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How to Hire & Manage Remote International Employees

Our guide to hiring and managing international remote workers, covering benefits, legal considerations, compensation, and effective strategies for success.
Guide to hiring remote, international employees



In today’s modern workforce, the traditional boundaries of the workplace are rapidly dissolving. More and more companies are embracing the concept of remote work, leveraging the power of technology to hire the best talent from anywhere in the world. This shift towards a more flexible and inclusive workforce has numerous benefits, but it also brings its own set of challenges.

In this guide, we delve into the intricacies of hiring and managing international remote employees, providing valuable insights and practical advice to help you navigate this new frontier of work.

Can US Companies Hire Remote Workers From a Another Country?

This is the first question that comes to mind. The answer is yes, US based companies can and often do hire remote workers from foreign countries to tap into a global talent pool and address skill gaps. However, it’s crucial to navigate this process carefully due to varying labor laws, tax implications, and compliance requirements across different jurisdictions. Utilizing a global business process outsourcing provider like 1840 & Company can streamline this complex procedure, ensuring that you’re not only hiring top-tier talent but also remaining compliant with international regulations.

HR manager interviewing a remote worker virtually

8 Benefits of Hiring International Remote Workers

Hiring international employees, whether through outsourcing or staff augmentation, has become a strategic move for many companies. The benefits of this approach are manifold, and they extend beyond the obvious advantage of having access to a larger talent pool. Let’s delve into these benefits in more detail:

1. Access to a Global Talent Pool

When you open your hiring process to the world, you gain access to a vast array of skills, experiences, and perspectives that may not be readily available in your local market. This global talent pool can drive innovation, enhance problem-solving, and give your company a competitive edge in an increasingly globalized economy.

2. Cost-Effectiveness

Hiring from countries with lower living costs can result in significant savings on salaries and overhead expenses. This cost-effectiveness allows companies to allocate resources more efficiently, potentially leading to increased profitability and growth.

3. Increased Diversity & New Perspectives

A team with diverse cultural backgrounds and experiences can bring new insights and ideas to the table. This diversity can enhance problem-solving, foster creativity, and contribute to a more inclusive company culture that values and respects individual differences.

4. Flexibility in Working Hours

Having employees in different time zones can extend your company’s operating hours, improving responsiveness to global customers. This geographical spread can also offer flexibility to your employees, promoting a better work-life balance and potentially leading to increased job satisfaction and productivity.

5. Enhanced Company Branding

A diverse, global team can enhance your company’s reputation and attractiveness to potential employees and customers. This international presence can improve recruitment efforts, customer engagement, and overall brand perception.

6. Language & Cultural Insights

Employees who speak different languages and understand different cultures can provide valuable insights when expanding into new markets. They can improve communication with international customers and partners, helping your company to adapt its operations and strategies to different cultural contexts.

7. Scalability

Hiring remote international workers allows for easier scaling of operations, as there is no need for additional physical office space. This flexibility can enable companies to adapt more quickly to changes in demand, making them more resilient in the face of market fluctuations.

8. Improved Employee Retention

Remote work can lead to improved employee satisfaction and retention, as employees appreciate the flexibility and work-life balance it offers. This can lead to cost savings in recruitment and training, and improve overall company performance.

Legal Considerations When Hiring International Remote Workers

Legal considerations for global hiring

While the benefits of hiring international remote workers are plentiful, it’s crucial to understand the legal considerations that come with it. Staying compliant can significantly impact your hiring process and ongoing management of international employees. Let’s explore these legal aspects in more detail:

Understanding Local Employment Laws & Tax Regulations

Every country has its own set of employment laws and tax regulations. These can affect various aspects of the employment relationship, such as worker classification, minimum wage, working hours, and overtime pay. It’s essential to familiarize yourself with these laws and regulations in the employee’s country to ensure compliance and avoid potential legal issues.

Worker Classification

The classification of workers as independent contractors or employees has significant legal implications. Misclassification can lead to legal issues and penalties, so it’s crucial to understand the criteria for each classification in the employee’s country.

Employer of Record (EOR) Services

An Employer of Record (EOR) is a service that can simplify the process of hiring international remote workers. The EOR becomes the legal employer of the worker, handling legal and tax obligations and ensuring compliance with local laws. This can significantly reduce the administrative burden and legal risk for your company.

