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The COVID-19 pandemic triggered a remote work revolution practically overnight. As companies adapted to lockdowns and social distancing policies, fully distributed teams became the post-covid norm. But successfully managing a productive team across time zones and cultural divides requires forethought and care from leaders.

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In this extensive interview, Matt, CEO of the crypto startup Summit, shares hard-won lessons from guiding his company’s growth from 4 to over 40 employees spread globally. Read on for a masterclass in building a cohesive remote team while avoiding common pitfalls.

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Have you got globally distributed team? Planning to onboard international teams? Teamed can take care of all your global employment needs from payroll to compliance to benefits.

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What is Summit?

Summit is a crypto investment company founded by Mathieu Vincent, a professional trader with years of experience in the finance industry. The Ireland-based company aims to make crypto investing accessible to more people by building a transparent ecosystem and community.

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Summit offers various crypto-related services including mining, asset management, research, and education. The company highlights values like transparency, expertise, community, fairness, and security.

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With a team of over 20 crypto enthusiasts and professionals, Summit manages mining operations and helps clients invest in blockchain technologies. Members can partner with Summit's mining pools or access high-potential crypto investments and educational resources.

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Frustration Leads to a New Philosophy

After Summit's initial Initial Coin Offering (ICO) to its investors finished, they had the funding to allow them to scale their team. Matt began by delegating recruiting to an incoming COO with a strong operations background, but soon saw that their approaches to hiring diverged significantly. “He had a completely different vision from me on how to recruit and who to recruit and why to recruit,” Matt explains.

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The new COO  focused intensely on instituting robust processes and documentation. But in a still early-stage startup, Matt felt this premature structure and role specification stifled agility and organic product-market fit discovery.

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Hiring managers were instructed to “create a guy to do this, a guy to do that, a guy to do that, that, that, that...” without synchronising talent influx to core business objectives. So ultimately, Matt reflects, “in the whole team that we recruited, there were some people that were fitting perfectly and others that we didn’t necessarily need in the company.”

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These impacts ricocheted through Summit culture. Teams with mismatched or disengaged members lacked cohesion and productivity. As Matt puts it, “we had a team that was not necessarily very productive, they were busy with some stuff but at the end of the week or the month...there was nothing done.”

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Eventually, tensions mounted until Matt had to part ways with the over-engineering COO. This marked a turning point toward renewed focus on purpose-driven growth. “Now we are considering again who we need to keep and not in the company,” Matt says. “We cleaned a little bit of the teams to have the team we have now.”

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Stressing Communication and Connection

Reflecting on lessons learned, Matt singles out communication as especially vital when working remotely. Yet too often, leaders pay it lip service without truly prioritising meaningful connection.

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“You need to be clear, and that’s the trick, on what you call communication and what you do to make the communication important and solve issues and not just say, tell everyone, ‘OK guys, communication is important,’” Matt notes.

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For Summit distributed teams, Matt facilitates casual bonding through a social channel for humor and camaraderie. For him, one of the key elements he put in place was one-on-one talks to ensure he connects with his whole team. “I do have, me as a CEO, one-to-ones with my team ...every morning for half an hour, to ensure I meet the whole team”

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This allows Matt to gauge work satisfaction and productivity while also showing genuine care for employees’ overall wellbeing. He explains, “A person is not going to come to you, especially remotely, oh look, I feel a bit bad because this, this, this...No, it’s only when you talk to people 1-2-1 that you get this kind of psychological safety.”

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Guarding Against Hidden Costs

Hiring remote workers often promises financial savings through tapping international talent or cheaper cost of living areas. However, Matt argues short-term savings can disguise “hidden costs” which lose money over time.

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“In general, they are good for low execution jobs, which means you don't need to think much, you do that over and over,” Matt says about more affordable overseas hires. But for strategic roles requiring complex analysis or creativity, bargain talent may lack necessary skills.

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Matt recalls one disaster designer who came highly-touted from an elite French brand but utterly floundered in creating Summit desired aesthetic. 

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He continues, “If you want a high quality job, in general, you need to pay the price. It's very rare to have a discount on quality.” Matt opts to thoroughly vet candidates rather than assume remote workers in lower income regions automatically deliver premium work at a steep discount.

Making courageous calls

Instilling robust communication channels helps surface issues early. But leaders must still make difficult decisions addressing revealed personnel problems. Matt embraces quick but compassionate action here.

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If someone repeatedly misses objectives after attempts to clarify expectations, “Decision can be about firing people,” Matt says. “It is for me a hidden cost” to retain subpar performers as though hoping the situation improves on its own.

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This decisive yet humane approach extends beyond skill deficiencies too. Matt once had to part ways with a talented employee whose severe health issues completely disrupted reliability and presence. However, he did so respectfully after giving chances to correct course.

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Setbacks into New Methods

Through Summit growth tremors, Matt transformed perspectives on optimal remote team building. He now wholly embraces simplified objectives and key results (OKRs) to sync workers to overarching goals. “At least that’s my definition, that’s my vision of things. And since we have this new approach, I think it helps keep everyone united,” Matt explains.

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Matt also looks at hiring and performance management through a lens of risk management from his finance background. Much like containing trading losses, he cuts losses fast with misaligned workers while monitoring for red flags.

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Additionally, Matt scaled back premature bureaucracy that burdens early-stage startups. He focuses on pursuing product-market traction first before complicating operations. “When you are quite small, what matters is to make more money, not like to have a perfectly organised whatever software and team for this or that.”

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The Revamped Summit Method

Matt generously details hard lessons so fellow leaders can refine their remote management playbooks. Above all, he believes through the Summit method that:

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• Ongoing one-on-one conversations foster a healthy culture and surface problems early
• Hiring the cheapest remote workers risks low quality and hidden costs
• Regularly realigning workers to objectives through OKR’s boosts productivity
• Making courageous decisions quickly contains morale and momentum damage
• The remote genie won’t return to the bottle anytime soon. But thoughtful adaptation of management philosophies to distributed teams can net out performance results. 

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“Since we have this new approach,” Matt concludes, “I think it helps keep everyone united around shared objectives and moving Summit.io forward with crisp alignment.”

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Have you got a globally distributed team? Planning to onboard international teams? Teamed can take care of all your global employment needs from payroll to compliance to benefits. Get in touch with one of our sale teams.

Continuing our celebration of web3's brightest minds, welcome to Part 3 of the CryptoCulture Nominations.

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This segment highlights the 'Building Talent in Web3' category, where we acknowledge the individuals shaping the innovative workforce in this dynamic domain. These figures transcend the role of traditional recruiters. They are not just filling positions; they are talent scouts, career architects, and builders of new infrastructure platforms based on blockchain technology. Their expertise is critical in connecting skilled individuals with the right opportunities, and it's instrumental in nurturing the growth and long-term success of the web3 community.

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Join us in celebrating these key architects who are not only creating teams but also constructing the very foundation of the web3 ecosystem

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Building Talent in Web3: Spotlight on Recruiters

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Dan Franklin Head of Web3 at Priority Crypt

Dan, with over 23 years in recruitment and consultancy, has made a significant mark in the web3, crypto, blockchain, and gaming industries. His expertise spans from founding and selling four successful businesses to assisting over 75 projects globally, showcasing a deep understanding of talent acquisition and a commitment to guiding companies in finding the right talent at every level.

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"Dan's remarkable ability to connect the dots in the complex world of Web3 recruitment is unparalleled. He skillfully navigates the needs of both candidates and employers, making him a trusted and respected figure in the industry."

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Tatiana Arda Founder Web3HR

Tatiana, a distinguished Web3 HR expert and CHRO of DEIP, has made groundbreaking strides in revolutionizing human resource management in the Web3 industry. Through her innovative Web3Makeovers community, she excels in connecting talented individuals with Web3 companies, ensuring a perfect match with her deep understanding of the industry's unique demands and challenges.

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"Tatyana's vision of creating jobs in Web3, especially for women, is transformative. Her guidance in HR and implementation of a remote-first approach have been game-changers, ensuring equal opportunities and prioritizing mental health in the workplace."

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Maddy Bergen Co-Founder Elektra 

Maddy Bergen, as the co-founder of Elektra, is being recognized for her exceptional work in fostering web3 talent through innovative educational strategies and network effects. Elektra's curriculum, combined with direct access to knowledge from diverse partners, has enabled global cohorts to confidently master the web3 space. Her leadership in connecting and educating diverse international talent pools showcases her commitment to building a strong, interconnected web3 community.

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Morgan Stone CEO of Seekr

Morgan, as the driving force behind Seekr, is being honored for his innovative contributions to talent acquisition in the web3 space. At Seekr, he's redefining the hiring process by leveraging blockchain technology to provide Proof of Experience, significantly enhancing transparency and the accuracy of matches between job seekers and employers. His vision and leadership in creating a more efficient and reliable recruitment process in web3 exemplify his commitment to fostering successful professional connections and advancing the industry. 

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Gregory Geismar Co-founder Everbuild

At the helm of Everbuild, a freelancers hiring platform, they are dedicated to elevating trust and quality in Web3 hiring. Everbuild's ethos of 'people first, product second' reflects their commitment to bridging the gap between blockchain companies and top-quality freelancers, offering a curated talent pool, secure transactions, vibrant community engagement, a user-friendly experience, and comprehensive support, all aligned with the latest Web3 trends. Their work at Everbuild is a testament to their innovative approach and contribution to the Web3 industry.

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Dante and Gamze founders of Switch Web3

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Dante Isil O. and Gamze, founders of Switch Web3, are being recognized for their innovative contributions to talent development in the Web3 space. Switch Web3, an inclusive tech community, is at the forefront of the Web3 movement, providing comprehensive training, boot camps, and practice projects to facilitate transitions into Web3 careers. Their mission is centered on accelerating mass customer adaptation and creating economic impact, particularly during times of large-scale layoffs. By offering resources for both talents and companies, Switch Web3 is pioneering in enabling flexible, high-paying Web3 job opportunities and fostering a diverse community where everyone's value is recognized and uplifted.

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Final Thoughts 

As we wrap up this insightful exploration of the 'Building Talent in Web3' category, we are reminded of the essential roles these individuals play in sculpting the future of blockchain technology and its applications. Their dedication to recruiting, mentoring, and shaping the next wave of talent is not just about filling current gaps; it's about laying the groundwork for a more robust and innovative web3 ecosystem.

