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

‍

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.

‍

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.

‍

Highlights from Olga

‍

• 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.

‍

Full Interview

‍

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.

‍

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.

‍

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.

‍

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.

‍

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.

‍

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

‍

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.

‍

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.

‍

What's next?

‍

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.

‍

‍

‍

‍

‍

Highlights from Olga

‍

• 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.

‍

What's next?

‍

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.

‍

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.

‍

What is Employee Misclassification?

‍

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

‍

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.

‍

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

‍

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.

‍

Global Complexity: How It Affects Contractor Classification

‍

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.

‍

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

‍

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.

‍

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.

‍

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.

‍

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.

‍

Strategies for Prevention

‍

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.

‍

‍

"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

‍

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.

‍

Your Next Step in Global Employment Simplified

‍

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! 

‍

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

‍

‍

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. 

‍

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. 

‍

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. 

‍

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.

‍

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.

‍

Full Interview

‍

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.

‍

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.

‍

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

‍

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.

‍

“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.”

‍

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.

‍

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.

‍

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.

‍

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.

‍

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.

‍

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.

‍

“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

‍

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

‍

‍

When Oyster HR Isn't Enough: 7 Alternatives for Mid-Market Global Teams

If you only have 30 seconds

Remote EOR starts at €599/employee/month (as of January 2025, list price, excludes local benefits and setup fees) and covers 80+ countries with owned entities in core markets. Deel offers 150+ country coverage with API integrations to 90+ HRIS platforms and self-serve contract generation in under 5 minutes. G-P provides near-universal coverage across 180+ countries with integrated visa and relocation support for cross-border mobility.

• Best for ending vendor chaos: Teamed brings all your contractors, EOR employees, and entities under one advisor who actually answers when auditors call
• Best product-led EOR for standard markets: Remote, owned entities in 25+ core jurisdictions with 48-hour onboarding SLA
• Best for automation-first distributed teams: Deel, 90+ HRIS integrations with self-service operations and 5-minute contract generation
• Best for cost-conscious APAC expansion: Multiplier, EOR from €400/employee/month in emerging markets (as of January 2025, list price)
• Best for HRIS consolidation: Rippling, unified HR, payroll, and IT stack with EOR in 50+ defined countries
• Best for maximum global reach: G-P, 180+ country coverage starting at €700+/employee/month with mobility services
• Best for outsourced HR plus EOR: Horizons, bundled recruitment, HRIS, and EOR across 160+ countries

The sustainable path forward is a curated multi-provider model coordinated by a single advisor. Most mid-market companies operating in 5+ countries will benefit from separating their employment model decisions (contractor vs. EOR vs. entity) from their vendor selection, then orchestrating the right providers for each market.

What Actually Matters When You're Accountable for Global Compliance

This list evaluates operating models against what mid-market HR leaders actually need when managing 50+ employees across multiple countries. We applied measurable criteria including advisory depth, regulatory expertise in high-scrutiny jurisdictions, unified operations capability across contractors and EOR employees and entity staff, and pricing transparency with clear total-cost triggers. The framework prioritises providers that can guide employment model decisions, not just execute EOR transactions, because the difference shows up when you need to decide whether to convert contractors in Germany or establish your own entity in the Netherlands.

We weighted providers with demonstrated depth in European labour law, including jurisdictional variations in the EU Platform Work Directive implementation (subject to member-state transposition; consult counsel for specific markets), works councils, collective agreements, and GDPR data residency requirements. Coverage maps alone cannot address compliance complexity in France, Germany, and the Netherlands, where distinct procedural requirements affect termination costs and timelines. Pricing evaluation included clarity on when EOR spend should prompt an entity establishment conversation, using a 24-36 month total-cost horizon and accounting for setup fees, local benefits administration, and payroll registration costs.

Quick Comparison: What Each Provider Actually Does Well

Pricing shown is January 2025 list rates. Add 20-40% for benefits and setup. Always get a full quote.

Teamed: One Advisor to Make Global Employment Less Chaotic

Teamed designs and oversees your entire global employment architecture, unifying contractors, EOR, and entities into one coherent operating model across 180 countries. The advisory relationship covers country by country decisions on contractor vs. EOR vs. entity, with clear thresholds for when EOR spend justifies entity setup. Teamed applies a Compliance Accountability Test to every in-country partner, selecting based on legal depth and track record rather than cost alone. For European expansion, Teamed brings specific expertise on jurisdictional variations in EU Platform Work Directive implementation (subject to member-state transposition; consult counsel), works councils, collective agreements, and GDPR-aligned data handling.

Best for: HR leaders at 200-2,000 person companies who are tired of explaining to the board why you have seven different employment vendors. Perfect when you need someone who can defend your employment model decisions during audit season.

Not ideal for: Buyers prioritising the lowest EOR fees over long-term architecture, or those unwilling to mix providers and entities where strategically sound.

Remote: Product-Led Oyster Alternative for Straightforward Global EOR Coverage

Remote offers a solid primary EOR platform with owned entities in 25+ common markets and a 48-hour onboarding SLA for standard roles. The platform integrates with modern HR stacks and is familiar to VC-backed tech companies. Remote often owns entities in core markets, which improves accountability and turnaround for standard compliance queries compared to providers relying entirely on partner networks. The advisory scope covers template guidance but does not extend to complex European labour topics like collective agreements or EOR to entity timing in depth.

Best for: Mid-market teams hiring in ≤10 countries where ≥70% of hires are in EU/US/CA markets and you need owned entities in at least 15 of those markets.

Not ideal for: Companies needing deep guidance on complex collective agreements, multi-provider governance, or niche markets outside Remote's owned-entity footprint.

Deel: When You Want Self-Serve Speed and Can Police Your Own Guardrails

Deel brings 90+ HRIS integrations, self-serve contract generation in under 5 minutes, and broad coverage across 150+ countries for high-growth tech and services firms that value speed. The platform supports contractors and EOR with in-platform guidance suitable for standard hiring in well-understood jurisdictions. The self-service model works best where internal HR or legal can set guardrails and interpret platform guidance. Automation does not replace nuanced model and compliance decisions, especially in Europe; regulated industries or companies with heavy European footprints benefit from added advisory on misclassification, collective agreements (which vary by jurisdiction and role; consult counsel), and exit strategies.

Best for: High-growth tech firms hiring in ≥10 countries with internal HR/legal capacity to interpret platform guidance and set compliance guardrails.

Not ideal for: Teams expecting automation alone to handle complex EU labour and collective agreement nuances without internal legal review.