Employment Contracts

When hiring international remote workers, it’s important to have a compliant employment contract. This contract should clearly outline the terms of the employment relationship, including the scope of work, compensation, and termination conditions. It’s advisable to seek legal counsel to ensure the contract complies with local laws.

Data Protection & Privacy Laws

Compliance with data protection and privacy laws is crucial when managing international remote workers. These laws can affect how you collect, store, and process the employee’s personal data. Non-compliance can lead to legal issues and damage to your company’s reputation.

Health & Safety Regulations

Even when employees are working remotely, employers have responsibilities regarding their health and safety. These responsibilities can vary between countries, and non-compliance can have legal implications. It’s important to understand these regulations and implement appropriate health and safety measures.

Intellectual Property Rights

Protecting your company’s intellectual property rights is crucial when hiring international remote workers. This can be achieved through measures such as non-disclosure agreements and clauses in the employment contract. It’s important to understand the intellectual property laws in the employee’s country to ensure effective protection.

The Hiring Process for International Teams

The hiring process for international remote workers can be a complex task, but with the right approach and resources, it can be a smooth and efficient process. Here at 1840 & Company, we can also assist you with hiring your ideal candidates in over 150 different countries.

Sourcing Candidates

The first step in hiring international remote workers is sourcing candidates. This can be done in-house or through a recruitment agency. Both methods have their advantages and challenges. In-house sourcing can be more cost-effective and allows for more control over the process, but it can be time-consuming. On the other hand, recruitment agencies can provide access to a larger pool of candidates and take care of the initial screening process, but they can be more expensive.

Crafting a Compelling Job Description

A well-crafted job description is crucial in attracting the right candidates. It should clearly outline the role, responsibilities, required skills and qualifications, and company culture. It’s also important to highlight the benefits of working remotely and any specific requirements related to remote work, such as time zone preferences or tech requirements.

Conducting Remote Interviews & Assessments

Conducting interviews and assessments remotely can be a challenge, but with the right tools and approach, it can be just as effective as in-person interviews. Video conferencing tools can be used for interviews, while online tests and assignments can be used to assess the candidate’s skills. It’s also important to assess the candidate’s ability to work remotely, such as their self-motivation, communication skills, and ability to work independently.

Making the Job Offer

Once you’ve found the right candidate, the next step is making the job offer. This should include details of the compensation package, start date, and employment terms. It’s important to communicate the job offer clearly and give the candidate enough time to consider it. It’s also a good idea to be prepared to negotiate the terms of the offer.

Pre-employment Checks

Before finalizing the hire, it’s important to conduct pre-employment checks. This can include reference checks, background checks, and verification of qualifications. These checks can help ensure the candidate is a good fit for the role and the company.

Visa & Work Permit Requirements

If the candidate is required to relocate for the role, there may be visa and work permit requirements to consider. An Employer of Record (EOR) can handle these requirements, ensuring a smooth transition for the candidate.

Onboarding International Remote Workers

Onboarding is a critical phase in the employment lifecycle, especially for international remote workers. It sets the tone for the employee’s experience with your company and can significantly impact their productivity and retention.

Importance of a Thorough Onboarding Process

A thorough onboarding process is crucial in integrating new hires into the company and setting them up for success. This process should not only cover the basics of the job role and company policies but also include elements that foster a sense of belonging and engagement, such as team introductions and cultural immersion activities.

Compliance with Local Regulations

During the onboarding process, it’s important to ensure compliance with local regulations, such as employment laws and data protection laws. This can involve providing the necessary documentation and training to the new hire. An Employer of Record (EOR) can help ensure compliance with these regulations.

Role of Technology in Remote Onboarding

Technology plays a crucial role in remote onboarding. Video conferencing tools can be used for welcome sessions and training, while project management tools and HR software can help new hires understand their tasks and responsibilities. It’s important to provide the necessary training and support to help new hires use these tools effectively.

Creating a Remote Onboarding Plan

A remote onboarding plan should include a welcome session, training sessions, one-on-one meetings with team members, and regular check-ins. This plan should be customized based on the new hire’s role, experience level, and location. It’s also important to provide a point of contact for any questions or concerns the new hire may have during the onboarding process.

