Workwell Global: Globalisation of Talent

Since the pandemic of 2020; the marketplace and indeed talent has globalised. Many recruitment firms have opened international offices or generated revenue from foreign markets in a bid to diversify their revenue base.   

Staffing and recruitment firms that have seized the growing trend of globalisation have opened office locations in multiple countries. Amy Davies, Managing Director of Workwell Global has supported many of these firms first hand, and she shares that it is clear that hiring global and/or remote talent opens incredible opportunities, but it also comes with its own set of challenges.

Across many of the firms and their leaders she has supported as well as managing her own teams across multiple locations and time zones, that there are three key items that must be considered when hiring globally and establishing talent in other countries.  

Understand Work Culture Differences When Hiring Global Talent

“Cultural nuances significantly impact how teams communicate, collaborate, and resolve challenges. When working across borders, understanding these differences isn't just helpful—it is essential for building a cohesive and productive global team. As someone who leads global teams, I cannot overstress the importance of adapting your leadership style to meet diverse cultural expectations (hence why this tops my list!).” 

One key factor to consider is the difference between high-context and low-context communication cultures. High-context cultures typically rely heavily on implicit communication, shared understanding, and non-verbal cues. Conversely, low-context cultures prefer direct, explicit, and clear communication. 

Amy describes the culture in which she comes from as high context. Subsequently, she states that she has learned to adapt her communication style for employees who are working in low-context cultures. 

This might involve being more direct and clearer in email exchanges, providing detailed explanations, or explicitly outlining expectations to avoid misunderstandings. 

To help bridge these gaps between cultures: 

1. Invest in Cross-Cultural Training 

Equip yourself and your team with the knowledge to navigate cultural differences. Training can help employees understand the nuances of different work styles, communication preferences, and problem-solving approaches. 

2. Research Local Norms 

Before expanding into a new region, take the time to research and understand local customs, holidays, and work ethics. For example, some cultures prioritise collective decision-making, while others emphasise individual accountability. 

3. Foster Respect for Diversity 

Celebrate cultural differences rather than treating them as obstacles. Encourage open conversations about cultural expectations and build a workplace that values inclusivity. 

Ultimately, understanding and embracing work culture differences is a cornerstone of creating a global team that thrives. When team members feel seen and respected, they’re more likely to collaborate effectively, innovate, and deliver their best work.

4. Clone Your Company Culture When Hiring Global Talent

 “Your company culture serves as the glue that binds a global workforce together, providing a shared sense of purpose, values, and identity regardless of location. When building out a team in a new country, many business leaders stress the importance of ‘cloning’ the culture of their home or HQ office. This means intentionally imprinting the core values, behaviours, and rituals that define your company DNA across all locations.” 

Amy strongly recommends that you should be intentional with your onboarding, tailoring the process and your induction to reinforce your values and foster virtual team connections.  

Why is this important? Because a unified company culture creates consistency, promotes loyalty, and ensures employees feel part of the same mission, no matter where they are based. It also helps prevent fragmentation, where different teams or regions develop conflicting priorities or workstyles. 

 Here’s how to effectively clone your company culture on a global scale: 

5. Be Intentional with Onboarding 

Onboarding is your first opportunity to immerse new hires in your culture. Go beyond the basics of processes and role expectations; dedicate time to sharing your company’s story, mission, and values. Use examples and success stories from your HQ team to illustrate how these values are lived out daily. 

6. Encourage Virtual Team Connections  

With global teams, creating opportunities for employees to connect across borders is critical. Schedule regular virtual meetups, cross-regional projects, and team-building exercises. These interactions help reinforce shared values and allow employees to feel part of a cohesive whole, even if they work thousands of miles apart.    

7. Celebrate Your Culture Regularly 

Just like any part of your business, company culture shouldn’t be taken for granted. It should be nurtured, to prevent it from stagnating. One way you can do this is to embed cultural moments into the daily rhythm of work. This can be achieved through weekly shout-outs that highlight team wins, monthly town halls, or annual celebrations of company milestones. This keeps your culture alive and top-of-mind for employees everywhere.

8. Partner with Experts for Compliance When Hiring Global Talent

“This has been successful for many of the business leaders I have worked with and supported through Workwell Global; we’ve helped them engage and payroll remote talent compliantly in many locations globally allowing them to focus on growing the business!” 

Many firms will look to ‘test markets’ by placing their first few hires on the ground to work remotely before opening an office base and incurring the often-steep investment costs it can take to do so.  For these first few hires, it is key that you understand the employment laws and regulations in each country. 

Employment compliance differs by country, and in some cases, region-by-region. When it comes to employing in unfamiliar markets, it can cost to get it wrong! Where appropriate, Amy recommends working with trusted advisors and partners who have localised knowledge, learnings and experience to help you overcome blind spots; be it tax obligations, statutory benefits, payroll processing or legal nuances. 

The resulting cost of non-compliance is high, but the peace of mind that comes from knowing you are doing everything by the book is invaluable. With the right advisors and partners, you can confidently expand your global team and unlock new growth opportunities. 

In conclusion, the globalisation of talent presents unparalleled opportunities for businesses to diversify, innovate, and scale. However, as Amy Davies and her experience with Workwell Global highlight, success in hiring and managing a global workforce depends on navigating cultural differences, fostering a unified company culture, and ensuring compliance with local laws.

By embracing these principles, businesses can not only mitigate challenges but also create cohesive, high-performing teams that transcend borders. As the world continues to shrink and talent becomes increasingly global, those who adapt thoughtfully and strategically will be well-positioned to thrive in this interconnected marketplace.