Ross: Great question! We work in over 150 countries. When organizations want to hire one person in one location and another in a completely different place, it’s important to have a partner with a broad reach. This way, you’re not juggling multiple vendor relationships—you have one partner to handle everything. Over the past four years, we’ve built a vast network to support this kind of global growth.

Andy: You must deal with a lot of time zones regularly.

Ross: Definitely. My day usually starts early to collaborate with our APAC partners and often stretches into the evening. That said, I have more free time in the evenings than in the mornings, so it balances out.

Andy: As they say, “The early bird gets the worm—or the business!”

Ross: Exactly! One of the benefits of working in a global organization is the ability to manage tasks around the clock. While I may not always be able to connect with someone immediately, I know I can set tasks and wake up to progress the next day. It creates a 24/7 workflow, which is incredibly efficient.

Andy: That’s definitely one of the perks of a global workforce—continuous progress. How has working on the East Coast been for you compared to other time zones?

Ross: I’m fairly new to the East Coast, but I’ve found it advantageous for working with the rest of the world. It’s a great time zone for managing global operations. Hawaii, for example, has a five-to-six-hour difference from New York depending on the season, which makes it challenging to work from there.

Andy: True, but Hawaii’s beauty makes it worth disconnecting. If you do have to work, though, you’ll start early and have the afternoons free for hiking or surfing.

Ross: Absolutely! That’s one of the upsides if you’re working from a location like Hawaii.

Andy: Shifting gears, what are some of the biggest challenges companies face with global employment today?

Ross: Great question. One major challenge is that organizations often don’t know what they don’t know. Many North American companies, for example, recognize that employees in other regions can be cost-effective. But how do you even get started?

First, you need to identify and source the right talent. Then, it’s about understanding the nuances of each region. For example, does the country have a 13th-month pay requirement? Are there specific benefits or compliance issues to navigate? While finding and assessing talent is important, navigating the complexities of international hiring and compliance can be the bigger challenge. Ross: When hiring globally, you need to ensure that taxes and benefits are accurately managed and distributed. These are areas where HR and finance leaders often lack expertise because they haven’t studied them as deeply as companies like ours have. That’s where we come in—we handle those complexities so you can focus on building your team and growing your business. Essentially, we take care of the tasks no one really wants to do, like paperwork and compliance.

Managing these processes can be daunting, especially since there are so many countries where you can hire talent. You don’t want to limit your options just because the right person happens to live in a different location. That’s why we always encourage customers not to restrict themselves geographically. Instead, focus on finding the best talent for your business and adapting your hiring process to accommodate them, rather than the other way around.

Andy: That’s a great perspective. Have you noticed any cultural differences between working with people in Europe versus Asia? How do they approach work, business operations, and partnerships?

Ross: Absolutely. When organizations hire internationally for the first time, they often need to rethink their standard operating procedures (SOPs). This includes deciding what tasks remote employees will handle, how they’ll integrate with the team, and how to communicate expectations effectively.

For example, if you’re running daily stand-ups or requiring regular activity reports, those processes need to be clearly documented for remote and international hires. Unlike in-office employees, who can collaborate in real-time and onboard more intuitively, remote workers need clear, written guidance and well-structured expectations.

When first hires don’t work out, it’s often because employers assume the experience will be the same as working with someone onsite. It’s not about the employee’s talent—they may be incredibly skilled—but rather about whether they’ve been given the tools, direction, and support to succeed in a different environment and time zone.

Andy: That’s a great point. Onboarding is critical for setting people up for success, especially when they’re in a different time zone. You don’t want them waking their boss up in the middle of the night with questions.

Ross: Exactly. Onboarding is key, and having the right SOPs and procedures in place ensures that employees can work autonomously while meeting expectations. At Multiplier, we’ve grown to over 500 employees globally, so I’ve seen firsthand how vital it is to have these systems in place. It’s definitely a learning curve for companies hiring internationally for the first time, but once you get it right, the opportunities are endless. You gain access to a vast pool of talent from around the world, which can open up incredible doors for your business.

Andy: That’s so true. I often recommend certain regions for talent based on the role—like developers from one area or designers from another. There’s such a wealth of talent globally, and with today’s connectivity, it’s easier than ever to find and onboard them. Tools like Multiplier make the process much more manageable.

Ross: Absolutely. Companies often ask us how to find the right talent, and there are so many resources available now. Job boards, LinkedIn—where we’re hosting this webinar—are great places to start. You can even experiment with posting a job in a different location to see what kind of talent applies organically. You might be surprised by the quality of candidates you attract.

