3 Key Takeaways from Our International Hiring for Small Businesses Webinar

Expanding your business internationally is an exciting yet complex endeavor. During our recent Justworks International Hiring for Small Businesses webinar with Itziar Diez-Canedo our VP of International Revenue, Paul Marks our International HR Operations Manager in Europe, and Olivia St. John the Senior Manager of International Customer Success, we tackled the challenges and opportunities of hiring abroad, with expert insights on global talent acquisition, compliance, and cost considerations. 

Whether you tuned in or missed out, here are three key takeaways small businesses owners should know. 

3 Key Takeaways Before Hiring Internationally 

1. Hiring Internationally? Know Your Options

When expanding globally, you have two main hiring paths: hiring full-time employees or testing the new market by first hiring independent contractors (ICs), both of which can be done by an International Employer of Record (EORs) like Justworks.

• EORs help businesses hire full-time employees abroad while ensuring compliance with local labor laws, benefits, and payroll. This is a great long-term solution for sustainable growth.

• ICs offer flexibility for short-term projects but come with misclassification risks if they are treated like employees.

According to Itziar, “We know running a business is tough enough already and hiring the best team is the most important thing you can focus on, especially early on.” For small businesses, an EOR simplifies global hiring, helping you stay compliant without having to allocate resources and spend countless hours setting  up a foreign entity.

2. Consider International Expansion Compliance & Costs

Hiring internationally isn’t just about finding the right talent — it’s about understanding the legal and financial landscape abroad. 

Paul urged businesses owners to consider these points before hiring:

• What are the legal risks? Employment laws vary by country, and non-compliance can lead to heavy fines.

• What are the true costs? Salaries, benefits, and local employment taxes all add up.

• Is an entity worth it? Opening a foreign entity is resource-intensive and only makes sense for a long-term presence.

An EOR streamlines compliance, payroll, and HR admin, making it easier and more cost-effective to scale globally.

3. The Right EOR Partner Makes All the Difference

Every EOR provider will have their own advantages and disadvantages and not all EORs are created equal.

 The right provider should offer:

• Seamless platform integration. As Olivia St. John stated in the webinar, “You want your teams to feel united. Using a global provider who can support both your US workforce and your international-based employees is something you’ll want to consider early on.” 

• Transparent pricing. Are there hidden fees for implementation or offboarding? Always best to check before committing to an EOR provider.

• Reliable support. Will you and your employees have direct access to a dedicated CSM? How long will it take to get a response from someone when I have a question or an issue arises? Support can be a make or break.

• Easy switchover. If you need to make the switch from one EOR provider to another, the switchover process should be seamless.  A strong provider will take the burden off your administration and ensure a smooth transition for your team, providing peace of mind throughout the process to you and the employees who are directly impacted.

At Justworks, we provide a flexible, transparent, and user-friendly EOR experience that grows with your business needs. Whether you're hiring your first global employee or scaling an international team, we ensure a smooth transition with minimal admin burden.

Ready to Go Global? We’ve Got You Covered

Expanding internationally doesn’t have to be overwhelming. Justworks simplifies the process with expert-backed EOR solutions, so you can focus on building your business while we handle compliance, payroll, and HR.

Let’s take your business global — get in touch today!