“Global hiring has evolved far beyond its original drivers, but the narrative around it hasn’t caught up. We wanted to uncover what’s really happening beneath the surface; what we found is a shift towards skills-first hiring, alongside a widening compliance gap that many companies are still underestimating.” - Beth Longman
enhance efficiency, but it cannot compensate for gaps in governance, data quality or regulatory understanding. As a result, organisations that have failed to address their foundational processes may find that AI amplifies existing challenges rather than resolving them. Barriers to Success Compliance is among the most significant obstacles, requiring ongoing attention across labour law, tax obligations and reporting requirements. Payroll adds further complexity, with more than half of organisations citing tax compliance as a key challenge, together with vendor management and currency fluctuations. These factors are often
compounded when payroll is managed across multiple systems or providers, limiting visibility and increasing administrative effort. Immigration constraints also remain a factor, with 33 per cent of organisations identifying visa and mobility requirements as a barrier to accessing global talent. Even with the rise of remote work, cross- border employment still depends on navigating legal and administrative
processes that vary widely by country. Taken together, these challenges make it evident that organisations are attempting to scale global hiring within infrastructure which was not designed for that level of complexity. In response, many are investing in more integrated approaches. Employer of Record (EOR) solutions, for example, allow organisations to hire internationally without
Taken together, these challenges make it evident that organisations are attempting to scale global hiring within infrastructure which was not designed for that level of complexity.
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ISSUE 22 GLOBAL PAYROLL MAGAZINE
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