Multiplier: Cost-Conscious Oyster Alternative for APAC and Emerging Markets

Multiplier offers EOR pricing from €400/employee/month (as of January 2025, list price, excludes local benefits and setup fees) for piloting headcount in APAC and emerging regions where traditional providers can be slower or costlier. The platform provides compliant structures for employees and contractors with 24-48 hour ticket response times and no phone support. The regional familiarity in APAC markets can accelerate onboarding compared to providers with less presence in those jurisdictions. The trade-off is support depth; high-exposure or highly regulated environments needing deep consultative support will find Multiplier works best within a curated multi-provider model.

Best for: Mid-market firms testing demand in ≤5 emerging markets with <10 employees per market and internal HR capacity to manage day-to-day operations.

Not ideal for: High-exposure or highly regulated environments needing deep consultative support and phone-based escalation paths.

Rippling: HRIS-Centric Oyster Alternative When You Need Stack Consolidation

Rippling consolidates HRIS, payroll, IT, and EOR into one system, with EOR footprint strongest in 50+ defined countries. The single environment for data, access, and payroll can improve audit readiness with proper governance. Rippling's advisory depth is lighter in complex jurisdictions outside core coverage, and the platform often serves as the system of record while advisors coordinate additional EOR providers beyond Rippling's reach. Pricing is custom; typical range is €500–€700/employee/month for EOR (request quote; verify inclusions).

Best for: Mid-market firms rationalising HR and IT stack who need HRIS consolidation and are willing to coordinate additional EOR providers for markets outside Rippling's 50+ country footprint.

Not ideal for: Organisations expecting a single vendor to cover truly global EOR hiring (>80 countries) and replace strategic employment model planning.

G-P: Wide-Reach Oyster Alternative for Complex Global Footprints

G-P serves upper mid-market organisations with genuine "everywhere" hiring needs, offering near-global coverage across 180+ countries with SOC 2 Type II certification, SSO/SAML, role-based access, and audit logs. The platform combines EOR with visas, relocations, and cross-border mobility policy support, making it useful for companies moving talent across borders. Pricing starts at €700+/employee/month (as of January 2025, list price, excludes local benefits and mobility services), reflecting enterprise-level governance maturity.

Best for: Upper mid-market organisations hiring in ≥20 countries, moving ≥10 employees across borders annually, and needing comfort in complex local requirements and mobility policy support.

Not ideal for: Straightforward roles in <15 common markets where premium pricing is not justified by mobility or niche-jurisdiction requirements.

Horizons: Full-Service Oyster Alternative When You Want Outsourced HR Plus EOR

Horizons bundles recruitment, HRIS, and EOR across 160+ countries for companies with thin internal HR capacity wanting single-partner simplicity. The end-to-end support can manage compliance from recruitment through benefits in one environment, reducing coordination load for lean HR teams during early international hiring. The sourcing networks often provide their own pipelines as a bridge before in-house recruitment scales. As volumes and complexity grow, firms often separate talent acquisition, HRIS, and EOR into a more modular, mid-market-ready architecture.

Best for: Earlier-stage international expansion (<50 international employees, <5 countries) lacking in-house HR infrastructure and seeking single-partner simplicity for 12-24 months.

Not ideal for: Mature mid-market firms (>100 international employees, >10 countries) needing flexibility, best-of-breed tools, and lower switching costs.

How to Choose Without Regretting It Six Months Later

Before you start vendor shopping, get clear on your employment model. This sequence prevents expensive mistakes:

Map your employment architecture first. Use a Contractor vs. EOR vs. Entity grid for each country and role. The brand comparison comes after the model choice.

Choose a product-led primary EOR (Remote or Deel) if: You are hiring in ≤10 countries, ≥70% of hires are in EU/US/CA markets, internal HR can manage day-to-day operations, and you are willing to add advisory for complex decisions and EOR-to-entity timing.

Add a specialist provider (Multiplier for APAC, G-P for rare markets) if: Expansion includes ≥3 emerging or niche markets outside EU/US/CA, headcount per market is <10 employees, and the Compliance Accountability Test justifies it.

Use Rippling as system of record if: HRIS consolidation is a priority and you are willing to coordinate additional EOR providers for markets outside Rippling's 50+ country footprint.

Consider entity establishment when: You reach 10+ employees in Tier 1 countries (UK, Ireland, Netherlands), 15-20 employees in Tier 2 countries (Germany, France, Spain), or 25-35 employees in Tier 3 countries (Brazil, India, Indonesia, subject to local legal and tax advice). Add 30-50% to these thresholds if operating in a non-native language. Entity establishment typically takes 6-12 weeks in straightforward jurisdictions once directors, banking, and payroll registrations are sequenced.

Flag any single-country EOR spend exceeding €10,000 per month as a prompt to re-run the EOR-versus-entity business case using a 24-36 month total-cost horizon, accounting for setup fees, local benefits administration, and payroll registration costs.

The companies that sleep well at night use different providers for different needs, all managed by one advisor who keeps everyone aligned. Less vendor drama, better compliance, lower costs.

Quick Definitions

Mid-market: Typically 200-2,000 employees or approximately €12M-€1.2B revenue. Complex enough to need strategic coordination across multiple countries and employment models, lean enough to avoid heavyweight consultancy engagements.

Standard markets: EU/US/CA markets with established EOR infrastructure, owned entities available from multiple providers, and well-documented employment law. Examples: UK, Ireland, Netherlands, Germany, France, Spain, US, Canada.

Niche markets: Markets with limited EOR provider presence, complex regulatory environments, or emerging legal frameworks. Examples: Vietnam, Nigeria, Kenya, Argentina, Pakistan.

Tier 1 countries: Low-complexity jurisdictions with straightforward entity setup, minimal ongoing compliance burden, and English-language operations. Examples: UK, Ireland, Netherlands, Singapore.

Tier 2 countries: Moderate-complexity jurisdictions with works councils, collective agreements, or procedural termination requirements. Examples: Germany, France, Spain, Italy.

Tier 3 countries: High-complexity jurisdictions with significant regulatory burden, non-English operations, or emerging legal frameworks. Examples: Brazil, India, Indonesia, China.

Coordination cost estimates: The €58,000–€175,000 annual savings figure is an internal Teamed analysis (2024) based on a sample of 12 mid-market clients (200-800 employees, 5-15 countries) who consolidated from 3-5 vendors to a unified model. Inputs include time spent on vendor management, reconciliation, policy enforcement, and audit preparation. Actual savings vary by company size, country mix, and internal HR capacity.