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Looking ahead, we eagerly anticipate diving into our next category – 'Education: Educating the Next Generation of Builders.' This category is all about celebrating those at the forefront of imparting knowledge and skills to upcoming web3 enthusiasts. These educators and mentors are the cornerstone of the web3 industry's growth and evolution, ensuring that the next generation is well-equipped to take the reins and continue building on the foundations laid by their predecessors.

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Stay tuned as we highlight the efforts and achievements of these remarkable individuals in our next feature. Their unwavering commitment to education is not only shaping the minds of future web3 builders but is also ensuring the sustainability and success of the entire web3 industry.

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This is the second part of the Crypto Culture nominations shortlist! 

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After meticulous research across crypto Twitter, Discord servers, LinkedIn discussions, and live events, we have meticulously curated a list of over 40 visionaries who are at the forefront of crafting our digital future. These awards pay homage to the resilience, innovation, and indomitable spirit of the web3 community, showcasing those who have relentlessly pursued building and inspiring, even amidst the challenges of the crypto winter.

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This week we spotlight 'Diversity in Web3', a category that shines a spotlight on trailblazing leaders committed to fostering a more inclusive and diverse web3 realm. 

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Diversity in Web3

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In this rapidly evolving digital landscape, these individuals and teams are not just participants; they are architects of change, actively working to ensure that inclusivity and equal representation are at the forefront of this technological revolution. 

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This category celebrates those who understand that the strength of web3 lies not only in its technological advancements but also in its potential to create a digital world where every voice is heard and every perspective is valued. 

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Join us in honoring these visionary leaders who are redefining the boundaries of the web3 space through their unwavering commitment to diversity and inclusion.

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Chana Kanzen Partnership Manager Rug Radio 

Chana is a renowned international executive and early crypto adopter, leading as the Head of Partnerships at Rug Radio, a pioneering fully decentralized media company. With a background spanning technological innovation, social impact, and a commitment to empowering women in technology, she has founded London Women Leading Web 3 (LWLW3), cementing her role as a key influencer in the web3 space.

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Lauren Ingram Founder of Women Of Web3

Lauren Ingram, founder of Women of Web3 and a notable Web3 consultant, is being honoured for her dedication to increasing female participation in the tech industry, particularly in the male-dominated Web3 space. Her work, pivotal in empowering women to engage with emerging technologies, has earned her accolades in the Wirex Rising Women in Crypto Awards 2022 and the NEAR Foundation Women in Web3 Changemaker Awards.

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Lisa Francoeur Co-Founder Crypto Tutors

Lisa, celebrated as the "Oprah of Tech" and ranking high among influential figures in crypto, is a trailblazer in promoting diversity within the tech industry, especially in the realms of web3 and blockchain. As a Haitian American leader and a top Black Founder Driving Innovation in web3, she leverages her roles at Crypto Tutors and Fancyfied to foster inclusive growth and deliver impactful motivational training, focusing on diverse representation and empowerment in technology.

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Veronica Hash Manager Belonging@Coinbase

Veronica Hash, at the forefront of Coinbase's Belonging initiative, has played a pivotal role in enhancing diversity and inclusion within the organization. Her leadership in launching the first Belonging page on Coinbase's Careers website and the internal newsletter, along with revamping the global Belonging strategy, aligns closely with the company's mission and remote-first policies, profoundly impacting the company culture.

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Catie Romero-Finger & Nastya Adamova Founders of BABs Labsand Websh3

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Nastya and Catie, founders of BABs Labs and Websh3, are being recognized for their pioneering work in championing diversity and female leadership within the Web3 ecosystem. Through Websh3, they have created a platform that not only supports but actively promotes diverse leaders in building an inclusive Web3 space, emphasizing sustainability and social impact. At BABs Labs, their innovative approach is dedicated to empowering tech projects with a focus on women-led initiatives, showcasing their commitment to fostering a more equitable and diverse Web3 community. Their work exemplifies a deep commitment to creating a space where women and diverse voices are not only heard but are leading the charge in shaping the future of technology.

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Final Thoughts

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As we draw the curtain on the 'Diversity in Web3' category, we find ourselves deeply inspired by the groundbreaking work of our nominees. Their unwavering commitment to diversity is more than just shaping today's web3 ecosystem; it's a vital step towards a future where technology reflects the richness and diversity of our global community. Their efforts are sowing the seeds for a digital landscape that values inclusivity and representation, creating a legacy that will benefit future generations. Let us continue to champion and uplift the diverse voices and minds that are integral to the evolving narrative of web3.

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Stay tuned for our next feature in the CryptoCulture Awards – the 'Building Talent in Web3' category. Here, we turn the spotlight on the remarkable recruiters in the web3 domain, those who are masterfully curating the workforce of tomorrow. These talent architects are not just filling positions; they are meticulously crafting the teams that will drive the web3 ecosystem forward.

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Don't miss the opportunity to meet the visionaries behind web3's workforce. Keep an eye on our blog and social media channels for upcoming updates, as we prepare to celebrate the architects of talent who are sculpting the future of the web3 sector.

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Welcome to our insightful conversation with Krzysztof Słowiński, the founder of Kodlot, a company making waves in the realms of data and cloud engineering. 

As we delve into this interview, we'll explore the inspirations behind Kodlot, the unique challenges in cloud-based solutions: “We can break down a large enterprise into smaller pieces”. 

Krzysztof also dived into the current landscape of decentralised systems and how European companies address AI solutions compared to those in the US: “The primary issue, in my view, is the knowledge gap. We need to prioritise learning and sharing experiences,(...) sparking inspirational dialogues and innovative ideas.”

Our discussion will also touch upon the European approach to AI solutions and the evolving trends in AI business models. “I've observed a dynamic shift in focus areas, from new AI models to the latest in data technology and architecture.”

We'll learn about the core values that Kodlot seeks in its team members and the benefits of embracing global remote employees. “The concept of remote work is greatly beneficial, offering a broader view of the world.”

Finally, we'll gain insights into the unique contributions of Polish engineers in the tech industry and discover the driving forces behind top tech talent today. Join us for an engaging journey into the heart of innovation and expertise with Kodlot.

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Highlights from Krzysztof 

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• Industry Demand vs. Expertise: High demand for data and cloud engineering skills amidst a market expertise shortage.
• Cloud Tech Hurdles: Knowledge and legal challenges impede cloud technology adoption.
• European Decentralised Systems: Technical and organisational hurdles in Europe's decentralised system implementation.
• Talent Sourcing Strategy: Focus on passion, resilience, and learning in engineering talent acquisition.
• Team and Global Diversity: Emphasizes passion, communication, growth mindset, and remote hiring benefits.
• Polish Engineers' Merits: Hardworking and skilled Polish engineers seen as valuable in tech.

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Full Interview

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Could you provide an overview of Kodlot's and how it distinguishes itself from other firms?

Kodlot was established roughly three years ago with a clear objective: to offer professional services in the realms of data and cloud engineering. Our focus has been on delivering expertise and solutions in these rapidly evolving technological areas.

In the industry, we're seeing a significant demand in data and cloud engineering, yet there aren't enough professionals in the market to meet this need. These are areas I've enjoyed working in for the past five years. My goal was to channel my expertise into creating a company capable of providing these services across various sectors and businesses.

Our long-term vision is to act as a catalyst for positive change. We aim to partner with enterprises and companies committed to making a positive impact. Owning a company offers the unique flexibility to selectively collaborate with like-minded organisations.

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What inspired you to start with Kodlot?

My passion for data and cloud engineering, combined with the industry's demand for these skills, inspired the creation of Kodlot. I wanted to transform my experience into a company that could provide expert services in these growing fields, working across various sectors and enterprises.

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What are the main challenges an organisation faces when they are looking to adopt cloud-based solutions?

Cloud adoption challenges can be grouped into several categories. Primarily, there's a significant knowledge and experience gap in this area, which Kodlot is addressing. As cloud technology is relatively new, the development of supporting tools and best practices is ongoing.

My background in software engineering has provided a solid base, as many problem-solving techniques and challenges in cloud engineering are similar to those in software. However, data and cloud engineering have unique aspects that require specific knowledge and expertise.

Blending experience in these new areas with software engineering foundations allows for exciting and advanced developments. Yet, the knowledge gap remains a key issue. Over time, we see efforts like training programs and conferences helping to bridge this gap.

Legal compliance, especially in heavily regulated industries, is another significant challenge. While there are initiatives to ease these concerns, many companies find it difficult to adapt, which can slow the pace of change. It's crucial to remember that cloud solutions are not a one-size-fits-all answer.

In some cases, traditional in-house solutions might suffice, or the cost of cloud architecture might not justify its implementation. Thus, it's essential to assess each case pragmatically. Experienced architects are needed to evaluate whether cloud adoption makes sense in the long term, linking back to the importance of closing the knowledge and experience gap.

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Experienced architects are needed to evaluate whether cloud adoption makes sense in the long term.

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What’s the current state of decentralised systems adoption?

Implementing decentralised systems presents a substantial technical challenge, especially when scaling up. However, there's also an organisational challenge. Increasingly, it's recognised that to support effective decentralised systems, organisations need to adopt a cross-functional team structure. This ensures each department involved in the decentralised platform has the autonomy and necessary skills to contribute equally, avoiding reliance on a centralised team which could negate the benefits of decentralisation.

For enterprises, adopting decentralised systems is not a short-term endeavor. It's a long-term strategy that likely needs to be implemented gradually, where initial proofs of concept and viability tests demonstrate tangible value. This requires consensus on a shared approach and goals. Realistically, for global companies, aligning all aspects of such a transformation could take years.

At Kodlot, our focus is primarily on the technical aspects of this transition, as organisational change management falls outside our domain. Estimating the complexity and time frame for establishing a fully decentralised platform at an enterprise scale is challenging, given the multifaceted nature of such an undertaking.

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What about if we focus on the European landscape?

In the European business landscape, there's growing interest in decentralised approaches due to their perceived benefits. Essentially, this approach allows large enterprises to be segmented into smaller, more manageable units. Each unit, like a sales department, is responsible for creating and managing its own data products using specific tools and platforms. These data products can be exchanged among departments, enabling them to build upon each other's outputs.

However, implementing this system on a large scale involves significant challenges in data governance, quality, and standardisation. The goal is to achieve autonomy in these processes and embed them in code, requiring a consensus on what this means for the entire enterprise.

