Scaling globally without risk

What this webinar explores

Many companies are expanding into new markets and recruiting talent from multiple regions. This can open doors to growth, but it also introduces requirements that differ by country. This webinar brings together Veremark and GoGlobal to examine what happens when an organisation begins hiring across borders and how early planning can reduce both cost and operational uncertainty.

The discussion covers

• The differences between EOR, non resident payroll and legal entity setup
• How each option changes your screening and right to work obligations
• The compliance gaps that appear when payroll, HR and screening do not align
• How to build a screening program that can stand up during audits
• A practical rhythm for the first 90 days in a new market

Why this topic matters now

The appeal of global hiring is clear. Companies can find talent faster and build teams anywhere. The risk comes from the details that often sit beneath the surface.

A developer in Brazil treated as a contractor when local law views them as an employee.
A payroll cycle in Japan recorded incorrectly for several months.
A right to work document that expires without HR knowing.
A set of screening practices designed for one country but applied to another without adjustment.

These situations can start quietly. They become significant once an auditor requests evidence or when a regulator asks for records. This session invites teams to consider their hiring foundations before they scale, because early clarity helps prevent larger issues later.

Key insights from the session

1. Choosing the right entry pathway

• EOR offers rapid hiring and avoids the need for a local entity.
• Non resident payroll sits between full control and low overheads.
• A legal entity allows long term growth but requires more time, cost and local knowledge.
• The suitable choice depends on speed, compliance needs and the level of oversight the organisation wants.

2. How pathways affect screening

• EOR partners usually manage screening policies and right to work checks.
• Non resident payroll gives you more control, but you become responsible for ensuring compliance.
• Direct entities place full screening and documentation requirements on the organisation.
• Screening must reflect local privacy rules and regulatory expectations in each market.

3. The real risks in global hiring

• Worker misclassification can trigger fines and back payments.
• Payroll errors create long trails that are difficult to correct.
• Statutory contributions for benefits differ widely by country.
• Exit processes vary and often require documented steps and justification.
• Gaps in documentation increase exposure during disputes or audits.

4. Identity and credential challenges

• Proxy interview scams are growing, especially with cross border hiring.
• Name changes may be legitimate or used to mask identity, so verification is necessary.
• Certificates, employment letters and payslips are now easier to falsify.
• Screening programs work best when they adjust by role, seniority and level of risk.

5. What defensibility looks like

• Screening matrices created by job function and risk profile.
• Clear consent and evidence records.
• Documented adverse action procedures when findings appear.
• A single system that stores all screening and right to work data.
• The ability to explain each hiring decision with confidence during audits.

6. A structured first 90 days

• Set payroll accuracy and statutory enrolments from day one.
• Clarify how HR, finance and hiring managers share responsibilities.
• Use alerts to detect issues before they become fines.
• Keep documentation organised for quick retrieval when required.

Frameworks discussed in the webinar

The session features several practical models that help teams think through their next steps.

• The three global hiring pathways
• Key compliance and screening considerations
• Worker classification risk areas
• Screening defensibility checklist
• First 90 day operating rhythm

These models are designed to prompt internal discussion as organisations map out their global hiring strategy.

Who this webinar is for

• HR and talent teams hiring in new countries
• Founders and leaders entering unfamiliar markets
• Compliance and risk teams preparing for audits
• Hiring managers who manage cross border roles
• Operations teams building global processes

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