Migration timelines: "Under two pay periods" refers to the time required to transition employees from one EOR provider to another in standard markets (EU/US/CA) with no change in employment terms, based on Teamed client data (2024, n=8 transitions). Complex markets or role changes may require longer timelines; consult counsel.

Strategic Decision-Making FAQ

What strategic factors matter most when choosing an Oyster HR alternative for a mid-market company?

Prioritise advisory depth, regional regulatory expertise (especially Europe and high-risk markets), and fit within a unified operations model spanning contractors, EOR, and entities. The provider's ability to guide employment model decisions matters more than country count; entity establishment in Tier 1 countries typically takes 6-12 weeks once sequenced.

How do regulatory requirements in Europe affect which EOR alternative to Oyster HR you should choose?

Account for jurisdictional variations in EU Platform Work Directive implementation (subject to member-state transposition; consult counsel), employment-status tests, works councils, collective agreements, and GDPR data residency requirements. France, Germany, and the Netherlands each have distinct procedural requirements that affect termination costs and timelines; choose in partnership with an advisor who understands these layers.

When should a mid-market company move from EOR to setting up its own entity instead of searching for more Oyster alternatives?

Base on sustained headcount, revenue permanence, and risk appetite. Evaluate entity setup at 10+ employees in Tier 1 countries, 15-20 in Tier 2 countries, and 25-35 in Tier 3 countries (subject to local legal and tax advice). Entity establishment typically takes 6-12 weeks in straightforward jurisdictions once directors, banking, and payroll registrations are sequenced.

How can Teamed work alongside tools like Deel, Remote, or Rippling instead of replacing them?

Teamed often keeps your HRIS or primary EOR in place, designs the overarching architecture, selects complements where needed, and enforces consistent policies and risk standards. The advisory relationship coordinates the providers rather than competing with them; migrations typically complete in under two pay periods in standard markets (based on Teamed client data, 2024, n=8 transitions).

How do I reduce compliance risk if my international workforce is already split across Oyster and other vendors?

Run a structured review: map every worker and provider, apply a Compliance Accountability Test and Global Employment Architecture Framework, then consolidate, change models, and tighten governance. Migrations typically complete in under two pay periods in standard markets (based on Teamed client data, 2024, n=8 transitions); complex markets or role changes may require longer timelines.

Your Next Move: Beyond Vendor Shopping

Treating the Oyster alternatives search as a prompt to redesign your global employment architecture will serve you better than swapping logos. The tension between speed, compliance, and long-term cost resolves when you separate the employment model decision from the vendor selection.

Mid-market HR leaders are often making six-figure employment decisions in isolation, piecing together advice from vendors with conflicting incentives. A single advisory relationship removes that burden and brings order to what feels like chaos.

The providers in this guide each play a role within a curated strategy. Remote and Deel work well as primary EOR platforms for standard markets (EU/US/CA with ≥70% of hires). Multiplier and G-P fill specific gaps in emerging regions or maximum-reach scenarios. Rippling consolidates your HR and IT stack. Horizons bundles services for lean teams in early expansion.

Teamed sits above these as the unified global employment partner, designing the architecture, selecting the right providers for each market, and advising on when to graduate from contractors to EOR to entities based on measurable thresholds and a 24-36 month total-cost horizon.

If you're ready to stop managing fragmented vendors and start building a coherent global employment strategy, talk to the experts at Teamed. You'll leave with an advisor-backed plan for unified global employment operations, not another vendor pitch.

‍

‍

‍

Are you looking to hire your first employee in the UK? 

The UK is ranked among the top ten best places in the world to do business. Foreign companies also benefit from the UK's flexible labour laws, which are not found elsewhere in Europe. 

So how can Teamed, a global employer of record (EOR) company, help?

With our expertise in hiring in the UK, Teamed lets you onboard employees within 24 hours, which could take you months without a global EOR. We believe in retaining the human touch in this digital world, so one of our experts will personally guide your employees through the process. 

Teamed takes care of all the complexities so you don’t have to worry about it. You can focus on what matters most–building a top-notch team!

Let’s have a closer look at the labour laws and hiring processes in the UK that you would have to navigate through if you didn’t have an EOR by your side. The idea is not to discourage you but to demonstrate the time, effort, and money needed to accomplish an undertaking of such massive proportions.

Hire UK Employees: Labour Laws and Regulations 

Many non-European companies perceive the UK as a pivotal gateway to the European market. This strategic position is largely facilitated by the UK-EU Trade and Cooperation Agreement, which maintains their access to the EU market even post-Brexit. The UK's appeal is further enhanced by its English-speaking populace and a central time zone, which can be advantageous for business operations. As you focus on scaling your business, it's crucial to remain compliant with the local regulations. 

Here are some key UK labour laws that prospective employers should familiarise themselves with:

1. UK Working hours

The maximum working hours per week is 40 hours over five days. Employees have the flexibility to distribute these hours across the weekdays, Monday to Friday. 

If so inclined, they can also work beyond these limitations.

2. Localised employment contracts in the UK

In the UK, it's essential to kick off a working relationship with clear and straightforward agreements. According to the Employment Rights Act of 1996, you need to give your employees a written agreement that outlines the basics of their job.

This agreement should clearly state:

• What the job is and what it involves
• When they’ll start
• How much they’ll be paid and when
• Details about the company’s pension plan
• The rules they need to follow at the company
• The company’s policies on ending employment

By setting clear expectations from the start, you help build a trustworthy and straightforward working environment.

3. UK minimum wages

To make sure that the amount of pay given to workers is regulated, the UK government sets minimum wage rates for different age groups.  UK minimum wages comprises two sets of rates - the National Living Wage (NLW) for people aged 23 years and over and the National Minimum Wage (NMW) for people below 23 years of age.

These rates are revised in April every year. 

As of April 2023, here are the figures:

4. Paid parental leave in the UK

In the UK, expectant mothers have the right to take up to a full year—52 weeks—of maternity leave, regardless of their length of service with their employer. This isn't merely time off; it's accompanied by various legal protections and benefits to make the maternity journey as supportive as possible. Upon returning to work, women have the option to request flexible work schedules to better balance family and career. But let's not forget the dads—UK regulations also provide fathers with one to two weeks of paid paternity leave to bond with their newborns.

5. Right to paid time off in the UK

Full-time employees are entitled to 20 days of paid time off (PTO) annually, and that's on top of the eight recognised public holidays. But here's the deal: your PTO isn't a use-it-or-lose-it; annual leave allowances accumulate based on the employee's weekly work schedule, ensuring everyone will get the same benefits.

