary significantly across different territories and regions of the world. Having access to this kind of information at our fingertips allows us to offer tailored consultation to our clients. This is based on geographical preferences and regional differences, which is crucial for effectively scaling or growing a team, regardless of the location.

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What's the most common scenario you've encountered with clients seeking international talent?

The most frequent scenario we encounter involves businesses looking to expand their operations into new territories. We frequently work with companies, often based in the UK or the US, that aim to extend their sales reach into various global markets. In the context of the EMEA (Europe, Middle East, and Africa) region, the focus often shifts to territories within the DACH (Germany, Austria, and Switzerland) region, emphasising German and French-speaking countries.

These languages are crucial in broadening our customers' market reach. A common challenge we see is businesses seeking to enter the German market, for instance, and needing localised knowledge and language skills. They approach us with requests like, 'We're looking to expand into Germany and need help in finding talent with local expertise and language proficiency.' Their goal is to replicate their success from the UK, the US, or other thriving markets, adapting it to a different global region.

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What would you recommend to a company looking to hire or expand internationally?

When it comes to expanding into different territories, there are various pros and cons to consider. One key aspect is cost. By hiring in different regions, you can significantly reduce expenses while still acquiring the necessary skills for your business. It's crucial to understand the cost implications in each territory. 

Another factor to consider is the difference in working hours across regions, which has its own advantages and disadvantages. For instance, South Africa has a similar timeframe to the UK, which is beneficial. However, some businesses prefer hiring in different time zones to provide continuous support to their customers around the clock, beyond the typical nine to five hours.

Additionally, cultural preferences and differences play a significant role in hiring from various global areas. This diversity is something I particularly enjoy about my job. It's fascinating to understand how different regions may have unique work practices, like taking a two-hour break in the middle of the day, and how these nuances influence business operations.

One of the greatest benefits of international hiring is the diversity of thought and the range of skills and perspectives it brings into a business. It's easy to fall into the trap of hiring replicas of your top performers, expecting consistent results. However, to effectively sell in different territories, it's essential to embrace varied thought processes and perspectives, acknowledging the wonderful diversity of people worldwide. This diversity is a significant advantage, especially in specialised hiring.

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Based on the previous question and your experience, which countries are generally more inclined to hire talent from which other countries? Additionally, do you have clients in the Nordic region? 

We have a substantial client base in the Nordic countries. My wife, for example, is employed by a prominent business school-aligned fintech company headquartered in Copenhagen. She operates out of the UK, reflecting the company's recent expansion there. Interestingly, the company has taken a unique approach by hiring a US-based individual to oversee their UK sales team. This situation exemplifies the unique challenges businesses face, particularly in attracting and managing talent across different regions.

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Zest provides mental health support for remote teams. What's your advice for fully remote teams in this regard?

Indeed, that's a crucial question, one that frequently arises with globally dispersed teams. A key element is having a robust employee assistance program, or tangible measures for easy access to mental well-being support. It's not about massive investment, but more about adopting a proactive stance towards mental health.

Furthermore, an 'opt-out' rather than an 'opt-in' approach can be transformative. Often, individuals—especially men—might hesitate to actively seek help. In a remote setting, using tools like Slack, there are innovative ways to subtly express one’s mental state.

But more than tools, it’s about nurturing a culture where people feel comfortable to open up, supported by small, thoughtful measures that allow them to be their true selves.

In the post-COVID work landscape, physical proximity isn't a prerequisite for emotional support. It's about cultivating that culture of check-ins and support, enabling authentic interactions.

Additionally, it's vital for individuals to self-reflect. We often get caught up in our routines without pausing to assess how we're genuinely feeling.

For instance, taking a moment to realise you're exhausted and need a break is essential. This self-awareness is a critical aspect of mental well-being in a remote work environment.

Exactly, and now we have solutions that transcend geographical barriers. For instance, accessing therapy has become easier with apps and online platforms, allowing professional support without the need for face-to-face interaction. These advancements have made maintaining mental well-being in a global workforce more feasible and straightforward.

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What are your thoughts on AI-based recruitment systems?

I empathise deeply with those searching for jobs in the current challenging climate, marked by numerous redundancies and global upheavals. The idea of relying solely on non-human entities, like AI, to manage career paths is daunting. While AI can efficiently process data and offer some value, the unique aspect of sales recruitment hinges on understanding personalities, something AI currently struggles with. 

Even though AI, including technologies like ChatGPT, is rapidly evolving and can assist in many ways, it can't replace the genuine understanding gained from human interactions, especially in stressful situations like job interviews or reaching out for opportunities.

