How to make the most out of global hiring

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Unlock new markets, reduce crisis risk, and retain talent.

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1. Unlock new markets

Test a new customer market

Hiring internationally can help you grow new markets in the country you’re hiring from. Especially when your product is already present in that market. Your new hires understand the user and can bring a unique perspective on your product, how locals use it, and new features you can implement.

This is all the more useful if your employees are users of the product themselves, i.e: Uber, Spotify, Developer software etc. Your remote employees will become your product’s advocate, inviting new users from their friends, previous colleagues, and social media networks. A simple way to understand new markets, before investing in heavy R&D.

2. Greater time zone coverage

Productivity around the clock

Team collaboration across time zones is an amazing opportunity to double productivity and reduce the risks of engineering crises.

With an engineering team operating in different time zones, you can stay productive around the clock. Engineering teams at Google, Hubspot, and Shopify all rely heavily on the advantages offered by working across time zones.

24/7 reliability in case of incidents

On-call engineers hand off their on-call responsibilities to teammates at the end of their work day. So there is always someone to take care of emergencies at any given time. Server down, a bug that is blocking users or any technical emergency can be taken care of on the spot, compared to waiting up to 14 hours when the whole team is working in the same time zone.

Working different hours of a 24-hour cycle means taking turns behind the wheel, with at least one engineer available at all times. Of course, working across time zones can be challenging when it comes to communication and async collaboration, but if it holds great power when managed correctly.

3. Cultural Diversity

People from different backgrounds have different ways of thinking and problem-solving. By having a culturally diverse team, you gain:

  • Different perspectives
  • Different knowledge and experiences
  • Identify risks more effectively
  • Come up with innovative ideas
  • Rich workspace culture for all employees

4. Retention: Keep out of ultra-competitive tech hubs

Employer competition

It’s no secret, hiring in tech hubs like Silicon Valley, New York, and Paris, means you’re fighting for software engineering talent against giants like Google, Apple, Salesforce, adobe, and the likes. These companies have next to limitless resources. With the tech talent shortage, they spare no expenses to hire the best engineers and keep their best-performing employees engaged and happy. Perks, benefits, salaries, you name it, they provide it. Hiring locally in these tech hubs or close to them means, even if you find the perfect hire, they accept the offer and get started, they’re already thinking about their next job and what they need to add to their resume.

Job Hop culture

The pressure of competing with local talent for employees is very high for software engineers located in big tech hubs. They need to polish their resume, work with new technologies all the time, add big company names to their record of employers, and so on. The local talent is so busy keeping up with trends, they don’t care as much about your own product and company as a fully committed employee would. This is one of the reasons big tech hubs face the highest churnover rates for tech talent. 80% of tech workers in the US are considering changing jobs compared to 30% in the Netherlands for example, according to a Blind study in 2021. Work culture and job-seeking trends vary from one location to the other, and you can benefit from it by hiring from countries where retention is typically higher than your average tech hub like San Fransisco, New York, Paris, London.

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