6. UK-specific employee benefits

In the UK, to attract and retain top talent, it's vital to offer certain key benefits to your employees. These include: 

• Contributing to the National Insurance, which functions like social security,
• Enrolling them in the State Pension Fund,
• Providing Employer’s Liability Insurance, and
• Offering opportunities for paid professional development or training. 

Additionally, many firms go a step further by offering private healthcare, a perk that can make your job offer even more appealing to prospective employees.

Now that you have a fair idea of the rules and regulations involved, let’s see how a typical hiring process works in the UK.

Hiring in the UK: Step-by-Step Process

Finding the ideal candidate for your company involves having a clear understanding of your expectations for the role.

In the sections that follow, we'll guide you through each step of the UK hiring process, ensuring you're well-prepared to secure the best person for your team.

After you've chosen the perfect candidate, Teamed is here to streamline the next steps, handling the onboarding, HR formalities, payroll, and other administrative tasks, allowing you to focus on what you do best.

1. Job Analysis and Role Definition

Hiring employees in the UK starts with job analysis and role definition. 

Based on your analysis of workforce needs, you need to craft a detailed job description that outlines responsibilities, qualifications, and skills. Being precise is key. 

Be careful to not allow your biases to creep in and make sure you’re setting realistic expectations. 

UK legal obligations also demand that you comply with anti-discrimination laws and represent the nature of the job accurately. 

To avoid tripping up on this legality, involve experienced stakeholders to help you craft the job description. Use neutral language and focus on the essential qualifications required to do the job. 

2. Job Posting and Advertising

Once you have a good job description ready, you can advertise the opening on job boards, company websites, newspapers, and social media platforms. You can also partner with staffing agencies to handle the recruiting process for you. 

To attract a diverse pool of candidates, post ads on websites that cater to specific demographics or industries, partner with diversity-focused organisations, or attend job fairs. 

You can also roll out a referral program in your company to get trusted candidates. 

3. Interviewing and Skill Assessments

Next, you invite shortlisted candidates for an interview to see if they are suitable for the role. 

You should also take skill assessments to understand if the candidate can execute the required tasks. 

Remember, the test must be fair and unbiased. It should measure required competencies and not favour specific candidate groups. 

This is also a legal requirement (non-discrimination), which means you cannot ask questions related to protected characteristics.

4. Job Offer

Once you've chosen the right candidate, it's time to formalise the employment agreement. This crucial document delineates the terms and conditions of employment, including aspects such as salary, working hours, and holiday entitlements.

In the UK, the law mandates that employees receive a written contract within two months of their start date. However, it is generally considered best practice to have this contract drafted and signed before the employee commences their role. This contract should comprehensively detail the job title, assigned duties, work location, provisions for sick pay, pension arrangements, and the notice period required for termination. Contracts can be established on a permanent or fixed-term basis.

This is where Teamed steps in to streamline the process. We begin with a one-on-one consultation with your new hire, thoroughly explaining every facet of the onboarding process. Subsequently, we draft a contract that is both legally compliant and tailored to meet the specific needs of your company and the new employee. This contract, available in various languages, is then sent to the new hire for signature, paving the way for a smooth and successful initiation into your company.

Rest assured, our expertise ensures that every contract we draft is fully compliant with the prevailing employment laws in the UK, safeguarding both the employer and the employee's interests.

5. Onboarding and Paperwork

Navigating the intricacies of hiring in the UK on your own involves initiating a comprehensive onboarding session for new recruits. This session should be designed to educate your new starters with the company's policies and core values, as well as facilitating introductions to key team members and processes, including payroll, booking time off and setting up personal details.

The ultimate objective is to create a nurturing atmosphere where new hires can effortlessly assimilate into the company culture, feeling both appreciated and comfortable from the outset even if they might not be located in the same country as their other colleagues.

A crucial aspect of a smooth onboarding process when hiring in the UK is the prompt handling of all administrative paperwork. This is where Teamed stands out, promising personal and fast onboarding of your new employees, ensuring a seamless integration into your team.

How Can an EOR Help You Hire UK Employees?

Global Employers of Record take on the administrative and international payroll management responsibilities for the hiring company, i.e. you. 

They act as the legal employer of your employees and are responsible for HR, payroll, benefits, and compliance with labour laws. 

Specifically, how can an EOR like Teamed help you hire employees in the UK? 

Take a look.

1. Navigating UK Employment Contracts

EOR services handle contract complexities and cover roles, pay, hours, and more while following UK laws. 

Teamed makes sure your contracts are legally sound and roles are clearly defined. Thus, you have the flexibility to customise the contract to suit your business.

2. EOR Payroll and Taxation Benefits

The UK payroll scene involves tax codes and regulatory demands like National Insurance. 

EOR guarantees that there will be no errors in the tax calculations and deductions for your employees. 

They also handle complex components like freelance taxes, ensuring accurate payments. 

3. Employee Benefits and Well-being

EOR services also help you offer mandatory pensions and optional perks like health coverage, managing enrollment, deductions, and legal compliance. 

This enhances well-being, job satisfaction, and fosters a positive workplace through comprehensive benefits. 

4. Scaling Up with EOR

Whether you’re hiring seasonal workers, expanding into new markets, or managing temporary projects, an EOR service like Teamed gives you the flexibility to seize growth opportunities without the long-term commitments associated with traditional hiring.

Hire UK Employees Made Effortless with an EOR

Embarking on the journey of hiring employees in the UK is simplified to a great extent when you collaborate with a proficient EOR service like Teamed. We pride ourselves on facilitating swift onboarding within a 24-hour window, coupled with consistent support available 24/5 to address any concerns your employees might encounter.

Beyond that, we assist in crafting legally compliant employment contracts, ensuring your team enjoys top-tier benefits in line with UK labour laws, and managing a seamless global payroll system.

At Teamed, we are geared towards enabling you to navigate the dynamic landscape of global hiring with ease, overseeing vital HR and administrative tasks that are in strict adherence to UK regulations.

So, why wait? Take the leap and broaden your business horizons internationally with Teamed, your trusted ally in global hiring expertise!

We're buzzing to announce our latest partnership with Priority Crypto, a leading recruitment agency specialising in the cryptocurrency and blockchain sector. This collaboration is set to revolutionise the way companies hire and manage international talent in the crypto space.

Why This Partnership Matters

Priority Crypto is not just another recruitment agency; they're a powerhouse in the crypto talent market with a strong online presence. They've got a knack for connecting top-tier talent with companies that are shaping the future of the crypto world.