Despite these challenges, the appeal of decentralisation is clear and parallels the benefits we've seen in software through microservices. We anticipate a shift towards this model, but the extent and speed of this transition are uncertain. It's not a universal solution; smaller companies, for instance, might not benefit as much from such a change.

Therefore, when considering cloud adoption or any technological shift, a pragmatic approach is vital. Companies need to assess whether the change will bring tangible value to their operations.

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Companies must invest in ongoing education to keep employees updated with industry developments.

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In your opinion, how do European companies address AI solutions compared to those in the US?

In this area, I don't consider myself an expert, but it seems there's a notable gap in innovation. A select few large companies have been leading innovation in data and AI for over two decades, perhaps even 20 to 30 years. Pinpointing the start is tricky as it wasn't widely publicised initially. These companies now have a significant advantage.

The primary issue, in my view, is the knowledge gap. We need to prioritise learning and sharing experiences. This can happen in various settings, like meetups, conferences, or even within our own companies, sparking inspirational dialogues and innovative ideas.

Being proactive and engaging with what's happening beyond our immediate environment is crucial. Regular knowledge exchange with colleagues is a daily practice to encourage innovation. European companies, in particular, could play a significant role by supporting these activities. Allocating budget for employees to attend relevant conferences, both within Europe and internationally, is vital. Such experiences offer exposure to cutting-edge innovations, networking opportunities, and can be a source of inspiration and positive change.

It's essential for companies to continue investing in education and learning, providing employees the chance to stay abreast of the latest developments in the field.

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What trends do you expect in AI business models and the market in the next few years?

That's indeed an intriguing question. As a regular attendee at European conferences over the past three years, I've observed a dynamic shift in focus areas, from new AI models to the latest in data technology and architecture.

What's particularly noticeable is the pace of change, accelerating not just over the years but arguably over decades since the advent of computers. This isn't a gradual change; it's more of a rapid, year-on-year evolution.

Predicting even a year ahead is challenging for me. For instance, at a recent conference in October 2023, the spotlight was on large language models and generative AI. Will this be the same next year, in October 2024? It's tough to say with certainty.

The past has shown us that focus areas in AI are continuously evolving, and the rate of innovation is quickening. Therefore, making any predictions is quite difficult for me, and I refrain from doing so.

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We seek someone passionate about problem-solving, with strong communication skills and a dedication to continuous learning.

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 How to Spot Great Engineering Talent?

Locating talented individuals in engineering can be somewhat challenging, as many engineers tend to be introverted. They often prefer not to engage in social events like meetups or conferences, which can make traditional, face-to-face recruitment methods less effective in this field.

When I look for engineers, I prioritise passion. This includes an innate drive to solve problems, a resilience against daily challenges, and a motivation that comes from within. Effective communication skills are also key – the ability to clearly articulate problems, both in writing and speaking, and to adjust one's language based on the audience.

Another crucial quality is a willingness to learn. This growth mindset involves recognising that perfection isn't necessary, but a commitment to continual learning is. It's about understanding the current capabilities of the technology at hand, and being curious about its potential future applications. So, in summary, the ideal qualities I seek are a passion for problem-solving, strong communication skills, and a commitment to continuous learning and growth.

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Do you have global remote employees? What are the benefits to you?

Last year, we began exploring remote hiring and now have a team member in Poland. As a Polish-founded company operating from Denmark, turning to the Polish market feels natural. We value the contributions of Polish engineers highly.

There are many commendable qualities inherent to the Polish workforce. This doesn't mean we exclusively hire Polish employees; rather, it’s a nod of appreciation to our roots. Another key aspect is our eagerness to engage globally, enjoying the diverse perspectives brought by international talent.

The concept of remote work is greatly beneficial, offering a broader view of the world. Yet, we believe in a balanced approach. Having a physical office for face-to-face discussions and fostering personal connections among team members remains important. It's crucial not to overlook these human interactions that strengthen team bonds.

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A key aspect is our eagerness to engage globally, enjoying the diverse perspectives brought by international talent.

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As a company with Polish origins, what unique values do you believe Polish engineers bring to the table, especially in comparison to their international counterparts?

As a Polish company, we often overlook certain values when discussing Poland, perhaps because the focus might be elsewhere. However, in the realm of engineering, Polish engineers are notably hardworking across various domains. This attribute is crucial in engineering, where problems often require time and persistence to solve. The passion and determination to overcome challenges are traits commonly seen in Polish engineers.

This work ethic is something we increasingly recognise and take pride in. It’s a quality not exclusive to Poland, but certainly prevalent and worthy of acknowledgment. Poland has developed significantly, boasting proficient English skills and robust infrastructure, positioning us competitively alongside other European countries. It's essential for us to recognise our strengths and not feel inferior when engaging with international counterparts. We stand as equals, ready to contribute significantly to the European market.

Remembering our heritage and the positive attributes we bring is important. Poland has always had a strong work ethos, a trait I've consistently observed in the Polish engineers I've interacted with.

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Polish engineers are notably hardworking across various domains.

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In your opinion and as Data & Cloud Engineering, what drives you and the top tech talent nowadays?

For me, there are three main drivers that fuel my motivation. Firstly, I have a deep passion for problem-solving, which is fundamental to my approach. In my software engineering days, I constantly sought new challenges. When I realised the limitations within that domain, I began exploring emerging fields like data engineering, once known as big data. The potential to tackle significant problems, requiring both learning and adaptation, was incredibly appealing. This led me to transition into cloud engineering, where the complexity and abundance of new problems offer similar motivation.

Equally important to me is sharing knowledge. Whether it's through meetups, conference talks, or small study groups, I find great satisfaction in supporting others' learning and growth. This aspect of sharing and teaching is a key part of my motivation.

Lastly, the drive to create a positive change underpins why I founded Kodlot. It's about investing energy not just for personal gain but to build something meaningful. Traditionally, engineers were recognised for their skill and artistry in constructing physical bridges. In today's digital age, engineers are celebrated for their capacity to craft cutting-edge digital data platforms that connect intricate data sources, transforming them into valuable resources.

In the digital realm, the results might be less tangible, but the sense of creating something meaningful remains. My motivations lie in tackling technical challenges, fostering growth in others, and contributing positively to the world.

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What's Next?

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Kodlot's global remote hiring strategy and their value for diverse perspectives align with Teamed's dedication to democratising employment and fostering a globally diverse workforce.

The discussion about the need for passion, effective communication, and a growth mindset in team members reflects the kind of talent Teamed can help source and manage. By facilitating connections with skilled professionals from various backgrounds, Teamed can support companies like Kodlot in overcoming industry challenges and achieving their long-term visions.

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Unveiling the Pioneers of Tomorrow – The CryptoCulture Nominations have Arrived!

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Join us in a grand celebration of the architects of the New Internet. After meticulous research across crypto Twitter, Discord servers, LinkedIn discussions, and live events, we have meticulously curated a list of over 40 visionaries who are at the forefront of crafting our digital future. These awards pay homage to the resilience, innovation, and indomitable spirit of the web3 community, showcasing those who have relentlessly pursued building and inspiring, even amidst the challenges of the crypto winter.

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Our nominees are distinguished across four pivotal categories:

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1. Web3 Community Champion 
2. Diversity in Web3
3. Building Talent in Web3
4. Educating the Next Generation of Builders

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In focus today is our 'Community Champions' category.

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Web3 Community Champions

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This category is dedicated to celebrating those pivotal figures who have been fundamental in nurturing vibrant and dynamic web3 communities. It acknowledges the vital role of community builders - ranging from operations managers to founders - in disseminating the web3 ethos and establishing platforms for collaboration and innovation

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Mushrooooom - Operations Manager 

Mushroooom led for 2 years the operations of the popular ZenAcademy business, helping to manage the team of freelancers spread across the globel, dealing with queries from the community and keeping the company running. 

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Anastasia Anatoli - Community Manager

Dedicated to building web3 and technology communities, her approach focuses on turning fans into brand ambassadors, deeply connected with the organization's purpose. As a web3 growth marketer with a diverse background, she blends various disciplines to achieve solid business results, emphasizing tangible success over vanity metrics in an ever-evolving tech landscape.

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Chris Koronowski - Founder Web3 Doers

Chris, founder of the Web3 Doers community, invites Web3 entrepreneurs to join a hub fostering collaboration, knowledge sharing, and growth in the decentralized internet realm. This free community offers networking with global Web3 solution builders, resources for accelerated growth, and live expert events on topics like NFTs, Metaverse, DAOs, and Web3 marketing, trusted by over 700 companies including Cookie3 and Exclusible.

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Kashvi Parekh - Community Manager at World Of Women

As the Community Manager at World of Women, has excelled in nurturing a diverse and empowering community, skillfully developing content strategies and fostering strong relationships. Their work in creating a supportive environment for NFT enthusiasts and new members alike showcases their commitment to making a significant, positive impact in the NFT space. 

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Sanad Karkar - Co-founder of ZeroCode

Sanad Karkar nomination is for revolutionizing how consumer-facing businesses leverage the loyalty infrastructure of web3 through his platform, Zero Code. His innovative approach in offering tokenized rewards and streamlined campaign management simplifies web3 integration for both startups and established brands, enhancing customer loyalty and brand engagement with data-driven insights and compelling experiences.

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Felix Haung & Daniel He  - Founders of RepubliK 

Felix Huang and Daniel He are pioneering a new era of social media with their innovative platform, RepubliK. Their work focuses on empowering creators and their fans by fostering stronger, more direct communities, shifting the reward dynamics to favor creators over intermediaries. This groundbreaking approach is redefining social media in the web3 landscape.

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Sarah Buxton  from  Gala Music  

Bux stands out as an influential leader in shaping the culture of web3, dedicated to nurturing the next generation of content creation and redefining the concept of ownership. Known for her charisma and passion, she excels in making people feel heard, valued, and actively involved in the journey.

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Ed On - Core Team Japan & Head of Partnerships Wonderverse

Ed On is being recognized for his exceptional contributions to building vibrant web3 communities through his roles at Bankless Japan and as the Partnership Lead at Wonderverse. His innovative beyondClub platform exemplifies his commitment to creating engaging, inclusive communities, transforming the way brands connect with and reward their audiences in the web3 era.