Andy: Earlier, we touched on some of the challenges of global hiring. How have those evolved over the last couple of years?

Ross: Global hiring has become more common and accessible, which means there are more tools and resources available to help companies execute their hiring vision. For example, businesses can now streamline their operations by working with partners like us to navigate compliance, payroll, and benefits seamlessly. However, while it’s easier than ever to find and pay global talent, companies still face challenges like understanding regional nuances, setting clear expectations, and integrating remote teams into their overall culture. Ross: Let’s take a common example: hiring support staff in regions like LATAM or the Philippines. These areas are known for having incredible talent, especially when it comes to remote work. Many professionals there have years of experience working with international businesses, so hiring from these regions often means finding someone who already understands how to collaborate with companies like yours.

This is one of the biggest advantages I’ve seen in recent years. Years ago, remote hiring was still a novel concept, and companies were just starting to figure it out. Now, it’s much more common, and the talent pool has grown significantly stronger.

Andy: Absolutely. On a related note, the return-to-office push by companies like Amazon has sparked a lot of conversations. People who’ve experienced the benefits of working from home are often hesitant to go back.

Ross: Definitely. Being in New York, I see both sides of the debate. On one hand, some organizations use the office environment as a competitive advantage, offering camaraderie and a collaborative space. On the other hand, flexibility has become a selling point for companies that let employees work from anywhere. Ultimately, it depends on the company’s culture, the role, and how the employee thrives best.

Personally, I love a hybrid model. I enjoy being around my peers but also appreciate the convenience of working from home—especially for early morning calls with my APAC team. It’s easier to skip the commute and take those calls from home.

Andy: I agree. Hybrid setups seem to offer the best of both worlds. People who are fully remote miss out on the in-office experience, like building relationships and solving problems faster by working side-by-side.

Ross: Exactly. If I could change one thing, it would be ensuring all onboarding happens in person. It makes a huge difference—new hires get to learn from their peers, hear what’s happening on the floor, and build those personal connections. I’ve really benefited from an office culture in the past, and I’m a big advocate for it.

Andy: Same here. Speaking of global hiring, what regions do you find most compelling, especially for companies hiring for the first time?

Ross: It depends on the role, but some regions stand out. LATAM is very popular because of its time zone alignment, particularly for customer support roles. There’s a strong talent pool there, often with years of experience supporting North American businesses, which makes onboarding seamless.

India and the Philippines are also fantastic for a range of roles—technical, marketing, administrative, and more. Finally, for companies expanding their presence in a region, EMEA is often a logical next step, especially for building regional sales teams.

Andy: That’s great insight. What advice would you give to companies hiring globally for the first time?

Ross: My advice is to go slow to go fast. It’s easy to get excited about the incredible talent out there, but rushing the process can set you up for failure. For example, if you hire a strong candidate but haven’t clearly defined their role or provided proper SOPs, they may struggle to succeed.

Start with one hire, focus on creating a clear job description, and ensure you have solid processes in place before scaling up. Hiring globally can be uncomfortable at first, especially for small businesses letting go of control for the first time. But if done thoughtfully, it can open up a world of opportunities and provide 24/7 support for your business.

Andy: That’s great advice. I imagine Multiplier has a large, globally distributed team as well?

Ross: Yes, absolutely. We have over 500 employees around the world, with three offices. However, most of our staff work remotely, so we’ve had plenty of experience refining our remote work processes.

Andy: That’s impressive. What’s next for Multiplier?

Ross: We’re really making a splash, especially in North America, by working with incredible organizations and offering a flexible, easy-to-use solution for global hiring. One thing that sets us apart is our commitment to being cost-conscious. We believe that the cost of hiring talent in the Philippines should be reflected differently than hiring in France or Spain, and we help businesses make the most of those savings.

Andy: Where can people learn more about Multiplier and get started?

Ross: Visit us at usemultiplier.com. Whether you’re hiring globally for the first time or need advice on best practices, our team has supported thousands of companies and is here to help. Even if you’re just exploring the idea, having a conversation can open your eyes to the possibilities beyond your ZIP code.

Andy: Thanks so much for joining us today, Ross. For anyone interested, you can visit usemultiplier.com or check out Multiplier on the NachoNacho B2B SaaS Marketplace, where there’s a special promotion available. Be sure to connect with Ross on LinkedIn to learn more!

Ross: Thanks, Andy. It’s been a pleasure.

Andy: Likewise! Take care.