Teamed, on the other hand, simplifies global employment by handling the nitty-gritty details of hiring, paying, and managing remote workforces. With over 200 satisfied clients, we've got a track record of delivering exceptional service.

So, what happens when these two join forces?

1. Global Talent: By bringing Priority Crypto's network of top-class talent into the Teamed partner programme, we're solving one of the biggest pain points for our clients in the web3 sector: access to world-class talent! Teamed’s global employment solution allows Priority Crypto to unlock easy hiring on a global scale. Compliance, payroll, and benefits? Sorted.
2. Solving Real Challenges: Employers looking to recruit globally face a myriad of challenges around compliance, currency, and competitive pay scales. Teamed is perfectly positioned to solve these challenges, making us not just another service but a solution to a pressing problem.
3. Global Reach: Both Priority Crypto and Teamed have clients who are international and hire internationally, aligning perfectly with both companies' missions.
4. Crypto Culture Awards: We're super excited to have Priority Crypto as a partner in the upcoming Crypto Culture Awards, an event that recognises outstanding contributions to the crypto community.

The Personal Touch

What truly sets this partnership apart is our mutual dedication to a personal touch in all our interactions. Whether you're dealing with Teamed or Priority Crypto, you can always expect to speak with a real person who's genuinely interested in understanding and meeting your unique needs. We're not just about transactions; we're about relationships.

In a world that's increasingly automated and impersonal, we're proud to offer a human-centric approach that puts your needs front and centre.

What's Next?

Stay tuned for more updates as we roll out joint initiatives and continue to make global employment easier than ever. With this partnership, we're not just scratching the surface; we're digging deep to unlock new opportunities in the crypto talent market.

So here's to a future where finding and managing global talent is as simple as a click, and where the crypto world has the workforce it needs to continue its rapid growth. 🚀

For more information about Priority Crypto, visit their website.

Cheers to new beginnings! 🥂

‍

As the war for top talent gets fiercer, more and more companies are increasingly tapping into the global talent pool to secure their top-tier professionals. According to a study by Robert Half, a whopping 71% of business leaders had plans to recruit international talent last year, a trend set to persist.

While hiring from the international market can expedite company growth with specialised expertise and innovation, it's not without its challenges. These can range from navigating different labour laws to grappling with cultural nuances and diverse working styles, all of which can impact team coordination and communication.

This guide aims to shed light on:

• Navigating compensation-related challenges and crafting competitive packages for your global team
• The ins and outs of compensating international staff

What is Payroll for International Employees

When we talk about payroll for international employees, we're referring to the process of calculating and disbursing salaries, benefits, and other financial entitlements to staff based outside the employer's home country. This encompasses tax calculations, salary processing, and the distribution of bonuses and other additional costs, all while adhering to employment contracts, local legislations, and international standards.

Managing international payroll demands a deep understanding of legal, financial, and cultural facets to ensure every team member, no matter where they're based, is compensated fairly and accurately.

6 Challenges of Paying International Employees

Compensating staff based overseas comes with its own set of challenges, largely due to the intricacies of cross-border transactions and the variance in labour laws and employment standards.

Let us quickly have a look at some of these challenges –

1. Compliance with International Labor Laws

Every country has its unique employment standards and labour regulations. These laws cover areas like minimum wage, working hours, overtime compensation, working conditions, and more. Keeping up with these diverse rules demands a deep understanding, constant vigilance, and regular updates. For instance, certain European nations mandate companies to offer minimum employment terms, such as 30 days of paid leave for full-time staff, set working hours, etc.

It's imperative to stay compliant with these regulations, not just to avoid legal pitfalls, but also to ensure equitable treatment for your global team.

2. Currency Conversion and Exchange

With each country having its own currency, dealing with multiple currencies can introduce additional costs. These can impact both the amount you disburse and the final sum your employees receive. Thus, it's crucial to factor in conversion and exchange rates when planning to hire international employees and  budgeting for international payroll.

3. Cultural Differences

Diverse cultural practices and work expectations may complicate your payment processes for international employees even further. The working hours, compensation structure, bonuses, and other financial aspects may vary from one country to another. If you are unfamiliar with these differences, you risk disappointing your overseas employees. Hence, you must familiarise yourself with these cultural differences and ensure your remote employees are happy with their compensation packages. You can read on crafting global benefits in our guide.

4. Payroll Processing and Administration

Administering payroll for a global teams can be a complex affair, laden with intricate administrative tasks. Calculating accurate payments and taxes, complying with local regulations, and handling different currencies and charges may consume much of your time. These activities could strain your resources and slow down your operational processes. This administrative burden might also divert your attention from other important business activities.

Similarly, failing to comply with all the local laws and regulations can lead to financial consequences. To navigate these challenges, it is essential to invest in intelligent payroll systems, gain expert knowledge about international labour laws, and streamline your payment processes to avoid any noncompliance.

5. Data Security and Privacy

As you process sensitive employee information across different geographical borders, it is susceptible to risks, such as data breaches, unauthorised access, non-compliance with data processing and protection regulations, and more. Hence, it is essential to implement secure tactics and processes to manage the personal information of remote employees, salary details, and tax information to process their payments. These well-known tactics include encryption during data transmission, secure payment gateways, multi-factor authentication, and so on.

6. Keeping Up with Regulatory Changes

Labour laws, tax regulations, and compliance requirements are dynamic and can change frequently. You need to invest in continuous resources and time to update yourself about these evolving regulations across different countries. This knowledge will also offer you desired expertise to remain compliant and accurate and ensure a smooth payment process for your international employees.

5 Things to Consider Before Paying Foreign Employees

Before disbursing salaries to your international team, here are some pivotal factors to bear in mind:

1. Salary Research

Competitive salaries can help you attract and retain talented employees. Hence, determining fair and comprehensive compensation by leveraging recent salary trends and identifying the demand for the skills in the respective country is essential.

Determine a fair compensation package for your international employees by considering important factors, such as industry standards, skills, employee experience, local cost of living, minimum wage laws, currency exchange rates, etc. When tailoring the salary and other offerings, consider your organisation's needs, budget constraints, and company culture. Design a competitive salary package that mentions base salary, bonuses, benefits, and other incentives.

2. Legal Considerations

Familiarise yourself with the legal landscape of the foreign country where your employees are located. Understand labour laws, employment regulations, and specific requirements for hiring and paying overseas workers.

For instance, US citizens are subject to US federal income tax withholding. Similarly, a contracting company based in the United States may be offered an exemption on income tax in countries such as Belgium.

Remember, compliance with local laws is essential to avoid legal issues and potential penalties.