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Stuart Young - CEO Sybear Consultants Ltd 

Stuart Young is being honored for his exemplary efforts in building a positive and sustainable culture in the web3 space. His work focuses on developing web3 teams and integrating eco-initiatives aimed at achieving net-zero goals, leveraging web3 technologies to reduce carbon footprints and incentivize sustainable practices. Stuart's unconventional approach and expertise in DeFi, blockchain, and digital payments are driving significant advancements in the "Integrated Energy Ecosystem", making him a pivotal figure in the intersection of technology and environmental sustainability.

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Abhinav Gaur - Founder UrFeed 

Abhinav, co-founder and COO of UrFeed, is being recognized for his innovative work in developing a web3 messaging app that's revolutionizing the way we socialize digitally. UrFeed, with its unique blend of social video and streaming capabilities, empowers users to connect and engage through AR filters, live shows, and personalized video feeds. The platform's 'Learn to Earn' feature and community-building tools exemplify Abhinav's vision of a more interactive and rewarding social media experience in the web3 era.

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"Abhinav's vision with UrFeed is transforming the landscape of social media. His ability to integrate cutting-edge web3 technology with a user-friendly social platform is not only innovative but also sets a new standard for digital interaction and community engagement." 

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Final Thoughts

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As we conclude this showcase of our remarkable nominees in the ‘Web3 Community Community' category, we stand in awe of their contributions to shaping a connected and innovative digital world. Their efforts remind us that at the heart of technological advancement lies the power of human connection and collaboration.

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Stay tuned for next week's exciting reveal, where we will delve into the 'Diversity in Web3' category. This upcoming category highlights individuals and organizations breaking new ground in promoting inclusivity and diversity within the web3 space. These pioneers are not just building technology; they're crafting a more equitable digital future for all.

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Don't miss out on the chance to discover these inspiring leaders and their transformative work. Keep an eye on our blog and socials for our next update, and join us in celebrating the diversity and inclusivity that is vital to the web3 community's success.

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In a world where talent is becoming increasingly geographically flexible, companies have more options than ever to diversify their teams. Employees are now craving for the option to work remotely, or at the very least, spend fewer days at the office. But as exciting as this new frontier is, it also brings along its own set of challenges.

Adam Tully, founder of JIE + Search, has some unique insights to share on this evolving landscape. With a laser focus on tech sectors such as SaaS, AI, and Big Data, his agency has been at the forefront of helping venture-backed companies establish their presence in Europe.

In this candid interview, Adam dives into the real-world complexities of international hiring—be it the unique rules each European country plays by, the intricacies of employee compensation across diverse cultures, or why most top talents still prefer full employment. Adam also shares his thoughts on how specialised services and Employer of Record (EOR), like Teamed, solutions can simplify many of these complicated issues.

For companies in the U.S. and Canada eyeing European shores, and vice versa, the challenges are manifold. From the starting points of establishing operations in the UK or Ireland, to understanding what makes top talent tick, Adam's insights provide a much-needed roadmap.

So, grab a cuppa, settle in, and let's delve into what it really takes to build a world-class, global tech team in today's market.

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Highlights from Adam

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• He unpacks the new landscape of global tech talent—increasingly flexible about location and keen on remote work options.
• Navigating Europe's diverse employment rules can be tricky, but an Employer of Record simplifies this.
• Compensation varies widely by country, setting unique challenges.
• For U.S. and Canadian firms eyeing Europe, the UK and Ireland are common launchpads.
• Top talents still lean toward full employment, making specialised services invaluable.

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Full Interview

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What’s the main thing you aim to achieve at JIE + Search, and how does this set you apart from other agencies?

I founded JIE +Search 8.5 years ago, after 25 years in tech and executive search. The name "JIE" is an acronym based on my kids' initials, showing the importance of family to me.

I started JIE + Search to work remotely and be closer to them. We specialise in helping venture capital and private equity-backed tech businesses establish a presence in Europe. So we're not a generalist agency; we're laser-focused on tech sectors like SaaS, AI, and Big Data.

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What do clients usually want when they aim to hire globally?

In my experience, it's mostly Europe and North America. Companies typically look for salespeople, pre-sales consultants, marketing professionals, and roles in go-to-market functions. The first hire is often a salesperson, especially if the company doesn’t have a European entity yet.

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Where do you generally find the best tech talent in Europe?

Traditionally, the UK and Germany have been hotspots. But remote working has opened up other countries like Portugal, France, and Spain.

Talent is becoming more geographically flexible, which is great for companies looking to diversify their teams.

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How about European companies hiring globally?

They typically look towards Asia, particularly India, Pakistan, and the Philippines, for tech talent, drawn by the blend of expertise and cost-effectiveness these regions offer.

This search is also extending to Europe itself, with countries like Portugal becoming hotspots due to their growing tech scenes and competitive costs. Similarly, Latin America is on the rise as a tech talent goldmine for European companies looking to expand their global footprint.

Indeed, there's a trend where European firms are now finding top-notch product marketing professionals in the U.S. This mirrors a wider truth: talent has gone global. For example, a European enterprise recently snagged their CRO from the buzzing New York scene.

Moreover, post-COVID migration patterns have seen tech talent disperse across the U.S., with many professionals relocating from the West Coast and embracing remote work, which allows them to work from any location.

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Talent is becoming more geographically flexible, which is great for companies looking to diversify their teams.

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What motivates tech talent to choose a company today?

Three key factors: financial rewards, the company's market reputation, and workplace flexibility. The last one is increasingly vital. Talent now wants the option to work remotely or only be in the office a couple of days a week.

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How do you tackle the challenges of hiring people from different parts of the world?

I faced a situation just yesterday. I was working with an incredibly talented US citizen who's currently in the UK on a sponsored visa.

The main hurdle is navigating changing sponsorship rules, especially after Brexit. Each European country has its own set of rules, and that makes moving talent around a real challenge. As I'm not an immigration or employment lawyer, I usually refer individuals to an immigration service for more specialised help. And, absolutely, an Employer of Record can simplify many of these complex issues.

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What's your take on creating employee compensation packages that work across different countries?

That's a tough question. Different countries have different expectations. For example, in Germany, people in commercial roles expect a car allowance, while in the UK, that's often incorporated into the basic salary. In the UK, you're obliged to offer a 3% pension contribution, but that might be scoffed at in some European countries where the benefits are more generous.

I use a document to measure the benefits for each role and adjust accordingly. It's not a one-size-fits-all solution, and there are financial and legal considerations for the employer. 

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In the UK, you're obliged to offer a 3% pension contribution, but that might be scoffed at in some European countries where the benefits are more generous.

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Let's talk about investments in Europe. How's the current situation looking?

Investment trends have seen a shift. Venture capital took a dip at the end of 2021, but it's making a comeback, especially in AI. According to a Crunchbase report, IPO valuations in 2021 dropped by as much as 50%, which is a concern for investors. On the brighter side, the last quarter showed more positive funding news.

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And how does this impact hiring strategies?

It's all about risk management now. A few years ago, companies were more like, "What if I miss out?" Now it's, "Will this make money?" You have to be sure your hire is a solid one because a failed hire is costly. So, look at the data, align your hiring plans with your revenue, and ensure you're spending wisely. This way, you'll be in a good position for future funding rounds.

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How do European companies tackle challenges with AI compared to their U.S. counterparts?

Five years ago, companies were asking, "What is AI?" Now, they're saying, "We need an AI strategy."

Trust issues still exist, especially with data storage. For instance, some German companies prefer not to store their data in the cloud. Also, work councils in Europe get uneasy when tech could lead to job cuts.

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What's your take on AI's impact on job markets?

AI in recruitment has its flaws. I know someone who met all the job requirements but didn't even get an interview.

With more people applying for jobs now, sometimes hundreds per post, AI might be prioritising keywords over actual skills. People are starting to tailor their CVs just to pass these AI filters, which might make the hiring process trickier in the near future.

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If U.S. or Canadian companies want to target German-speaking countries, they often face challenges because Germans prefer to speak with Germans.

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Researching about how companies from different countries prefer to work with certain other countries. According to your expertise, what’s your opinion?

In my experience, most U.S. and Canadian companies start their European operations in the UK or Ireland. If they want to target German-speaking countries, they often face challenges because Germans prefer to speak with Germans. Since Brexit, hiring Germans in the UK has become difficult.

Companies also try entering different European regions through specific countries: Germany for German-speaking areas, Sweden or Denmark for the Nordics, the Netherlands for Benelux, and France for Southern Europe.

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And what about hiring difficulties?

When companies from various countries look into working with overseas partners, they might show preferences for certain countries due to cultural affinities, language commonalities, or economic benefits. However, when it comes to hiring, this approach can sometimes lead to challenges.

The main issue at hand is self-imposed limitations. By only considering a narrow set of countries for recruitment, companies might miss out on discovering the best talent available. It's like fishing in the same pond without realising there's a whole ocean out there. Embracing a wider, more inclusive hiring strategy can unlock the door to a diverse range of skills and experiences. It's about broadening horizons and recognising that the best candidate for the job may not be located within familiar territories.

If a company doesn't have a local entity, they often look for quick contract hires. However, he majority of top talent don't want to be in a contract, they want to be employed. That's where specialised services come in handy.

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Why does top talent prefer full-time employment?

Top talent often gravitates towards full employment for several compelling reasons. Primarily, revolving around the sense of security and inclusion it offers. Stability is a major draw, as full-time positions typically provide a consistent work environment and a steady income. This stability extends beyond just financial aspects; it anchors an individual's career trajectory and personal life.

Being part of an organisation as a full employee also fosters a sense of belonging and identity. Employees are not just contributors but become integral parts of the company's fabric, involved in its culture and future. They have ownership over their roles and the space to make a tangible impact on the organisation. This impact is not just through their direct work output but through the ideas they bring, the initiatives they drive, and the culture they help cultivate.

Moreover, full-time employment allows individuals to fully immerse themselves and contribute meaningfully to their organisation’s goals and success. This sense of contribution is often closely tied to personal job satisfaction and professional fulfillment.

On the emotional front, full-time roles address the potential isolation that can come with being a contractor. Unlike contract work, which can sometimes create a sense of detachment, full employment envelops individuals in a community, providing a collective identity and shared purpose that can be deeply fulfilling.

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What's Next?

