04:05 AFRICA
3. Pay fairly, not just minimally A common myth is that offshore hiring is only about low costs. It’s not. It’s about market- aligned, role-appropriate compensation. Research local salary benchmarks (or ask your EOR partner), and factor in benefits like leave, retirement, and medical aid if needed. Fair pay = trust, longevity, and better output. 4. Provide real onboarding A Slack login and an “all the best” email won’t cut it. If someone’s joining your team from across the world, make them feel like they are part of the team. Introduce them properly. Provide a mentor or “buddy system”. And be sure to set clear expectations. 5. Build for outcomes, not hours Remote work isn’t about surveillance and shouldn’t be. Accountability is what you’re after. Use tools like Notion, Asana, or ClickUp to align on
Hiring across borders isn’t for Fortune 500s anymore. With the right partner and mindset, any startup, NGO, or growth-focused company can build a high- performing global team - fairly, legally, and with intent.
anymore. With the right partner and mindset, any startup, NGO, or growth- focused company can build a high-performing global team - fairly, legally, and with intent. It is all about access, equity, and opportunity. And when done right, offshore hiring is smart business - it’s the kind of leadership that builds better companies, better careers, and a more connected world.
deliverables - not daily check-ins. McKinsey’s 2024 Workplace Productivity study shows outcome-based cultures outperform time-based ones by over 40% in hybrid settings. 6. Think long-term gains The best offshore hires grow with you. They become managers, team leads, and ambassadors for your culture. Be sure to invest in them with training, feedback, and recognition. Final thought Hiring across borders isn’t for Fortune 500s
32 I 04:05
GLOBAL PAYROLL MAGAZINE ISSUE 15
Made with FlippingBook - Share PDF online