3. Benefits and Compensation Package

An attractive compensation package is the key to attracting top international talent to your company. Develop a comprehensive benefits and compensation package that aligns with local norms and expectations. Consider factors such as health insurance, retirement plans, bonuses, and other standard perks in the host country. Read our guide for more insights on global employee benefits.

4. International Employee Taxes

Every country has its unique tax systems, rates, and treaties. Understanding these tax systems of the countries your foreign employees are located in is crucial for your company and your employees. Determine how taxes are withheld, whether you need to account for social security contributions, and how to prevent double taxation. This will help you make accurate tax calculations and withholdings while reimbursing the salaries of your international employees.

5. Payment Methods

Choose a suitable payment method for transferring salaries to foreign employees. Remember, you must select an approach that balances convenience, cost-effectiveness, and security. Consider factors such as exchange rates, transaction fees, and employee preferences. Some of the standard payment methods include bank transfers, digital payment platforms, and international payroll services.

How to Pay International Employees?

Let us explore the various ways you can manage payroll for overseas employees and learn how to do so in a simple step-by-step manner.

4 Effective Ways for Paying International Employees

1. Paying as Full-Time Employees

The first way is hiring international employees as your remote workers and making them integrated team members. Hiring desired professionals as full-time staff will allow you better control their roles, responsibilities, and work schedules. These professionals will also be entitled to all benefits, bonuses, and other privileges. Based on the country they are located in, you will be required to research the respective labour laws, taxation, and other aspects before hiring.  

2. Paying as Independent Contractors

You can work with your international workers as independent contractors rather than having them as full-time employees. They will be external service providers who offer specialized skills or services to your company on a project basis. They typically share an invoice based on the agreed compensation structure.

Hiring independent contractors offers you better flexibility and is a cost-effective hiring method for your company. Remember to classify these contractors accurately in your payroll and avoid any potential legal or tax-related issues.

3. Paying Them via Third-Party Contractor Payroll

You can engage your international employees through a third-party contractor offering payroll services, such as a staffing agency or a professional employer organization. Third-party contractors usually act as an intermediary or a middle ground between hiring full-time employees and independent contractors. As a third-party hires employees to work for you, they are responsible for the payroll for foreign employees. Thus, they help you reduce the administrative burden and ensure regulatory compliance for your company.

4. Outsourcing Payroll to a Payroll Provider

Lastly, you can outsource your entire payroll process to specialised payroll providers. These providers are responsible for your whole global payroll management and processing, such as handling payroll calculations and currency conversions, calculating tax withholdings, ensuring compliance with local and international laws, and more. This approach has proven extremely useful for companies with a global workforce with distributed teams.

You can choose the desired approach from the above mentioned ones based on your company's requirements. Consider the nature of the work, work duration, regulatory compliance, administrative tasks, and more to deploy successful payroll for international employees.

In Conclusion, let's delve into the intricacies of compensating foreign staff through this concise yet comprehensive guide.

9 Steps to Follow to Pay Your International Employees

Here is a step-by-step guide to follow for paying your international employees:

1. Determine the employment model: Decide if you want them as full-time employees, independent contractors, or another arrangement.
2. Research local labour and tax regulations to ensure compliance.
3. Gather essential employee details, such as personal and bank information.
4. Establish a fair compensation structure, factoring in various elements like job role, market trends, and exchange rates.
5. Discuss and finalise the payment method with your international staff.
6. Calculate and deduct applicable taxes and other contributions.
7. Maintain transparent communication about payment schedules and deductions.
8. Execute payments as per the agreed schedule.
9. Regularly review and refine your international payroll process.

‍

Managing International Employee Payments with a Global Payroll Partner

You can work with a global payroll partner like Teamed to streamline your international employees' payment process and accelerate global hiring for your company. It takes away mundane administrative tasks from your payroll process. It frees up your team's time to complete core business activities via:

• Centralised access to all your employees, including international workers
• Onboard international employees seamlessly
• Compliance with various local and international laws and regulations
• Seamless one-click payment transfers

Book a demo to explore how Teamed solutions can simplify your payment processes.

‍

In the digital age, remote work has shifted from a luxury to a standard.

While Papaya Global has emerged as a significant contender in this space, offering tools to streamline global payroll, payments, and compliance, there are other options to consider as your business expands its global footprint.

This guide will delve into the top alternatives to Papaya Global, helping you make an informed choice.

Understanding Papaya Global

Papaya Global provides an all-encompassing platform addressing various HR needs, from payroll to compliance. Its automated system guarantees precision, punctuality, and adherence to local rules.

Key Features and Benefits of Papaya Global

1. Global Payroll Management: Papaya Global's system allows businesses to process payroll in over 100 countries, ensuring that local laws are followed.

2. Benefits Administration: The platform allows companies to administer benefits according to local standards and customs.

3. Compliance Assurance: It ensures businesses comply with local labour laws, tax regulations, and other pertinent regulations.

4. Employee Onboarding: Papaya Global simplifies onboarding with its integrated onboarding tools and verification system.

5. Real-time Reporting: Businesses can get real-time insights into their payroll, benefits, and other HR metrics, enabling them to make informed decisions.

Downsides of Papaya Global

• Pricing: Some businesses, especially smaller ones, might find Papaya Global's $650/month per employee to be on the higher side for EOR.

• Customisation Limitations: While Papaya Global is comprehensive, specific niche requirements might only be addressable with workarounds.

• Learning Curve: Like any robust platform, teams have an initial learning curve to utilise all its features thoroughly.

While Papaya Global delivers a solid platform, it might not align with the unique requirements of every business, particularly those seeking niche functionalities or alternative pricing structures.

Factors to Consider When Choosing an Alternative

Selecting the ideal global employment platform is pivotal for businesses recruiting and overseeing an international team.

When considering alternatives to Papaya Global, there are several key aspects you should understand:

Cost and pricing structure

• Examine all expenses, including initial setup costs, recurring charges per employee, transaction fees, and end-of-year tax document fees.
• Contrast pricing models such as per employee, tiered features, and flat fees. Assess how costs adjust with team growth.
• Factor in currency conversion and bank transfer fees for global employee payments.

Features and functionalities

• Evaluate the breadth of features like payroll, taxes, reporting, and employee self-service.
• Investigate depth in specific functionalities like customised workflows and benefits integration.
• Scrutinise mobile applications, employee lifecycle management, and productivity integrations.

User experience and interface

• Review the interface to assess its user-friendliness, navigation, and information layout.
• Review the self-service portal for employees and managers to access information and submit forms.
• Assess the extent of workflow automation to decrease manual tasks.