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As Adam from JIE + Search pointed out, top talents are increasingly seeking full employment. His agency excels in connecting tech companies from the U.S. and Canada with high-quality talent for European markets. That's precisely where our expertise at Teamed comes into play. Once Adam finds the best talent, no matter where your team is based, your Employer of Record (EOR) makes the global hiring much easier. Whether it's sorting the legalities in different European nations or tailoring compensation packages that hit the sweet spot, we've got your back.

So if you're planning to tap into global talent pools or make a mark on European shores, a partnership with specialists like JIE + Search and Teamed could make your global employment journey smoother than you ever imagined.

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If you're dipping your toes into the U.S. hiring pool, you've got to check out this gem of an article by Michaela Jefferson from Sifted ''I made so many mistakes': 10 things not to do when hiring a team in the US'. Thomas Holl, the managing director of Babbel, spills the tea on it. It's packed with real-world advice and highlights some sneaky pitfalls you'll want to dodge when building your team across the pond.

In the article, Michaela also interviews different leaders who have hiring experience in the US making this an interesting and thorough piece with real insights. We also find insights from the Arielle Kilroy, cofounder and CEO of Berlin-based HR automation business Dado or Joaquín Cuenca Abela, from Freepik Company.

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Non-Compete Agreements: A Double-Edged Sword

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Thomas highlights the use of non-compete agreements. These agreements can be beneficial for protecting your business but can become a tricky path to tread if you're not careful. In some states, non-compete clauses are not enforceable, or their enforcement is severely limited. For instance, California law generally considers non-compete agreements void, as they see it as a limitation on an individual's ability to earn a livelihood in their field.

This issue isn't a minor thing; it's led to court battles and legal headaches. A report from the Economic Policy Institute indicates that approximately 27.8% to 46.5% of private-sector workers are subject to some form of non-compete Economic Policy Institute. That means you could potentially be affecting almost half of your workforce if you don't approach this aspect carefully.

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The Probation Period Illusion

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Another great point is the "probation period" misunderstanding. Many European companies believe that it's okay to let people go without much hassle during this period. But that's not how it works in the US. The "at-will" employment clause means either party can terminate the employment relationship at any time, with some limitations.

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Wage Discussions: A Delicate Matter

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Discussing previous wages during the interview process is also a tricky area. Some states like California, Massachusetts, and Delaware have made it illegal to ask about a candidate's previous salary. The idea is to make the hiring process more equitable, and it seems to be working. Arielle highlights that “there are so many more variables and costs that occur in the US that when you start looking at total compensation per employee, it’s really different.”

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Why This Matters for Global Teams

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So, why should you care if your team is scattered around the globe? Well, because hiring in the US is a different beast altogether, and you'll need to tailor your approach if you want to build an efficient and happy team there. Failing to do so might not just cost you a ton of money but could also bring legal woes you hadn't even thought of.

That's where services like Teamed come into play. We make global employment easy by taking care of the nitty-gritty details like local laws, payments, and employee well-being. It lets you focus on what you're good at: growing your business and nurturing your team's talent, no matter where they're based.

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“Working with a global employment company helps manage payroll and legal matters easily.” - Olga Shatokha, Bee's Knees Co-founder.

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We spoke with Olga Shatokha from Bee's Knees about hiring remote workers. She shared trends they’ve noticed and gave advice for growing businesses.

Bee's Knees helped Printify grow its team quickly by offering flexible working options like remote work. This approach proved to be highly attractive for enhancing work-life balance.

A key to their success is having access to a broad range of talents worldwide. Olga believes global hiring is the best strategy as it offers a variety of talents without location constraints.

She clarified a misconception: "Companies often hire from countries where wages are lower to save costs, but they should avoid underpaying employees based on local standards".

We learnt from Olga that partnering with a global employment company, like Teamed, can simplify payroll and legal processes. Teamed’s flexibility and personal touch make it a preferred choice, ensuring employees are happy and secure.

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In my opinion, the best choice a company can make is to opt for hiring globally - then you don’t need to compromise on the location.

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Highlights from Olga

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• The COVID-19 pandemic has changed how we see remote work. Many in tech now see the value in having flexible working options, like working from home or having changeable hours, which helps in balancing work and life.

• Companies often hire from around the world to save money. However, it's important to consider the usual pay rates in each location to ensure that employees are paid fairly.

• When a company hires people from various parts of the world, it brings a mix of backgrounds, experiences, and ideas. This diversity encourages new thinking and adds value to the company's culture.

• The best approach for a company is to be open to hiring from anywhere in the world. This way, there are no limits based on location.

• Working with a global employment company is vital to manage payroll and legal matters effectively. We've selected Teamed because they are flexible and offer a personalised service.

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Full Interview

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What is Bee's Knees’ primary focus, and how does it distinguish itself from other similar agencies?

At Bee’s Knees we’re focused on hiring for a range of roles in tech, mainly engineering and product. While we work with different types of companies, we pride ourselves in successfully filling in multiple roles for startups.

Everyone on our team has previously worked in-house at startups and product companies. For example, I worked for 3 years at Pipedrive where I hired 150 engineers, and then helped Printify scale from 80 to 300 people within a year.

Such backgrounds give us an understanding of how to look for not just great talent, but also a great culture fit.

Besides that, both me and my co-founder love to be hands-on - our clients always have either of us as their point of contact.

We source beyond LinkedIn - there’s also Github, Stackoverflow, Meetup.com and other sources.

Last but not least, each candidate undergoes a customized screening call with us before we send them our client’s way.

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What are the most in-demand skills for roles in AI?

First of all, proficiency in machine learning, deep learning, data science (big data technologies, cloud computing platforms) and programming languages like Python is foundational.

Additionally, specialized skills in areas such as natural language processing (NLP), computer vision, and reinforcement learning are highly sought after. A solid understanding of statistics, probability, and domain-specific knowledge enhances an AI professional's ability to develop effective and context-aware AI solutions. Also, ethical considerations and bias mitigation techniques are becoming increasingly important in AI development, emphasizing the need for a skill set that includes ethical AI expertise and problem-solving abilities.

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.

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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.

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What drives today's top tech talent?

Today's top tech talent is driven by a combination of factors. Here are some key drivers:

1. Tech professionals seek opportunities that allow them to solve complex problems and work on innovative projects that have a real impact, especially if we’re talking about the impact on society and the environment.

2. Tech talent is drawn to organizations that provide opportunities for learning new technologies and tools, as well as room for career growth.

3. Top candidates want to work in environments where they can contribute to cutting-edge solutions and use the latest technologies. They are attracted to companies that prioritize innovation and encourage creativity.

4. The COVID-19 pandemic has shifted attitudes toward remote work. Many tech professionals value flexibility in their work arrangements, whether it's remote work options or flexible hours, supporting work-life balance. Tech professionals often seek alignment with a company's culture, mission and values. They often prioritize workplaces with DE&I programmes.

5. Competitive compensation packages, including salary, bonuses, and benefits, remain important. In uncertain times like the market is experiencing now, job security is a key consideration. Tech talent seeks stability and may prioritize industries or companies with a track record of resilience.

Individual preferences can vary, and what drives top tech talent differs from person to person. However, employers looking to attract and retain tech talent should consider these factors.

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What is the most common use case have you experienced with clients who are looking for talent internationally? Do you see new use cases in the future?

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. As organizations expand globally, they often need employees with local knowledge and market understanding to facilitate their growth and operations in new regions.

Moreover, companies often hire internationally to cut costs. Take Portugal, for instance; salaries there are generally lower compared to the UK or the US. However, it's essential to be mindful of local market norms and avoid underpaying employees, as unfortunately, we've seen instances of this lately. I even posted about this issue on LinkedIn to raise awareness.

Hiring internationally can bring different backgrounds, experiences, and viewpoints to the team, fostering innovation and enriching the organizational culture. With the rise of remote work and the flexibility it offers, companies can tap into a global talent pool without the need for physical relocation, making it more accessible and cost-effective to bring in international talent to meet their specific needs.

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Hiring internationally can bring different backgrounds, experiences, and viewpoints to the team, fostering innovation and enriching the organizational culture.

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In which countries do you typically find the most and the best tech talent?

Every company defines “best tech talent” differently, and I believe that every country has great tech professionals. At Bee’s Knees, our expertise covers most of Europe, Canada and the Middle East. 

However, our strongest knowledge is in Portugal and in the Baltic countries due to the fact that I lived in both locations and have a strong network of candidates and clients there.

In my opinion, the best choice a company can make is to opt for hiring globally - then you don’t need to compromise on the location.

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How does Bee's Knees typically address global hiring challenges, and how does it resolve them?

One of the challenges when hiring globally, is understanding a new market. For that, we do market mapping: a process of thoroughly researching and understanding the talent landscape for a specific job role or industry. It involves creating a structured plan that outlines potential sources, competitors, and target markets. This tool provides us with a roadmap for sourcing candidates and making informed decisions throughout the hiring process.

Besides that, it is important to partner with a global employment company to address any payroll and legal topics the client might have. Teamed is our choice due to its flexibility and human touch.

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What's next?

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Many experts in tech recruitment suggest looking globally for talent because it helps businesses. But, it can be tough when growing companies don’t value top talent in countries where living costs are lower.

It's good to have advice from top professionals. They tell us the newest ways to find people who value flexibility, compensation packages, new ideas, variety, and a balanced life.

Luckily, we have recruiters like Olga today who work hard to find the best person for each job, no matter where the candidates are located, and appreciate the candidates' skills to create trust between everyone

At Teamed, we know this is important, which is why we join forces with Bee's Knees. So, whenever Olga employs someone in a country where her client isn’t officially based, we handle everything, like local rules, paying wages, contracts, and more. It's as simple as that.

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Highlights from Olga

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• The COVID-19 pandemic has changed how we see remote work. Many in tech now see the value in having flexible working options, like working from home or having changeable hours, which helps in balancing work and life.

• Companies often hire from around the world to save money. However, it's important to consider the usual pay rates in each location to ensure that employees are paid fairly.

• When a company hires people from various parts of the world, it brings a mix of backgrounds, experiences, and ideas. This diversity encourages new thinking and adds value to the company's culture.

• The best approach for a company is to be open to hiring from anywhere in the world. This way, there are no limits based on location.

• Working with a global employment company is vital to manage payroll and legal matters effectively. We've selected Teamed because they are flexible and offer a personalised service.

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What's next?

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Many experts in tech recruitment suggest looking globally for talent because it helps businesses. But, it can be tough when growing companies don’t value top talent in countries where living costs are lower.

