How to: Building an International Team in Just 5 Steps

Step 1: Define Your Objectives and Assess the Market

Before assembling an international team, defining your goals and understanding the markets where you plan to operate is essential. Start by identifying why you want to expand globally and how an international team fits into your broader business strategy. Whether it’s entering a new market, diversifying your talent pool, or enhancing customer support, as with any decision, having a clear vision before you get started ensures you recruit the right talent for the job.

Assessing the local market in your destination of choice critical in this particular case. Each country has its unique labor landscape, which includes employment laws, cultural expectations, and competitive dynamics. Understanding these factors and how they compare with the market you’re familiar with helps you to better identify the skills and roles necessary to achieve success. For example, you may need local marketing specialists to ensure your campaigns resonate with regional audiences or technical experts familiar with local compliance requirements.

Step 2: Identify and Recruit Top Talent

Recruiting the right talent is the foundation of any successful team faced with a new project, but international hiring requires a more nuanced approach. Global hiring projects require you to start by developing a recruitment strategy that targets candidates with the skills, experience, and cultural adaptability needed to thrive in a global setting.

There’s a lot of scope for new international hiring in 2025. With remote work options present everywhere, and a large number of digital nomads looking to transition into more stable long-term positions, the hiring market is shifting further in favor of those able to consider building an international team of flexible, remote staff. But finding the right members of that international team requires a global mindset and, often, new set of steps.

To begin, establish a strong employer brand that highlights your company’s commitment to diversity, innovation, and growth as many more internationally minded candidates will value companies that embrace inclusivity and provide opportunities for professional development. Utilizing global job boards, local recruitment agencies, and professional networks like LinkedIn can help you identify qualified candidates in your target region.

Once candidates are identified, ensure that your interview process evaluates their ability to work in a global team. Do this by focusing on assessing their communication skills, adaptability, and cultural awareness in addition to their technical qualifications.

International hiring often involves additional logistical challenges, such as managing visas or work permits. Additionally, knowing exactly what is required to get new team members started in an international setting should also be a priority when considering each candidate. Here, partnering with an Employer of Record (EOR) like INS Global can simplify the process and remove many of the roadblocks that come with this step.

Step 3: Partner with an Employer of Record (EOR)

Hiring internationally comes with a host of new challenges, including adhering to local labor laws, tax regulations, and employment contracts. While it’s often thought of as the first step in international expansion, setting up a legal entity in every country where you wish to hire can be expensive and time-consuming to the point of making expansion plans seem unfeasible. This is where an Employer of Record (EOR) like INS Global becomes invaluable.

Now an increasingly accepted and legally recognized method of employment (as highlighted by recent changes in Spain), an EOR acts as the legal employer for your international employees, taking responsibility for compliance, payroll, benefits, and tax filings in their countries of operation. This means you can hire talent quickly without worrying about establishing a local entity or navigating complex labor laws. An expert EOR like INS Global also ensures that your employment contracts are legally compliant and customized to align with local regulations.

Beyond compliance, an EOR simplifies global payroll management by handling currency conversions, tax deductions, and statutory benefits, ensuring your employees are paid accurately and on time. By partnering with an EOR, you can focus on building a strong team without being bogged down by administrative tasks.

For additional insights on the compliance and financial risks of remote hiring without proper legal support, check out our recent expert interview on how to avoid costly global hiring mistakes.

Step 4: Leverage Technology for Seamless Collaboration

Managing an international team requires robust communication and collaboration tools to bridge time zones and cultural differences. Technology plays a pivotal role in ensuring that your team remains connected and productive, regardless of their location.

Remote work is an established fact in 2025, with more than 70% of workers globally working in a remote capacity to some degree, at least part of the time, according to some studies. But new methods of collaboration require new ways of thinking and supporting efforts to get the best out of all the options available.

Start by adopting a centralized communication platform like Slack, Microsoft Teams, or Zoom. These tools facilitate real-time conversations, virtual meetings, and document sharing, enabling team members to collaborate efficiently. Project management tools such as Asana, Trello, or Monday.com can help streamline workflows and ensure everyone stays aligned on goals and deadlines.

In addition to productivity tools, consider leveraging HR software to manage employee records, track performance, and facilitate onboarding. A centralized HR platform simplifies processes like leave management, performance reviews, and compliance tracking, especially when dealing with a dispersed workforce.

Fostering a culture of open communication is equally important. Encourage regular check-ins, virtual team-building activities, and cultural exchange programs to strengthen relationships and build trust among team members. This ensures that your international employees feel valued and connected to the organization.

Step 5: Develop a Comprehensive Onboarding Process

A strong onboarding process is critical for integrating international employees into your company culture and setting them up for success. Onboarding should go beyond basic administrative tasks like signing contracts and providing access to tools—it should focus on helping employees understand your company’s values, goals, and expectations.

Start by creating a structured onboarding plan that includes a mix of training sessions, orientation meetings, and team introductions. Provide new hires with resources like an employee handbook, organizational charts, and access to mentors or buddy programs.

Cultural integration is particularly important for international employees. Offer cultural sensitivity training to your existing team to foster inclusivity and help them better support their global colleagues. Similarly, provide your new hires with insights into the company’s culture, decision-making processes, and communication norms to ease their transition.

Regular feedback during the onboarding period is crucial. Conduct check-ins to address any challenges they may face and adapt your processes as needed. A comprehensive onboarding experience not only boosts productivity but also helps retain top talent in the long term.

Why INS Global Can Be Your Trusted Partner

Building an international team is no small feat, with the difficulties of not just finding the right talent to suit your needs but then ensuring that global compliance standards are met, the risks of international hiring can often appear to outweigh the benefits.

Every hurdle offers the potential for delay or disruption. For instance, GDPR compliance errors alone can climb as high as 20 million euros for severe violations. However, partnering with the right experts can make all the difference and bring peace of mind that’s impossible to achieve through in-house methods alone. That’s why INS Global specializes in helping businesses expand globally by providing comprehensive EOR services, payroll management, and compliance solutions. Whether you’re hiring in one country or across multiple regions, INS Global ensures that every step of the process is seamless and efficient.

Since 2006, INS Global has provided their expertise to hundreds of companies in 160+ markets worldwide, helping global businesses to navigate complex labor laws, hire top talent, and more. All this allows you to focus on scaling your business with confidence. With INS Global, you gain access to a network of global talent while minimizing risks and administrative burdens.

Conclusions: The Right Steps to Building an International Team

By defining clear objectives, recruiting top talent, leveraging technology, and partnering with international expansion experts like INS Global, you can create a cohesive and compliant workforce that aligns with your goals.

The process may be complex, but with the right strategies and support, you can successfully overcome the challenges of managing a global team. INS Global is here to guide you every step of the way, ensuring your international expansion is smooth, efficient, and rewarding. Contact INS Global today to learn how we can help you build an international team with ease.