✔️ Phase 1: Validate 🤔 Questions to consider📋 Checklist items ❗Remember✔️ Phase 2: Discover🤔 Questions to consider📋 Checklist items ❗Remember✔️ Phase 3: Compare 🤔 Questions to consider📋 Checklist items ❗Remember✔️ Phase 4: Test drive🤔 Questions to consider📋 Checklist items ❗Remember✔️ Phase 5: Choose your platform🤔 Questions to consider📋 Checklist items ❗Remember🌍 Good luck on your journey
Make sure a global employment platform is really the best option for your company
Before you dive in, it’s worth considering which type of solution will be best for your company. It might not be the case that global employment platforms (GEPs) are the way to go.
We’re not trying to put you off the idea of global employment platforms. Partnering with a GEP can be a fantastic way to kickstart your global hiring. But it’s worth asking yourself if you’ve reviewed all the options first.
1️⃣ What is my biggest priority when hiring globally? Speed, cost, control?
2️⃣ Am I comfortable partnering with a third party to grow my team?
3️⃣ Have I ruled out other options?
Consult with colleagues and friends who already work with a GEP.
Check out what people are saying about global employment in HR and People Ops communities.
Global employment platforms have burst onto the scene as excellent tools to support global hiring. But they’re not for everyone. Double check that a GEP is what you need before going any further.
Shortlist a few global employment solutions that could meet your needs
You need to choose a global employment platform, but there are too many to choose from. Start by shortlisting a few that stand out to you. Look for the ones that are cost-effective, offer the functionality you need, and match your company values.
1️⃣ Which global employment solutions align with my company’s mission and values?
2️⃣ Who would I be excited to partner with on my global hiring journey?
3️⃣ Which platforms offer the most comprehensive support?
Write a list of must-haves for your preferred global employment platform, e.g., this platform must cover India, Norway, and Lebanon.
Search for global employment platforms and explore their websites to get a “feel” for what they offer.
Build a shortlist of your favorite options—try to keep it to no more than 4 or 5 different platforms.
Start a spreadsheet or comparison doc with your list of global employment options. Include things like pricing, reviews, speed of hiring, support available, and anything else important to you.
It’s worth putting in the research before committing too early in your selection process. As far as possible, don’t compromise on your must-haves—it’s worth waiting until you find the best match for your team.
Dive into the details and examine the small print on your shortlisted global hiring choices
The market for global employment platforms can be complex. While there are great options out there, it’s a good idea to look up close at your final choices to understand how they match up. Let’s get into the small print.
1️⃣ Does this global employment platform take on full employment liability for my organization?
2️⃣ Are legal services included within my subscription costs or are they an additional fee?
3️⃣ How easy is it to receive additional information and support?
Explore how your platform choices compare on compliance, legal services, knowledge sharing, speed of hiring, and country coverage.
Add these sections as additional columns to your spreadsheet, including space for Team Member experience.
Check out the privacy page on your shortlisted companies to see how they handle data protection and security.
Once you’ve gathered this intel, review the information with your team and try to narrow down your choices to a final three options.
Double-check that your final three are compatible at a high level with your global hiring strategy and needs.
Don’t be afraid to scan the small print to learn more about your preferred choices. Look for any red flags like hidden fees, misleading terms, or contract loopholes. The ideal global employment platform should present its platform in clear, plain language that’s easy to understand.
Take your last few options for a spin to get acquainted with the user experience
You’ve narrowed the selection process to a couple of standout contenders. Now it’s time for a test drive. Book demos, sign up for free trials, and get to know each platform so you can move closer to a final decision.
1️⃣ How user-friendly is the platform?
2️⃣ How much time will I need to dedicate to learning this new technology before we can start hiring?
3️⃣ Is the platform designed to let me self-serve, or will I need to contact customer success reps to get things done?
4️⃣ What will my everyday workflow look like with this platform?
Request demos and start a free trial with each of your finalized platform choices. If possible, get your colleagues to trial the software alongside you.
Ask for product videos and a list of the latest features to see the platform’s trajectory.
Write a list of questions for the sales reps. Ask them what differentiates their platform and take note of how they compare to your most important criteria.
Find out if each platform integrates with your favorite software tools.
Rate your free trial out of 10 for ease of use, efficiency of the platform, and overall user experience.
Ask for references and customer testimonials, specific to your use case.
Combine your latest findings with your evaluation spreadsheet or document.
Cross-check the pricing of your final choices against your global hiring budget.
After a few weeks of trialing, hold a review meeting to narrow your options to a final two.
Hold your prospective partners to account. Don’t hold back from asking sales reps tough questions during your demo.
Land on a global employment platform that will support your growth ambitions
At this stage, it’s time to use all the intel you’ve collated to select your platform of choice. With the information gathered thus far, you’ll be in a great position to choose your global employment solution and start growing your team.
1️⃣ Aside from my own preferences, which platform is the best fit for the People team and wider company?
2️⃣ Which stakeholders need to be included in the buying process?
3️⃣ What is the internal process for signing the contract?
4️⃣ Once we’ve chosen our preferred platform, how soon until we can start hiring?
Review your comparison document one last time. Double check that your information is up to date.
Gather feedback from your colleagues to understand which platform is most popular with your internal team.
Build a brief presentation deck outlining the advantages of each platform. Present this to your team or boss with a concluding summary.
Once you’ve reached a decision, work with your account manager to design an onboarding process that works for you.
Submit your contract for signature through your company’s usual process. Remember to CC relevant stakeholders.
Once contracts are signed, share the good news via email or Slack with the rest of the company.
Map out your initial hiring plan and set a timeline for your first three global Team Members.
Set up a kickoff meeting to start building your global team!
Build a plan for your first three hires (and beyond) before you sign with your global employment partner. Share your vision with your customer success team ahead of time, so you can hit the ground running together.
Wherever your global hiring journey takes you, it’s worth putting in the time to research and compare your options before committing to a platform. Imagine your company in five years’ time: can the platform support your organization’s ambitions? Will the Team Member experience remain consistent across your global team? These are crucial questions to consider while you’re narrowing down your choices.
If the team at Oyster can support you on your way to hiring a global team, feel free to connect.