It's good to have advice from top professionals. They tell us the newest ways to find people who value flexibility, compensation packages, new ideas, variety, and a balanced life.

Luckily, we have recruiters like Olga today who work hard to find the best person for each job, no matter where they are, and appreciate their skills to create trust between everyone.

At Teamed, we know this is important, which is why we join forces with Bee's Knees. So, whenever Olga employs someone in a country where her client isn’t officially based, we handle everything, like local rules, paying wages, contracts, and more. It's as simple as that.

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Navigating the landscape of global employment can be daunting, especially when it comes to ensuring you do not get caught miss-classifying your workforce.

The stakes are high; get it wrong, and you could face legal repercussions, financial penalties, and a tarnished reputation. This guide aims to simplify this complex issue, offering actionable insights on how to accurately classify contractors and employees, thereby avoiding costly mistakes.

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What is Employee Misclassification?

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Employee misclassification occurs when a business incorrectly labels someone as a freelancer or contractor, rather than as a full-time employee. This isn't just a terminology issue; it can lead to legal complications and financial setbacks.

To make matters more complex, the criteria for being considered a contractor can vary from country to country.

So, what sets employees and contractors apart? In simple terms:

Employees:

• Have set working hours
• Receive benefits like holiday pay
• Work under the direct supervision of their employer

Contractors:

• Set their own schedules
• Handle their own taxes
• Have more control over their work

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Why Does Misclassification Happen?

Misclassification can happen for different reasons. Sometimes, companies intentionally do it to cut costs on taxes and benefits. Other times, it's an honest mistake due to confusion around complex employment laws. Regardless of the reason, the next sections will guide you on how to steer clear of these pitfalls.

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How to Decide if a Worker is an Employee or a Contractor?

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It's really important for your business to follow the local rules properly when deciding what kind of worker someone is. Each place has its own rules about what makes someone an "independent contractor", but here are a few general things to check.

Independent contractors:

• Get paid by sending in invoices.
• Sort out and pay their own taxes and national insurance.
• Can give their work to someone else, like an assistant or another worker.
• Don’t get the usual worker benefits like paid holidays or sick pay.
• Work without someone constantly checking on them.
• Choose their own working hours and places.
• Use their own tools or equipment.

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Global Complexity: How It Affects Contractor Classification

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You've learned what employee misclassification is and how to differentiate between contractors and employees. But what happens when you add international operations into the mix? The complexity multiplies. Different countries have their own sets of rules, and a misstep in one could have a domino effect across your global operations. This section will delve into the intricacies that come with navigating the global landscape of contractor misclassification.

Legal Consequences

Jurisdictional Variances: Employment laws differ from country to country. What's acceptable in the U.S. might be illegal in the EU. Misunderstanding these nuances can lead to legal issues, including fines and lawsuits.

Contractual Conflicts: International contracts may need to adhere to the laws of more than one country. A misstep here could result in contractual disputes that are both costly and time-consuming to resolve.

Financial Risks

Tax Liabilities: Different countries have their own tax codes, and misclassifying workers can result in hefty fines or back taxes. This is not just a local issue; it can affect your global tax standing.

Benefit Obligations: In some countries, misclassified contractors may be entitled to claim employee benefits retroactively. This can result in unexpected costs that affect your bottom line.

Reputational Risks

Brand Damage: Legal disputes and financial penalties can tarnish your brand's reputation, making it harder to attract both talent and clients in a competitive global market.

Partner Relations: Misclassification can strain relationships with business partners who may be indirectly affected, potentially leading to the termination of valuable contracts.

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Employment Examples: Complexity in the UK, South Africa, and Australia

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To highlight the varying complexities in different countries, let's examine the UK, South Africa, and Australia. Each has its own set of rules and guidelines for classifying workers.

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In the UK:

The IR35 Legislation is used to determine if a contractor is genuinely self-employed or a 'disguised' employee for tax purposes. Key factors include:

• Control over work: The extent to which the client has influence over what, how, when, and where the worker completes their work.
• Ability to send a substitute: Whether the worker has the freedom to send someone else to complete the job.
• Mutuality of obligation: Whether the client is obliged to offer work, and the worker is obliged to accept it.

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In South Africa:

The NEDLAC Code of Good Practice outlines key factors to distinguish between employees and contractors:

• Control over work: How much control the employer has over the details of the work, including how and where it's done.
• Work hours: Whether the employer sets the worker's hours or if the worker has the freedom to choose.
• Economic dependence: The extent to which the worker relies on this particular job for their income.

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In Australia:

The Fair Work Act and the Independent Contractors Act provide guidance on classification. Key considerations include:

• Degree of Control: The level of supervision, direction, and control over how work is performed.
• Basis of Payment: Whether the worker is paid based on time, completion of a project, or commission.
• Independence: The extent to which the worker operates independently and is free to work for others.
• Equipment and Tools: Whether the worker supplies their own tools and equipment.
• Risk: The degree of commercial risk the worker assumes in carrying out the tasks.

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Strategies for Prevention

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Understanding the complexities of global employment is just the first step. The real challenge lies in navigating these intricacies effectively. That's where an EOR like Teamed comes in.

With our in-country experts and personalised service, we can be your co-pilot through the maze of global employment laws. Here's how:

1. Leverage Local Expertise with Teamed: One size doesn't fit all in global employment law. Teamed's in-country experts are well-versed in local employment laws, ensuring you're always compliant.

2. Regular Audits and Reviews: It's not just about changes in the law; it's about how the law perceives your relationship with a worker over time. Working with an EOR that can help you do regular reviews to ensure you stay compliant.

3. Specialised Legal Advice from Teamed: General counsel won't suffice when you're dealing with the complexities of international employment. An EOR like Teamed can provide specialised advice tailored to your needs, ensuring you're not just compliant but also well-informed.

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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

Adaptability in a Globalised Landscape

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As we've shown, the pitfalls of employee misclassification can be complex and far-reaching, especially when you're dealing with global employment laws.

That's where Teamed comes into play. As an Employer of Record (EOR), Teamed takes the hassle out of global employment. We make it easy for you to build a world-class team, regardless of geographical boundaries, whilst ensuring that you stay on the right side of the law. Whether you're hiring in the UK, South Africa, Australia, or anywhere else, we've got you covered.

Navigating global employment laws is complex, but it doesn't have to be stressful. With Teamed as your EOR partner, you're ensuring compliance and peace of mind. Our in-country experts are here to guide you every step of the way.

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Your Next Step in Global Employment Simplified

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Ready to simplify your global employment strategy?

For more insights and support , take our Employee or Contractor quiz or book a consultation session with our team! 

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Let's build your world-class team, the right way.

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With remote work, you are no longer limited to hiring talent within 20 miles of your office. You can hire across cities, states, or even countries. But this advantage comes with additional responsibilities. 

Most importantly, you need to understand the rules and regulations for remote employment in every country. If not, you could be in trouble. For instance, Google faced one such compliance issue when it landed in hot water for underpaying its workers in the UK and Asia.

So how can you onboard remote workers compliantly? An employer of record (EOR) service like Teamed helps you understand and meet the compliance requirements of your international workforce. 

Here are the top 11 rules and regulations for remote employees. (EORs may not offer all these services but they may provide guidance in those areas.)

1. Immigration laws

Firstly, with remote work, employees can work from anywhere. But you need to verify if they are legally eligible to work in the location you are hiring. You can assist them with work visas or permits (if required) to comply with local regulations.

2. Payroll regulations

Are you paying your distributed employees fair wages? It depends on the payroll laws of the country in which they work. Check these four rules before deciding the pay:

(i) Minimum pay: What are the minimum wages set by the government? 

(ii) Overtime pay: How much do you have to compensate for overtime hours?

(iii) Pay frequency: When to pay employees: weekly, biweekly, or monthly?

(iv) 13-month pay: Some countries expect you to pay an additional bonus, usually before Christmas. This is called 13th pay. It is customary in countries like Austria, Netherlands, etc. But a few countries like Spain and the Philippines mandate 13th pay for employees. You can check whether it is required in the country you are hiring from.

3. Tax requirements

You have to get hold of the tax obligations as an employer. Research the laws related to:

(i) Business taxes: Are you liable for any business taxes from where the employee works in the country?

(ii) Tax withholding: Do you need to withhold taxes from an employee's salary? 

(iii) Tax rates: If you have to withhold taxes from an employee's salary, then what are the tax rates? Each country will have different tax slabs. For example, below are the tax slabs of the UK and France. 

UK:

France:

(iv) Taxable income: Which parts of the salary are taxable: basic salary, overtime pay, bonus, benefits, expenses, allowances, stock options, gratuity, and leave encashment? 

(v) Tax filing process: What is the process of filing taxes and due dates?

Not complying with these tax rules can get you in trouble with local authorities and attract hefty penalties. 

4. Working hours

With remote employees, it's not easy to track working hours. But that doesn't mean you can ignore the employment laws on work hours. 

• Standard working hours: What are the expected working hours for the country? It's easy to assume a 40-hour working week is standard. But different countries have different expectations. For example, France has a 35-hour working week, and India has an upper limit of 48-hour working week.  
• Break: How much uninterrupted break are employees legally supposed to get? Remote employees in France have to get at least 20 minutes of break every 6 hours.
• Overtime: How many hours of overtime is permissible as per the law? Understand the capping rules clearly. Let's take India as an example. In India, an employee can extend up to 12 hours per day but they still need to work within the weekly limit of 48 hours per week. Identify such terms and conditions to stay compliant. 

5. Paid leave policies

You are also responsible for providing enough paid leave to employees per country/state norms. Three main types of leaves are:

(i) Public holidays and festivals: What are the nationally recognised days by the government? Also, which festivals are celebrated in the region (can vary from state to state)?

(ii) Paid leaves: Besides public holidays, how much additional paid time off is the employee eligible for? For example, in Germany, employees are entitled to up to a minimum of 20 vacation days per year and in Portugal, it's 22.

(iii) Sick leaves: How many sick leaves can employees take? Also, who pays for it? In Germany, the employer is responsible for paying employees on sick leave for up to six weeks. On the other hand, in Portugal, employers pay salary only for up to three days. After that, employees get a percentage of their salary from government-funded systems. 

