Hiring beyond your borders is no longer optional: it’s a strategic lever for companies seeking growth, agility, and competitiveness. Building international teams allows access to a larger talent pool, reduces certain labor costs, and brings you closer to target markets but this approach requires careful planning.
Each country has its own labor laws, tax rules, administrative requirements, and cultural nuances. Hiring a foreign employee raises essential questions: How do you find the right talent? What legal framework should you choose? How do you secure data and employment relationships? How can you pay fairly and compliantly?
To answer these, companies must rely on proven best practices and trustworthy partners. In this article, we explore the key steps to successful international recruitment from sourcing to collaboration highlighting legal models like international Employer of Record (EOR) and payroll outsourcing solutions such as Breedj.com.
1. Where and How to Find the Right Talent Abroad
International hiring starts with a well-defined sourcing strategy. It’s not just about posting a job on LinkedIn and hoping to attract foreign candidates you need a proactive approach tailored to each market’s realities.
A. Define Your Strategic Recruitment Zones
Start by selecting recruitment zones based on:
Language and time zone
Available local skills
Labor costs
Legal and tax stability
For example, hiring a French-speaking developer may lead you to North or West Africa; for trilingual customer service, look to Eastern Europe or the Indian Ocean.
B. Use Specialized Platforms
Beyond major international job boards, explore:
Region- or industry-specific marketplaces
Local recruitment agencies/headhunters
HR partners like Breedj, who can source, screen, and contract on your behalf
C. Go Beyond the Resume
Remote hiring makes soft skill assessment even more crucial. Use technical tests, live video interviews, and collaborative tools to assess responsiveness, autonomy, and adaptability.
💡 Best Practice: Don’t just look for a good “remote worker,” but a global collaborator aligned with your values and company culture.
2. Securing the Collaboration and Data: Risk-Free Hiring Tips
International hiring carries legal, tax, and tech risks if certain rules aren’t followed. Here are the key best practices.
A. Define the Working Relationship
Every country has its own rules: maximum contract length, social protection, right to disconnect, leave policies, taxation…
You have two options:
Create a local entity (long, expensive, complex)
Use an Employer of Record (EOR) or international payroll solution, where a third-party company becomes the legal employer while you manage the employee’s daily work
💡 Warning: Never use informal freelance contracts in countries with strict labor laws you risk misclassification, fines, or a ban on hiring in that country.
B. Ensure GDPR and Data Protection Compliance
If you’re handling customer or employee data across borders, make sure:
Your remote work tools (video calls, messaging, SaaS) are secure and hosted compliantly (e.g., within the EU)
HR documents are stored in a secure digital vault
Employees receive basic data protection training (awareness, MFA, VPN, access control)
C. Use Clear, Multilingual Contracts
Draft dual-language contracts that cover:
Applicable law
Responsibilities of each party
Payment terms, time off, insurance, termination
Confidentiality and cybersecurity obligations
💡 Best Practice: Work with a partner like Breedj that provides compliant, translated, and centralized localized contracts.
3. Employer of Record (EOR): A Safer Option for Employees and Freelancers
A. What is EOR?
International EOR is a hybrid model between traditional employment and freelance contracting. It means outsourcing the legal employer role to a third-party provider (like Breedj) while maintaining a direct relationship with the employee.
B. Benefits for the Company
No need for a local entity: no branch setup, no local tax management
Legal compliance: local contracts, contributions, insurance handled by the provider
Flexibility: hire via fixed-term, permanent, or short-term contracts
Full control: maintain managerial and operational control
C. Benefits for the Employee or Freelancer
Secure status: local contract, social benefits, access to pension and insurance
Consistent pay: monthly salary with no delays
Support: HR management, onboarding, admin documentation, etc.
💡 EOR works well for technical (developers, analysts), support (assistants, sales), or creative roles (designers, writers), whether freelance or employed.
D. Why Choose Breedj?
Breedj stands out with:
A fixed monthly subscription
A digital, automated approach
Presence in Africa, the Indian Ocean, and beyond
Localized, human support that ensures compliance
With Breedj, you can hire a developer in Dakar, an assistant in Antananarivo, or a support manager in Casablanca without setting up a local entity and with full compliance.
4. Key Players in the International Recruitment Market
1. Papaya Global
A global payroll and HR platform. Offers EOR in 160+ countries, with strong automation for HR data and multi-currency payroll.
2. Rippling
Stands out for integrating HR, payroll, IT, and device management. Ideal for companies wanting to centralize global operations and automate onboarding.
3. Deel
One of the global leaders in international hiring. Lets you sign, pay, and manage talent in 150+ countries with local legal entities. Easy-to-use interface and well-documented compliance.
4. People 2.0
Focuses on engaging global freelance workforces. Ideal for companies wanting to formalize and manage large-scale freelance teams.
5. Skuad
A newer but growing platform offering recruitment in 160 countries, with a strong focus on the employee experience and cost transparency.
6. Breedj.com
Breedj specializes in international EOR with an inclusive, tech-driven, and affordable approach. With fixed fees and strong presence in high-potential zones (Africa, Indian Ocean), it’s the ideal solution for SMEs and scale-ups seeking fast, compliant hiring.
💡 Unlike some standardized global players, Breedj combines technology with local expertise and highlights underrepresented talent in emerging markets.
More Agile, Safer, and Human International Hiring
The world of work knows no borders. Companies no longer hire internationally for convenience but as a strategy to expand their talent pool, shorten recruitment times, and adapt to a mobile, digital global economy.
But for this ambition to succeed, best practices are essential: rigorous sourcing, data security, legal compliance, and an optimized employee experience.
International EOR models offered by platforms like Breedj.com help companies meet these challenges effectively, flexibly, and confidently. With digital tools, localized contracts, and human support, it’s now possible to hire legally in over 20 countries in just days, without administrative burdens.
The future of hiring is global and responsible. It’s built on trusted partnerships, long-term vision, and impact-driven HR solutions. At Breedj, we believe every company can now hire internationally without borders, barriers, or compromise.