Human elements in recruitment are irreplaceable, but AI can certainly save time and optimise the efforts of recruiters, hiring managers, and organisational leaders. This allows them to engage in more meaningful conversations and provide better employment support. While AI poses a potential threat, I view it more as an opportunity for improvement, provided it is used judiciously. It won't replace skilled salespeople or recruitment consultants, but it can enhance their capabilities and raise industry standards as we compete not just with other humans but with automated systems as well.

In the future, a combination of AI and deep human involvement seems ideal. Even at the initial filtering stage, AI must be sophisticated enough to not overlook candidates with unique traits or qualifications just because they don't tick every box. A well-designed AI system should facilitate, not hinder, the recruitment of talented individuals. It's a rapidly evolving field, and it'll be interesting to see where we stand in a couple of years.

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After Global Recruiting What is Next?

Having delved into the essential pillars of global hiring, particularly in Tech companies for Sales and Marketing roles, we've gained crucial insights from Calum Lyle, the founder of Zest. These insights equip us to navigate the challenges and strategies of global hiring more effectively. Understanding the specific needs of each country and attracting top talent in these regions is just the beginning. 

The next critical steps involve employing them in compliance with local regulations, managing payroll efficiently, and ensuring swift and proper onboarding, regardless of their location. This is where Teamed comes into play, offering tailored solutions to streamline these processes and facilitate seamless global employment.

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Welcome to Part 4, the final installment of our CryptoCulture Nominations series, before we unveil the winners. In this concluding segment, we turn our attention to a crucial and inspiring category: 'Education: Educating the Next Generation of Builders.' This category celebrates the dedicated educators and trailblazers who are passionately imparting their knowledge and expertise to cultivate the future architects of the web3 world.

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These educators are not just passing on information; they're inspiring innovation, fostering critical thinking, and equipping the next wave of web3 professionals with the tools and understanding they need to succeed. Their commitment goes beyond teaching – they are nurturing a new era of builders who will continue to push the boundaries of what's possible in the web3 industry.

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Join us in this final spotlight as we honor those who are shaping the minds and skills of the next generation, ensuring the continuous growth, evolution, and success of the web3 ecosystem. Stay tuned for the exciting announcement of our winners, as we conclude this journey of recognition and celebration in the web3 community.

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Educating the Next Generation of Builders

Vincent de Vos Senior Tokenomic adsvisor at Humans

Vincent, a key figure at Chainforce Tokenomics Consulting, is renowned for his expertise in guiding startups in DeFi, GameFi, and Web3, particularly in partnership with the HR accelerator Humans. His focus on educating founders about the intricacies of tokenomics sets him apart, emphasizing the importance of nuanced understanding beyond traditional metrics like Total Locked Value (TLV) and fully diluted value in this rapidly evolving sector.

 "Vincent's commitment to demystifying tokenomics for startup founders is unparalleled. He brings clarity to complex concepts, ensuring a deep understanding of this critical aspect of the emerging digital economy."

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Angel - Contributor at Bankless, Tokenomics DAO & Token Engineering Academy. 

Angel is being honored for their exceptional dedication to educating others about complex web3 concepts, particularly in the realms of tokenomics. Their deep engagement in various educational DAOs and personal commitment to writing and developing projects within the space highlight their passion for making challenging topics accessible and understandable, contributing significantly to the growth and understanding of the web3 community.

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Gala Film Team

The Galal Film Team is being recognized for their exceptional role in educating and bridging the gap between Web2 and Web3 worlds. Their global proposition uniquely combines the realms of the film industry and blockchain technology, featuring collaborations with renowned names in cinema. By leveraging the power of entertainment, they are instrumental in enlightening the Web2 audience about the vast possibilities and innovations in Web3.

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Swombat AKA Daniel Tenner Founder of GrantTree & Investibles, Author. 

Daniel Tenner, a notable figure in the web3 education realm, is recognized for his invaluable contributions, particularly through his twitter posts, YouTube videos and weekly founders call in Zen Academy. His willingness to share knowledge and support others in understanding web3 is rooted in his belief that this technology should address real-world challenges. With a entrepreneurial journey through startups like Vocalix, Woobius, and GrantTree, Daniel exemplifies a blend of academic brilliance and practical business acumen. His current endeavors, including authoring 'Founder Freedom' and launching Investibles, highlight his commitment to staying at the forefront of technology in web3 and AI.

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Inder Phul CEO and Co-Founder of Pixelynx and Korus

Pixelynx, is nominated for the organisations role in revolutionizing the music industry by merging AI and Web3, creating new opportunities for artists and fans. Through the releaseof groundbreaking platforms like BeatKOR, they are democraticing music creation and engagement in the digital realm. Their quest platform through Korus is gamifying the education process of this new generation of music creation and collection. 

