Building a Global Team

Hiring abroad rarely starts with a country comparison table. It starts with a market entry decision that has already been made somewhere else in the company, and HR has to turn that decision into a hiring plan the team can actually run.

This guide sets out an operating model for a two to four person HR team opening its first roles in another country: the shared records that keep HR, finance and legal working from the same facts, the trade offs between a local entity, an EOR and independent contracting, and the checks that belong before an offer goes out.

What you will find

• How a settled market entry decision becomes an entry and role card

• A decision frame for local entity, EOR (employer of record) and contractor models

• A six area compliance review to run before the contract is signed

• What to check when candidate data crosses borders, under GDPR and local transfer rules

• Ownership, weekly rhythm and capacity limits for a three person HR team

• Asynchronous assessment and a shared scorecard across time zones

• A 90 day plan built around one real role instead of country count

Who is this guide for?

HR leads and people operations teams of two to four who are opening their company's first roles outside the home market.