Complete Guide to Hiring
International Employees
Why hire internationally?
In a world where talent is everywhere but opportunities are concentrated, hiring international employees has become a key strategic lever. According to McKinsey, companies with multicultural and international teams are 35% more likely to achieve above-average financial results. As talent shortages grow in key sectors like tech, digital marketing, and customer support, looking abroad allows you to optimize costs and improve competitiveness.
Moreover, international hiring offers economic advantages: the cost of an employee in an emerging country can be 30% to 60% lower than in a European country, while still maintaining high quality standards. Accessing global talent also boosts innovation and company resilience. With the right HR tools like Breedj it becomes possible to hire legally, quickly, and without administrative complexity. This guide provides all the insights you need for a successful international hiring strategy.
What are the options for hiring abroad?
There are several options depending on your level of investment:
Freelancer: Ideal for short-term or specific projects. Be aware of economic dependence and hidden tax obligations.
Local contract: Applicable if you have a subsidiary in the country.
International employer of record (umbrella company): A local intermediary hires the employee and invoices you. Perfect for flexibility.
Employer of Record (EOR): The fastest solution for remote hiring without setting up a legal entity. It provides a locally compliant employment contract.
What legal and tax obligations must be followed?
Working with international employees requires compliance with:
Local labor laws (legal working hours, public holidays, social protection)
Issuance of a contract compliant with local law
Registration with local authorities
Payment of social security and taxes
For example, in France, employer contributions amount to around 45% of the gross salary, while in Madagascar they are closer to 18%, which directly impacts your total cost.
How to manage international payroll and benefits?
Salaries must be paid in the local currency, following national standards. Example: in Morocco, transport allowances are often mandatory and must appear on the payslip.
EOR providers like Breedj handle:
Payroll compliant with local regulations
Payment of social contributions
Issuance of legal payslips
Management of benefits (health insurance, pensions, leave)
This lets you keep full control over your teams without administrative hassle.
What are the best practices for international recruitment?
Sourcing: Use specialized platforms like Breedj to quickly find qualified candidates.
Selection: Favor video interviews, practical tests, and reference checks.
Onboarding: Digitalize onboarding, provide virtual welcome kits, and create rituals to maintain team cohesion.
A good practice is to offer a 30-day onboarding journey, with clear objectives from week one.
Focus: The most attractive countries
When recruiting international employees, some countries stand out for their cost-effectiveness and strong talent pools. Francophone Africa, especially Madagascar and Senegal, are top destinations. In Madagascar, you can hire a skilled back-office worker for €500–€900 gross per month, with highly competitive social charges (around 18%). Senegal offers talent in digital fields (community managers, developers, sales) for €700–€1300, with a relatively stable political environment and a strong service culture.
Eastern Europe remains a must for companies looking for experienced developers. In Romania or Poland, salaries range from €1500 for juniors to €5000 gross per month for senior IT experts, while offering cultural proximity to Western Europe.
Finally, the Philippines are highly competitive for customer support and IT roles, with salaries between €900 and €1500, excellent English proficiency, and a globally recognized BPO track record. These countries combine cost optimization with highly specialized talent pools.
But our top pick goes to Kenya for its high density of English-speaking talent, low social charges (around 7.5%), and the strong professional mindset of its workforce.
Challenges to anticipate
Time zone difference: Ideally, limit to a 3-hour difference for roles requiring daily interaction.
Culture: Provide intercultural training.
Data security: Require VPNs, secure tools, and strict confidentiality agreements.
Why choose Breedj?
With Breedj, you benefit from:
A network in over 15 countries, including Africa, Asia, and Eastern Europe
A fast solution: an employee up and running in 2 weeks
Delegated administrative management
A socially responsible partner: we support the upskilling of African talent
International hiring: A winning strategy
Hiring internationally is no longer a headache reserved for multinationals. With emerging solutions like Breedj, SMEs and startups can now easily access a global talent pool. Far from old-school low-cost outsourcing, new HR outsourcing models such as umbrella companies and EORs offer the perfect mix of flexibility, legal compliance, and performance.
The numbers speak for themselves: according to a Deloitte study, 57% of companies using EORs report a 30% cost reduction while improving service quality. By diversifying your team, you strengthen your ability to innovate, adapt to global markets, and retain talent that would have been unreachable locally.
Breedj positions itself as your strategic partner for fast, compliant, and responsible growth. Contact us to discover how to integrate top international talent into your team without borders.