(iv) Parental leaves: How many leaves are parents of newborns eligible for? Review laws for both maternity and parental leave. In the UK, new mothers can avail maternity leave for up to 52 weeks, and partners can take up to 18 weeks of parental leave (but it's unpaid). 

6. Employee benefits

What other benefits do employees get as per the law? Common expected benefits across the board are:

• Health insurance: Does the country mandate health coverage for employees, and what should be covered (emergency services, outpatient care, maternity, mental health, preventive health, etc)?
• Retirement plans: Do you have to contribute to any retirement or pension fund, and what's the process for it?
• Any other benefits: Are there any other must-haves peculiar to the country? For instance, in the Philippines, employers must contribute to the Home Development Mutual Fund to support affordable housing loans.

7. Business expenses

You have to reimburse or provide additional allowance for any business expenses which employees incur. Common expenses for remote workers are the internet or telephone fees. In some cases, vehicle expenses (if work demands travel). It's wise to add this component on top of the pay, even if it's small. Amazon missed it once and landed in legal trouble when an employee sued them for not reimbursing work-from-home expenses. 

8. Data privacy laws

Employee data protection is another crucial aspect of legal compliance. You need to have a well-documented policy and obtain employee consent to store personal data. Every country sets their privacy guidelines. 

European countries are specifically more rigid, with their General Data Protection Regulation (GDPR) law being one of the strictest laws in the world. It focuses more on individuals' consent to data and demands heavy penalties for any data breaches. As per GDPR, individuals also have a right to erasure, where employees can request the deletion of their data if it's no longer necessary. You have to incorporate the privacy guidelines set by the country in your policy to avoid remote work legal issues. 

9. Anti-discrimination laws 

The same rules that protect in-office employees from discrimination apply to remote workers as well. Remote workers should also get fair pay, benefits, and opportunities regardless of age, gender, race, religion, disability, pregnancy, geography or sexual orientation. When employing remote workers, you must:

• Ensure no pay discrimination or opportunities based on location or any other factors. 
• Fulfil any requirements of differently abled employees regarding hardware, software or work setup. 

10. Health and safety 

Remote workers are not within your office premises, but it's still your responsibility to create a safe and healthy work environment for them. For their health, you can assist employees with wellness programs, counselling, and allowance for ergonomic workplaces. To ensure safety, you can create proper protocols to report any work injuries, harassment, or discrimination.  

11. Termination procedures 

Lastly, be aware of compliance requirements for terminating any employment contracts, both for resignation from the employee's side or termination decision from your end. Get answers to the following questions to form termination guidelines:

• Do employees serve a notice period in that region, and if yes, how many days?
• Are there any specific rules related to termination? For example, in South Africa, you can't terminate an employee during the probation period unless they are put in a performance improvement program and still failed to improve their performance. After the completion of the probation period, you can provide any valid reason and terminate employees. 
• What is the paperwork required for terminating the contract?
• How much severance pay should you have to give in case of termination?
• Are there any compliance expectations even after contract termination? For example, in European countries, employees can request to delete personal data at any point in time. 

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Stay Compliant with Teamed

Understanding the labour laws of every country can fill up the to-do lists of your HR team and still leave room for lapses. The biggest catch is that they must do this before onboarding every single international employee, leading to productivity loss and administrative overhead. 

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Teamed can help you navigate the rules and regulations for remote employees across countries and expand your global workforce. 

As a Global EOR, we help with:

• Sourcing ideal candidates through our vetted recruitment partners
• Onboarding employees within 24 hours
• Managing international payroll and taxes in 50+ currencies
• Offering attractive localised benefits packages
• Ensuring country-specific compliance

Compliantly hire full-time employees in 150+ countries. Contact us today so we can take care of compliance and your HR team can focus on building the right team.

Frequently Asked Questions (FAQs)

1. What is a remote working agreement?

A remote working agreement is a formal work policy that usually outlines the following remote work regulations (or work from home regulations):

1. Availability and communication 

2. Equipment and technology

3. Absences and time off

4. Data security and confidentiality

5. Business expenses

6. Compliance/Policies

7. Performance expectations

8. Anti-discrimination rules.

2. What are the health and safety requirements for remote workers?

Employers are responsible for creating a safe and healthy work environment for remote employees. They can also be eligible for worker's compensation for injury while doing work. To ensure their health and safety, you can assist with the right equipment, wellness programs, and a system to report any discrimination/harassment. 

3. Do employers have no legal responsibility for employees who work remotely?

Employer obligations for remote employees include a legal responsibility to adhere to local labour laws in the following aspects:

• Immigration
• Payroll regulations
• Tax requirements
• Working hours
• Paid leave policies
• Employee benefits
• Business expenses
• Data Privacy 
• Anti-discrimination 
• Health and safety 
• Termination procedures. 

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What is most important to highly skilled individuals in the gaming industry? In which countries can you find the most talented professionals in the field? What challenges should you consider when recruiting talent from different parts of the world?

We had the opportunity of speaking with Scott Aiken, Director and founder of InGame Recruitment. With over 15 years of experience in recruitment, he transitioned into the video games industry in 2009. Thanks to his expertise, we gained insights into the gaming industry from a recruitment perspective, offering valuable advice for companies looking for top talent worldwide.

Scott explained that flexibility and the option to work remotely are among the top priorities for the best talent. He said: "Providing flexible work arrangements can attract and keep talent, especially those who value the freedom to work from different places."

However, there is an important challenge to encounter these positions. The Recruitment Director highlighted the geographic limitations: “The gaming industry is not evenly distributed geographically. Job seekers may face challenges if they are not located in a region with a strong gaming presence, as relocation may be necessary.”

“Navigating immigration laws and work permit requirements in different countries is crucial when hiring talent internationally. Agencies may have experts in legal and immigration matters or partner with legal professionals”, Scott added.

Find out what currently motivates gaming talent, how InGame Recruitment adapts to changing market trends, and explore the challenges and solutions when hiring global employees. Discover how you can improve your global hiring processes and significantly boost your business's growth.

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Highlights from Scott

• Focusing on people, their unique qualities beyond their resumes, and building trusting relationships is one of the keys to increasing the success of recruiting agencies like InGame Recruitment. This means they have a worldwide database of about 75,000 candidates who specialise in the video game industry.
• The ability to work from different locations is one of the main reasons that motivates this kind of talent.
• Certain skills, the rapid development of the latest technologies, and geographical limitations can be the main challenges when hiring the best candidate. That's why Scott recommended working with agencies that have experts in legal and immigration matters.
• It's important to stay informed about the global landscape of the gaming industry, including emerging markets and talent centres. This helps us identify where talent is concentrated.
• The optimal location for finding top talent in various gaming-related roles may depend on the specific needs of your project, as well as considerations such as language, cost of living, and access to the target market.

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Full Interview

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What is InGame Recruitment's primary focus, and how does it distinguish itself from other similar agencies?

InGame Recruitment specialises in talent acquisition and recruitment within the gaming industry. Our services extend worldwide, catering to both small and large game studios, as well as companies involved in developing or working on gaming-related technology that may require similar talent.

In 2016, InGame was established with a core mission to create an agency founded on principles of integrity, dynamism, unwavering commitment, and accountability.

We have built up a database of over 75,000 candidates in games. Unlike many recruiters who heavily rely on platforms like LinkedIn, we've managed to identify over 60% of successfully placed candidates through our internal database, a feat that sets us apart.

In contrast to many of our competitors, our approach to recruitment is fundamentally different. While most agencies prioritise Key Performance Indicators (KPIs) as their primary focus, we believe that cultivating a people-centric workplace is the cornerstone of our success. Our philosophy revolves around recognising the intrinsic value of each individual, whether they are a part of our dedicated team, a valued client, or a prospective candidate. We understand that behind every CV or job listing is a person with unique aspirations, talents, and needs. By placing people at the heart of our operations, we've been able to establish trust-based relationships that extend beyond mere numbers and statistics.

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What are the most in-demand skills for roles in gaming?

Game development skills encompass various domains essential for creating successful games. These domains include programming proficiency in languages like C++, C#, Java, Python, or scripting languages utilised in engines like Unity and Unreal Engine. Game design expertise is crucial, encompassing an understanding of game mechanics, level design, and user experience (UX) design. Additionally, art and animation skills in 2D and 3D art, character design, animation, and texture mapping are vital for crafting captivating visuals.

Artificial Intelligence (AI) is integral to modern gaming, involving AI programming for non-player characters (NPCs) and opponents, as well as the utilisation of machine learning to enhance game features and behaviors.

Marketing and community management skills are needed to promote games effectively through digital marketing strategies, influencer marketing, and community engagement. Moreover, proficiency in data analytics to analyse player data and knowledge of monetisation strategies like in-game purchases and microtransactions are vital.

Project management skills, including methodologies like Agile and Scrum, are essential for overseeing game development projects and managing game development teams. Lastly, quality assurance and testing encompass game testing, bug detection, and overall quality assurance, alongside automation skills for creating and executing test scripts.

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"Job seekers may face challenges if talent is not located in a region with a strong gaming presence, as relocation may be necessary."

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What motivates the best talent in the gaming industry today?

Passion for gaming is a powerful motivator within the industry, fueling the dedication of professionals who have a deep love for games. Creative freedom, opportunities for career growth, and competitive compensation remain central to attracting and retaining top talent. The importance of a healthy work-life balance, recognition of achievements, and fostering a positive and inclusive company culture cannot be overstated. Engaging in challenging projects that push the boundaries of their skills and allowing employees to make a meaningful impact on the gaming community are also key motivators.

One notable aspect gaining prominence, especially in the wake of the Covid-19 pandemic, is the appeal of flexible work arrangements, including remote work options. This flexibility provides employees with the freedom to work from different locations, aligning with the changing dynamics of the modern workplace. Additionally, while creative individuals often thrive in the gaming industry, they also appreciate job security, which provides stability and reassurance in a dynamic field.

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“Ensuring that candidates meet the necessary qualifications and have the legal right to work in a given country is crucial for compliance and the success of placements.”

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What challenges do you encounter when searching for these positions?

In the gaming industry, various challenges arise depending on the job, company, and market conditions. Some common difficulties include the need for specific skills and expertise, which can be hard to find, especially for specialised roles. Technology evolves rapidly in gaming, causing skills to become outdated quickly, creating a challenge for both job seekers and employers.