Building Connections with the Team

Building connections with the team is crucial for remote workers. This can be achieved through virtual team-building activities, regular team meetings, and communication platforms that allow for casual interactions. These efforts can help foster a sense of belonging and teamwork, even in a remote setting.

Providing the Necessary Resources & Support

Lastly, it’s important to provide the new hire with the necessary resources and support to perform their job effectively. This can include equipment, software, and access to company systems. The IT department and the manager play a crucial role in ensuring that the new hire has everything they need.

Compensation & Benefits for International Remote Workers

Determining the compensation and benefits for international remote workers can be a complex task, but it’s a crucial part of attracting and retaining top talent.

Understanding Local Market Rates and Cost of Living

When determining compensation for international remote workers, it’s important to consider local market rates and the cost of living in the employee’s location. This can ensure that your compensation package is competitive and fair, which can improve job satisfaction and retention.

Tailoring Benefits to Local Laws & Customs

Benefits should be tailored to comply with local laws and customs. This can include health insurance, retirement contributions, and vacation time. An Employer of Record (EOR) can help manage these benefits and ensure compliance with local laws.

Role of Employer of Record (EOR) in Managing Payroll & Benefits

An EOR can simplify the process of managing payroll and benefits for international remote workers. They can handle tax withholdings, currency conversions, and other administrative tasks, ensuring compliance with local laws and regulations.

Payroll Considerations

Payroll for international remote workers involves unique considerations, such as currency exchange rates, tax withholdings, and payment methods. It’s important to navigate these considerations to ensure timely and accurate payment.

Equity Compensation

Offering equity compensation to international remote workers can be a powerful incentive, but it comes with its own set of challenges and considerations, such as legal restrictions and tax implications. It’s important to navigate these challenges to offer a competitive and compliant compensation package.

Performance-Based Compensation

Performance-based compensation, such as bonuses and profit sharing, can be an effective way to motivate and reward international remote workers. However, it’s important to ensure that these incentives are fair, transparent, and aligned with the company’s goals and values.

Managing International Remote Workers

Managing international remote workers presents unique challenges, but with the right strategies and tools, it can lead to a highly productive and engaged team. Here are some key considerations:

Effective Communication & Collaboration

Effective communication is the backbone of remote work. It’s important to establish clear communication channels and expectations. Tools like video conferencing, instant messaging, and project management software can facilitate communication and collaboration. Regular check-ins and feedback sessions can also help keep everyone on the same page and foster a sense of inclusion.

Building a Strong Remote Work Culture

Building a strong work culture in a remote setting can be challenging, but it’s crucial for employee engagement and retention. Shared values, regular team interactions, and recognition of achievements can foster a positive and inclusive work culture. Virtual team-building activities can also help strengthen relationships and build a sense of camaraderie.

Providing Support & Resources for Remote Workers

Remote workers need the right support and resources to perform their job effectively. This can include IT support, mental health resources, and professional development opportunities. Managers should be proactive in identifying and addressing the needs of their remote workers.

Performance Management

Managing the performance of remote workers requires clear expectations, regular feedback, and objective performance metrics. Regular performance reviews can help identify areas of improvement and opportunities for growth. It’s also important to recognize and reward good performance to keep employees motivated.

Handling Time Zone Differences

Managing a team spread across different time zones can be challenging. It requires careful scheduling of meetings and coordination of work to ensure smooth operations and prevent burnout. Flexible work hours can also help accommodate different time zones and promote a better work-life balance.


In the era of remote work, hiring and managing international remote workers has become an increasingly relevant strategy for companies seeking to leverage global talent. The benefits are manifold, from access to a diverse talent pool and cost savings to increased operational flexibility and enhanced company branding. However, this approach also comes with its unique set of challenges, such as navigating different employment laws, managing time zone differences, and fostering a cohesive remote work culture.

By understanding these challenges and implementing effective strategies to address them, companies can successfully integrate international remote workers into their teams. As the global workforce landscape continues to evolve, 1840 & Company stands at the forefront, ready to assist businesses in sourcing and hiring the best global talent. With our expertise and commitment to excellence, we provide companies with the tools and resources they need to navigate the complexities of international hiring and thrive in the global marketplace.

In conclusion, while the landscape of work continues to evolve, one thing remains clear: the future of work is increasingly global and remote. Companies that can successfully navigate this new landscape will be well-positioned to attract top talent, drive innovation, and thrive in the global marketplace.

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