Customer support and reliability

• Explore support avenues - telephone, email, chat, and knowledge base. Check their availability during high-demand payroll times.
• Confirm platform uptime history and backup systems to prevent service interruptions.
• Determine the average time to resolve support tickets. Gauge expertise for intricate situations.

Compliance with regulations

• Investigate capabilities for country-specific compliance requirements like GDPR, SOC 2, ISO, etc.
• Confirm proficiency in staying updated with labour law compliance in your target countries.
• Ensure they cater to country-specific necessities like digital payslips and income statements.

Integration with other tools

• Consider pre-established integrations with your HRIS, payroll, accounting, and communication tools.
• Understand the options and timelines for constructing custom integrations.
• Think about the simplicity of adding new tools as your technological suite evolves.

Best Alternatives to Papaya Global

Teamed

• Overview: Teamed is a global employment platform that streamlines managing distributed teams, ensuring compliance and operational efficiency.

• Key features and benefits: Teamed offers global payroll solutions, tax compliance services, and benefits management. Its platform is designed to adapt to the varying labour laws and regulations across different countries.

• Pricing details and plans: Starts at a cost-effective fee of 29€ ($31) for contractor management and 199€ ($216) for EOR.

• User reviews and ratings: Users commend its user-centric design, efficient customer support, and comprehensive HR solutions.

Remote

• Overview: Remote is a holistic solution that simplifies global employment, making it easier for companies to hire, onboard, and manage international teams.

• Key features and benefits: Remote offers a suite of features, including international payroll, benefits management, and compliance assurance. Its platform ensures businesses comply with local labour laws, tax regulations, and benefit stipulations. Additionally, Remote provides a secure portal for document storage, making it easier for HR teams to manage contracts and other essential documents.

• Pricing details and plans: $29/month/contractor for Contractor Management and $699 for EOR with a trial period of 30 days and a 14% discount if you take an annual subscription. It also offers Global Payroll and Enterprise solutions at an additional cost.

• User reviews and ratings: 4.6/5 - Users highlight its intuitive interface, robust features, and the peace of mind it offers in ensuring global HR compliance.

Oyster

• Overview: Oyster is a global HR platform designed to simplify the complexities of international employment.

• Key features and benefits: Oyster provides various HR solutions, including global contractor management, payroll software, and equity distribution. Its platform ensures businesses can manage their international workforce efficiently, with tools designed to handle varying labour laws, tax regulations, and benefits stipulations across different countries.

• Pricing details and plans: $29/month per contractor and $599/month per employee with additional discounts for annual subscriptions. They also have customer pricing for enterprises.

• User reviews and ratings: 4.3/5 - Users often highlight its seamless user experience, extensive feature set, and the assurance it provides in managing global HR processes.

Skuad

• Overview: Skuad is a global employment platform that enables businesses to build and pay remote teams worldwide while ensuring compliance.

• Key features and benefits: Skuad offers global payroll solutions, compliance assurance, and talent acquisition services. Its platform is designed to handle varying labour laws and tax regulations across different countries. Skuad also provides tools for talent acquisition, making it easier for businesses to find and onboard international talent. Its user-friendly interface and robust features make it a preferred choice for companies looking to manage a global workforce.

• Pricing details and plans: $19/month for contractors, $199/month for employees, and custom quotes for enterprises.

• User reviews and ratings: 4.5/5 - Users appreciate its robust platform, proactive customer support, and comprehensive HR solutions

Multiplier

• Overview: Multiplier is a global employment platform that facilitates worldwide hiring and payroll while ensuring compliance with local regulations.

• Key features and benefits: Multiplier offers comprehensive payroll solutions, HR services, and global tax management. Its platform is designed to handle varying labour laws and tax regulations across different countries.

          Multiplier also provides tools for talent acquisition, making it easier for businesses to find and onboard international talent. Its user-friendly interface and             robust features make it a preferred choice for businesses looking to manage a global workforce.

• Pricing details and plans: $40/month for contractors, $400/month for employees, $39 for Global Payroll, and $20 for Employee Insurance.

• User reviews and ratings: 4.5/5 —  Users like its accuracy, extensive compliance features, and user-friendly platform.

Rippling

• Overview: Rippling is an all-in-one platform for employee management, offering solutions from payroll to device management.

• Key features and benefits: Rippling offers payroll, benefits administration, and IT automation. Its platform is designed to handle varying labour laws and tax regulations across different countries. Rippling also provides tools for talent acquisition, making it easier for businesses to find and onboard international talent.It's user-friendly interface and robust features make it a preferred choice for businesses looking to manage a global workforce.

• Pricing details and plans: Starts at $8/month per user, although the actual price may depend on the exact requirement.

• User reviews and ratings: 4.8/5 -  Users often highlight its integrated approach to HR and IT and its user-friendly platform.

Globalization Partners

• Overview: Globalization Partners simplifies international business by enabling companies to hire teams in countries without setting up branch offices or subsidiaries.

• Key features and benefits: The platform offers services, including global employment, payroll, and benefits management. It ensures businesses comply with local labour laws, tax regulations, and benefit stipulations.

• Pricing details and plans: Pricing is tailored to the business's needs, with custom quotes only available upon request. It might cost over $100K per location.

• User reviews and ratings: 4.6/5 - Users highlight its expertise in global expansion, efficient solutions, and dedicated customer support.

Velocity Global

• Overview: Velocity Global offers international PEO services, helping businesses expand globally without the typical challenges of international expansion.

• Key features and benefits: Velocity Global provides various services, including global talent acquisition, payroll, and compliance. Its platform is designed to adapt to the varying labour laws and regulations across different countries.With its International PEO solution, businesses can hire employees in over 185 countries without establishing a legal entity. This reduces the time to market and ensures compliance with local regulations.

• Pricing details and plans: Customised based on the regions and services availed, with specific quotes available upon request. It might cost over $100K per location.

• User reviews and ratings: 4.6/5 — Users highlight its expertise in global expansion, comprehensive solutions, and dedicated support.

Safeguard Global

• Overview: Safeguard Global specialises in global payroll and workforce management solutions, ensuring businesses operate efficiently across borders.

• Key features and benefits: Safeguard Global offers solutions, including global payroll, HR services, and workforce management. Its platform ensures businesses comply with local labour laws, tax regulations, and benefit stipulations. With its extensive experience in global HR, Safeguard Global provides insights and best practices to businesses, ensuring they easily navigate the complexities of international employment.

• Pricing details and plans: Pricing is based on the scale of operations and regions covered, with custom quotes available upon request.