Building a strong portfolio and gaining relevant experience is tough for newcomers. The industry's uneven geographic distribution means job seekers outside gaming hubs may need to relocate. Finding candidates who match a gaming company's unique culture and values is vital for long-term success. Achieving diversity and inclusion remains a challenge, with a focus on encouraging underrepresented groups and creating inclusive workplaces. The industry is known for demanding crunch periods, where employees work long hours to meet tight deadlines, making it a continuous challenge to balance work demands with employee well-being.

The COVID-19 pandemic accelerated remote work adoption, posing challenges for managing remote teams and effective collaboration, particularly for creative roles benefiting from in-person interaction. Additionally, protecting intellectual property and preventing unauthorised use or copying of game assets is a significant challenge for game developers.

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Which countries are considered optimal for locating top talent in positions focused on the game industry?

The optimal countries for locating top talent in positions focused on the game industry can vary depending on the specific expertise and roles we’re seeking. However, several countries are known for their strong presence in the gaming industry due to factors such as a robust gaming ecosystem, a history of successful game development, and the availability of skilled professionals.

These countries have established themselves as significant players in the gaming industry, and we often find top talent in various gaming-related roles within these regions. However, the optimal location may also depend on the specific needs of your project, as well as considerations like language, cost of living, and access to the target market.

United States

The United States, particularly California (Silicon Valley), is a global hub for the gaming industry. Major cities like San Francisco, Los Angeles, and Seattle are home to many gaming companies, including Electronic Arts, Activision Blizzard, and Microsoft. The U.S. has a diverse talent pool, from game developers to esports professionals.

Canada

Canada has a thriving gaming industry, with a focus on game development and production. Cities like Vancouver, Toronto, and Montreal are known for hosting major game studios, including Ubisoft, Electronic Arts, and Warner Bros. Interactive Entertainment.

Japan

Japan is renowned for its long history in the gaming industry, with iconic companies like Nintendo, Sony, and Capcom headquartered there. It's a prime location for talent in game design, development, and animation.

United Kingdom

The UK has a huge game development scene including a thriving independent game development community with hubs in Leamington Spa & Brighton. Companies like Rockstar North, Playground Games, Creative Assembly and Rare are based in the UK. The UK boasts numerous universities and institutions offering game development programs and courses, contributing to the availability of talent in the industry.

France

France has a strong presence in both AAA (large-budget) and indie game development. Ubisoft, known for the Assassin's Creed and Just Dance franchises, are headquartered in France. The country also fostered a vibrant indie game scene, with independent developers creating innovative and artistic games.

Nordic Countries

Scandinavian countries, including Sweden (home to companies like DICE and Mojang), Finland (Remedy and Supercell), and Denmark (IO Interactive), have a thriving game development scene.

Germany

Germany is known for its game development expertise, with cities like Berlin, Frankfurt, and Munich hosting studios such as Ubisoft Blue Byte and Crytek.

China

China is a global powerhouse in the gaming industry, particularly in mobile gaming. Companies like Tencent & NetEase have a significant presence in the market.

Poland

Poland's game development industry has been gaining recognition, with studios like CD Projekt Red (creators of The Witcher series) becoming internationally acclaimed.

India

India is emerging as a destination for game development, particularly in mobile gaming. Cities like Bangalore and Pune have seen a rise in game development studios.

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And now what?

The video game industry is becoming increasingly decentralised, not only in terms of technology but also in finding and hiring the best talent. As Scott pointed out, the expectations are increasing, encompassing more advanced skills and higher expectations from top professionals.

There are many factors that determine why someone chooses a company and a country to work from. That's why our job is to break down barriers and connect businesses and talent, making procedures easier and solving challenges that could jeopardise the professional and personal growth of both parties.

As Scott highlighted, it's crucial to stay updated on where these professionals are located, as well as their demands and requirements. The result will be to help companies increase their competitiveness and, consequently, make them more sought-after workplaces. Because, in the end, the best talent wins this battle, and at Teamed -as an Employer of Record (EOR)-, our mission is to assist the most innovative businesses by partnering with top recruiters like InGame Recruitment.

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Remote work has truly opened up the global talent pool. And companies are increasingly hiring international workers. While this new option does have its advantages, you can't ignore the complexities of hiring overseas. Cross-border team management often brings challenges such as payment delays, navigating global tax and legal compliance, and addressing data security fears. That's where an employer of record (EOR) service like Teamed steps in.

How Do Best EORs Help You Hire Global Talent?

An EOR is a third-party organisation that hires employees on your behalf and takes over all HR/administrative tasks. They become your partner in hiring international talent. 

You don’t need to deal with the hassles of setting up a legal entity in the country where you want to build a team.

While many EORs are branching out into recruitment, we at Teamed firmly believe that the best EORs remain true to their core strengths, focusing on delivering:

• Swift and personalised support in contracts, onboarding, compliance, and benefits.
• A streamlined and user-friendly solution.
• The right people and processes in place to simplify global employment for their clients.

In this post, we will look at the best EOR service companies with detailed features and reviews. 

But, before that, let's find out what features to look for in an EOR. 

What Matters When Selecting the Best EOR Service Provider for Your Business? 

Selecting the best EOR can indeed be a steep learning curve. As you explore various EOR websites, you're greeted with a plethora of features and services. Assessing each of these to determine how well they align with your specific needs can be a challenging task.

To simplify your decision, we have gathered nine key factors to check when choosing an EOR. 

1. Entity Presence

Do they have their local entities in their operating countries, or do they work with third-party vendors? 

You can observe a change in customer service or delay in communication when third parties are involved. 

Having local entities also helps in compliance with labour laws, tax regulations, and other legal requirements.

2. Countries Supported

Are they available in the countries you want to hire, and how experienced are they in that region?

3. Locally Compliant Contracts

Do they help in creating contracts in line with local labour laws and regulations?

4. Payroll Support

Do they handle payroll for international employees (including calculating salary, withholding deductions, and processing payments based on the pay schedule) ?

5. Taxes and Compliance 

Do they help with tax filing, paperwork, and compliance requirements?

6. Localised Benefits Packages and Administration

Do they offer benefits packages as per local labour laws and expectations of employees in that region?

7. Customer Support

Do they have a dedicated support team well-versed in local labour laws, tax regulations, and HR practices to address the queries, and how responsive is the team?

8. Pricing

Is the EOR transparent about its pricing and services covered in each price tier?

9. Speed and Time to Set Up

How quickly can they onboard your employees and set up global payroll systems for them?

Why Teamed is the best EOR Service to watch out for in 2023 and beyond?

Teamed is the Best yEOR Service Through Affordability and Superior Service Levels

Antony Vallee, a serial entrepreneur, observed the challenges of hiring cross-border employees. Not only did he find the process time-consuming and complex, but he also observed remote employees felt isolated. He tapped into this issue and started Teamed, an EOR aiming to provide the right HR support to international talent. Be it with employee onboarding or access to local HR experts for addressing queries. 

Highlights

Pricing (As of September 2023)

• £29 per contractor per month
• £199 per employee per month

2. Deel: The EOR for Enterprises Seeking Comprehensive Reach with Large Budgets

Alex Bouaziz and Shuo Wang, two ex-MIT students, launched their businesses after college. There was one thing they both struggled with in their respective ventures: hiring international employees. The duo came together to launch Deel. Since then, Deel supports remote work and provides EOR solutions to companies.

Highlights

Key Features

Pricing (As of September 2023)

• Employee: Starting at $599 per month per employee
• Contractor: Starting at $49 per month per employee
• Global payroll: Price quote shared on request.

3. Remote: The EOR for global remote teams

Remote is another EOR platform which supports remote work. They started right before the COVID-19 pandemic and grew as remote work became more common. The company is currently offering its services in 50+ countries. 

Highlights

Pricing (As of September 2023)

• Employee: Starting at $599 per month per employee
• Contractor: Starting at $29 per month per employee
• Global payroll: Price quote shared on request.

4. Omnipresent: The EOR that combines human expertise with automation

Matthew Wilson and Guenther Einsinger met at an entrepreneurial event and picked up the problem of global hiring. Together, they launched Omnipresent and the company is growing rapidly and has increased its services to 160+ countries. 

Highlights

Key Features

Pricing (As of September 2023)

• Lack of transparent pricing; quote available only on request.

5. Globalization Partners: The EOR for ADP TotalSource customers looking to hire overseas

Nicola Shain, a traveller herself, observed how many talented people do not have access to good opportunities. She started Globalization Partners in 2012 as an offline service to create more job opportunities. Eventually, the platform was automated and the EOR is currently raising funding to promote growth.

Highlights

Pricing (As of September 2023)

• Lack of transparent pricing; quote available only on request.

6. Papaya Global: The EOR for companies needing global payroll tools

Eynat Guez, Ruben Drong, and Ofer Herman started Papaya Global in 2016 to support global payroll only. The company wanted to help businesses process payroll as local laws for their employees

Pricing (as of September 2023)

• Employee: Starting from $650 per month per employee
• Contractor: Starting from $2 per month per contractor
• Supplemental benefits packages: Starting from $190 per month per employee
• Full-Service Payroll: Starting from $12 per month per employee.

7. Rippling: The EOR with automated HR processes

Park Cornard, a serial entrepreneur, had an insight into HR processes through this previous startup, Zenefits. After exiting Zenefits, he launched Rippling, aiming to bring all HR processes of hiring and managing international employees into one platform. The platform is continuously launching many integrations to bring all HR data into one platform. The company has been growing since COVID-19 and went global in 2022.

Highlights

Pricing (As of September 2023)

• Hidden pricing; custom packages based on the services required

Looking for the Best EOR for International Expansion?

When choosing an EOR to help you expand your business, you need dedicated human support rather than an automated platform. The best EOR should enable you to swiftly onboard employees and assist you in undertaking vital HR and administrative tasks compliantly.

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Teamed is trusted by 220+ companies around the world for its quick and easy onboarding process, global HR and payroll, localised benefits, and local tax and compliance. Unlike the rest, our affordable pricing makes us a lucrative option for you in your global expansion plans.

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Our experts personally guide your employees through onboarding over a call and, within 24 hours, we share a compliant employment contract to complete the process. We are also available 24/5 to answer any questions you may have.

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“Through our working abroad policy, we’ve been able to give employees a flavour for living in a new country and experiencing new things, while still remaining employed by MyTutor.” - Michael Cole, MyTutor

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Book a demo now to find out how you can onboard international employees the right way. 

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