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Oliver Bell Co-Founder of Roster

Oliver Bell, co-founder and CEO of Roster, an emerging tech education startup, is distinguished for his innovative approach in web3 education. Through Roster's Mini MBA in web3, launching, he is democratizing access to complex web3 concepts, offering a comprehensive, on-demand learning module that covers blockchain, smart contracts, NFTs, and more. His efforts in making this new digital frontier accessible and understandable are transforming how professionals and enthusiasts alike engage with and master the essentials of web3.

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Hiro Kennelly - Bankless Publishig Project Champion 

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Hiro is being celebrated for his outstanding work in web3 education as the Bankless Publishing Champion, where he has made significant strides in simplifying and demystifying crypto for beginners and advanced learners alike. His enthusiasm for welcoming and collaborating with organizations to spread the ethos of web3 has distinguished him as a key figure in making these complex concepts accessible and engaging for a wide audience.

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"Hiro's commitment to crypto education via Bankless Publishing is brilliant. Simplifying intricate concepts for a broad audience. His enthusiasm for creating relationships and warmly integrating newcomers into the web3 community truly sets him apart."

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Rebecca Kontosic Web3 Consulatant

Rebecca is being recognized for her exceptional contributions to web3 education, particularly for brands and their teams. Her leadership in orchestrating successful web3 initiatives, as evidenced by her work with major brands like BIC, Walmart, and Crayola on Roblox, has demonstrated the impact of integrating educational and interactive experiences in the web3 space. Her efforts in managing influencer marketing campaigns, immersive advertising, and PR have not only driven significant user engagement but also facilitated educational series on blockchain, crypto, and NFTs, empowering over 250 global employees with foundational web3 knowledge. Her role as a judge in BIC's Metaverse Competition further highlights her expertise and commitment to advancing web3 applications in the corporate sector.

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Lana Maile, Co-founder Healing Hippies

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Lana, with her deep passion for holistic health and empowering others, is being recognized for her innovative work in integrating wellness into the digital age with the Heal App and Healing Hippies NFT project. Her approach, combining the Move-2-Earn technology with comprehensive wellness strategies, offers a unique blend of physical, mental, and spiritual health tools, revolutionizing the way we approach self-care in a remote work and metaverse environment.

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Marianne Le Coyte Grinney - Co-founder Held Mind

Marianne, with her extensive background as a systemic psychotherapist and dedication to mental health in the digital age, is being recognized for her educational efforts around mental health in web3. As a key figure in Held Mind, the first B2B & B2C Recovery & Sobriety support and education system in Web3, Marianne has been instrumental in destigmatizing mental health issues, providing access to licensed professionals and experts, and offering tailored support and training to over 40 brands and projects in the Web3 space.

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Joeri Billast - Founder Efficado

Joeri Billast is being celebrated for his commitment to educating marketers about the transformative potential of web3. Through his popular podcast Web3CMO, the Web3 mastermind group W3x, his informative blog, and numerous speaking engagements, Joeri has become a pivotal figure in demystifying web3 for businesses. His ability to translate complex web3 concepts into actionable strategies has made him an invaluable resource in this rapidly evolving digital landscape.

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"Web3 is a complex yet critical area for modern businesses, and Joeri is the go-to expert. His profound knowledge and ability to turn that into practical business solutions are simply astounding. Anyone looking to leverage web3 in their business should undoubtedly work with Joeri."

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Final Thoughts on all our nominees!

 As we conclude our CryptoCulture Nominations series with the spotlight on 'Education: Educating the Next Generation of Builders,' we stand in admiration of the educators and mentors who have dedicated themselves to nurturing the future of web3. Their unwavering commitment to sharing knowledge and fostering the growth of emerging talents ensures that the web3 industry continues to thrive and evolve with fresh ideas and innovative minds.

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These educators are not just teaching; they are igniting the spark of curiosity and innovation in the next wave of web3 pioneers. As we reflect on the remarkable journey of these awards, from community builders to diversity champions, talent recruiters to educators, we are reminded of the collective strength and diverse expertise that make the web3 community so vibrant and promising.

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Now, the moment we've all been waiting for is almost here. Stay tuned as we prepare to announce the winners of the CryptoCulture Awards. This celebration is not just about individual achievements; it's a testament to the collaborative spirit and forward-thinking vision that define the web3 community. Join us in applauding the trailblazers who are shaping a more inclusive, dynamic, and innovative digital future