• User reviews and ratings: 4.4/5  Known for its comprehensive solutions, expertise in global HR, and dedicated customer support.

How to Choose the Right Alternative for Your Business

Embarking on the global expansion journey is thrilling, but the path can be challenging, especially when choosing the right global employment platform.

Here's a roadmap to guide you through this crucial decision:

Clarify Your Business Needs

• Identify your main challenges and pinpoint the problems you'd like the platform to address.
• Specify your desired features, the countries you're targeting, your team's size, potential use cases, and your budget.
• Engage with relevant stakeholders within your company to gain insights into essential capabilities.

Compare Solution Fit, Features, and Credibility

• Align potential solutions with your listed requirements, gauging how closely they match.
• Confirm the expertise of potential vendors, especially in the countries you're targeting.
• Delve into case studies and testimonials that resonate with your specific business context.

Evaluate User-Friendliness and Automation

• Register for demos and immerse yourself in the platform interface to understand its usability.
• Measure the degree of automation within the platform's main workflows and test any self-service functionalities they offer.
• Check if the platform offers mobile accessibility, allowing approvals and checks on the move.

Validate Support Reliability and Responsiveness

• Discuss the support you expect post-implementation, ensuring a smooth transition and ongoing optimisation.
• Seek clarity on the promised response times for different types of requests.
• Enquire about any additional support available during demanding periods, such as year-end tax documentation season.

Analyse the Total Cost of Ownership

• Compare various pricing models, projecting costs over multiple years.
• Incorporate expenses like setup, training, and potential custom integration needs into your calculations.
• Avoid solutions that aren't transparent about all associated costs and fees.

Remember, while platforms like Papaya Global and the highlighted alternatives offer unique strengths, your business needs should drive the final choice.

Start Your International Expansion with Teamed

The global expansion comes with many complexities related to HR, payroll, taxes and compliance. Choosing the right technology platform is critical to set your teams up for success.

While solutions like Papaya Global and the others outlined have distinct strengths, Teamed can be your ideal alternative with our easy-to-use UI, flexible features, and dedicated customer support.

The hard work behind HR, operations, and community management in the web3 world often doesn't get the applause it deserves. That’s why we're introducing the CryptoCulture Awards, a platform aimed at celebrating the unsung heroes who make our companies, communities, and DAOs truly extraordinary.

Why We Need the CryptoCulture Awards

Web3 isn't just a realm of untapped tech potential; it's a universe yet to be fully humanized. From blockchain pioneers to community management magicians, it's time to celebrate the complete package: tech innovation and people power.

Decentralisation isn't just a buzzword; it's the way of the future. It's changing how we work, innovate, and even think. Teamed is all about that life, celebrating companies who are harnessing the raw energy of the people of web3 and the technology!

‍

For the Company

We get you; navigating the decentralised workspace is no walk in the park. We're not after picture-perfect companies but rather, the unsung heroes who combine ingenuity, tech savviness, and a knack for great people management

‍

For Web3 Employees, Remote or Hybrid:

Your voice counts. Whether you're backing your company or nominating a teammate for the CryptoCulture Awards, share your insights. Tell us how your company has made remote work not just possible but extraordinary.

‍

For Everyone Who’s Got Skin in the Web3 Game

Time to Reframe the Remote Work Narrative. Let's set the record straight: the term 'remote work' should inspire, not discourage. Badly executed remote work is a reflection of execution, not the concept. The CryptoCulture Awards aim to showcase what stellar remote and hybrid work environments actually look like.

‍

What These Awards Are All About

These aren't your run-of-the-mill trophies. These are badges of honour, NFTS you can proudly display in your communities. (Details of artist and artwork to be announced.)  in categories such as:

Outstanding Web3 Culture & Communication: For those who excel in communication, fostering remarkable remote work culture.

Outstanding Web3 Innovator: Elevating HR into another dimension, quite literally at times.

Outstanding Decentralised Talent Attraction: Pushing the boundaries in creative web3 recruitment.

Outstanding Community Trailblazer: Celebrating those who make web3 communities tick.

Outstanding Web3 L&D award: Salute to the folks optimising HR through education.

Outstanding EDI & Wellbeing Award: For the warriors ensuring fairness and inclusivity in web3 HR practices.

‍

The When...

‍

Join the Party: How to Get Involved

Ready to nominate your genius friend or even throw your own hat in the ring? Keep an eye out; nomination forms will be available soon. If you prefer sitting back and watching the drama unfold, we've got seats for you too!

‍

Register your Interest:

So, that's the scoop! Whether you're a developer, a communicator, or a fan, you won't want to miss the CryptoCulture Awards. Ready to get involved?

Register your interest below and let's elevate web3 together.

Ever felt like finding the right talent is like searching for a needle in a haystack?

If you're a start-up trying to make waves, this might feel all too familiar. But here's a thought: What if that needle isn't in your local haystack at all? What if it's miles away, in a different country, ready to make a global impact with your team?

Strange as it may sound, that faraway needle might be precisely what you need, especially as we see figures such as 65% of companies grappling with talent shortages.  If nearly 7 out of 10 businesses share this struggle, you're in good company.

But here's where the world of work gets exciting: With a 48% increase in remote work since pre-pandemic days, we're witnessing a profound shift. It's not just a trend; it's a revolution in how we perceive work and collaboration.

At Teamed, we celebrate this global vision. Our team? It's a vibrant blend of cultures, innovative minds, and energetic professionals. We've found extraordinary talent across the globe, enriching our team with diverse perspectives. And the best part? We've made hiring globally as straightforward as hiring from your hometown.

So here's something to ponder: Is there something holding you back from casting a wider net? From discovering that perfect match who might be innovating in India, designing in Denmark, or strategising in Singapore? The world is overflowing with talent, eager for the right break. And with the right approach, you can tap into this bounty.

It's time to think big, think global. After all, in the vibrant start-up culture, innovation isn't just about the idea. It's about the people who breathe life into it. And sometimes, that perfect hire is just a video call away, even if they're thousands of miles away.

If you're still thinking about global hiring and want to see more data on where the market is going, we've got the resource just for you! - Take a read at our Global Hiring Trends Guide and equip yourself with more insights. Get the ungated guide here.

Ready to Expand Your Horizons?

Teamed is here to help you discover and connect with the best talent, no matter where they're located. With our expertise in global employment, we take care of the complexities so you can focus on building a world-class team. Want to find out how we can make your next hire as easy as the one next door?

Contact us today and let's take the first step on this global journey together.

‍