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Key Takeaways Start by ensuring your strategy is crystal clear. Don’t hire offshore workers without connecting their roles to core business objectives.
Ensure you have legal infrastructure that protects you and a strong security stack as well.
You’ll experience turnover if your international hires feel disposable and disconnected from your workplace culture.
Leaders must understand cultural context and be trained on cultural differences.
Most companies rush into global hiring. They find a provider, sign a contract and then discover the gaps. By then, they’re locked into bad contracts, dealing with security breaches or watching their best people quit because they feel like second-class citizens.
The talent shortage we’re facing isn’t going away anytime soon. We’re dealing with a structural problem. Global outsourcing could be the solution, but most companies rush into it just to save money, ignoring the risks that can backfire badly.
As the CEO of DOXA Talent®, where we manage over 800 team members across six countries without a single office, I’ve seen how demographic shifts and changing employee expectations continue to transform the world of talent and hiring. Today, 77% of companies can’t find the talent they need, a metric that’s more than doubled since 2010.
The result is faster turnover and wage inflation that adds pressure to margins. Beyond shrinking profitability for businesses, it also means local employees struggle to afford working and living in their own city — a phenomenon we’ve seen play out across the U.S. We’re looking at a decade-long reality we need to adapt to now, not a post-pandemic blip.
When outsourcing fails, it’s rarely because the idea was bad. Usually, one of five critical risks was overlooked. Before you sign any global talent contract, run this five-point audit. If you can’t check all five boxes, you’re not ready. Full stop.
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