How to find and retain global talent


Hiring remote workers is becoming a lot more common practice, and at the same time, hiring team members from all around the world is, too.

And it makes sense… with technology and the ability to communicate, accessing talent from all around the world means you can get the best people for your budget, no matter where they live.

But for many businesses, finding that talent can be challenging. I mean, when it’s all over the world, where do you start? How do you narrow it down? And how do you choose the best person for the job?

And then once you find talented people, retaining them so they can continue adding value to your business for years to come is crucial… otherwise you’ll need to start the hiring process all over again.

Our vision is for more businesses to find the top global talent… then enjoy the long-term benefits of it! So we’ve put together our top tips to help you find (and then retain) that talent.


Our first tip might seem a bit obvious, but so many businesses jump into hiring too quickly! You have to do some groundwork first.

Don’t just hire a remote team member because someone told you to or because they’re affordable. You need better reasons than that!

Make sure you know exactly the type of role you’re hiring for, the tasks they’ll be responsible for, and how they’ll work in your business each day.


There are AMAZING people out there - if you haven’t found them yet, it’s probably because you’re looking in the wrong places.

Tip: Fiverr and UpWork aren’t usually good places to find remote staff. And the Philippines and India aren’t the only places you can hire from!

A professional talent finder will know what you need and where to look - including what country is best suited to your remote role.


Once you’ve got some candidates, the next stage of your hiring process should narrow them. That way, you end up with the person who is the best fit for your company and the role.

Our preferred hiring process starts with screening - checking their details and application and selecting candidates who present themselves as professionals, who have the appropriate skills, and meet the criteria.

The next step is interviewing - usually via video chat. This is crucial, as you’ll really get to know how they communicate and get a feel for the kind of person they are, and what they’re like to work with. You can ask them key questions about their skills, experience, goals, and situations where they’ve been tested and solved problems.

After the interview, you’ll have one or two standout candidates. But don’t jump straight to hiring them. It’s usually a good idea to put them on a trial first to make sure they can do the work and meet your expectations. If you’re both happy at the end of the trial, that’s when you can officially bring them on board.

It might sound like a lot of work, but it’s definitely worth it to make sure you hire the right person.


If you haven’t created systems and processes for your business, you MUST prioritise this before you bring a remote team member on board. Here are a few basic tips:

  • Start with writing down everything you do in your business

  • Write out instructions for tasks you can easily outsource

  • Record step-by-step training using screen recording videos to show your new team member what to do

  • Transfer your processes into the cloud, so that they’re accessible to team members who aren’t in your office

Good systems and processes will help your business run more smoothly now, and once your team member comes on board. And they’ll help your new employee be part of your team and feel confident that they can meet your expectations.


Whether they’re remote or not, it’s impossible to retain good staff unless you pay them fairly.

To understand what a fair rate is for your team member, do your research. Find out what the standard rates are for their location, their role, and their level of experience (we’ve included details on this in our global guide). Consider local customs and budget for them - for example, in some countries, it’s custom for employers to pay a salary for a 13th and 14th month each year to cover holidays.

Offer regular, fair pay reviews and rises (say, yearly) to ensure your rate is still competitive in their local marketplace and reward them for good work and loyalty. It’s also a good idea to offer benefits like holiday, sick pay, and bonuses.

Pay isn’t everything, but it is an important part of retaining good staff.


This is almost as important as pay. Your remote team members will get a sense for your work culture, even if they never get to hang out with you in person. And your work culture can really affect their motivation, how they feel about working with you, and whether they want to stick around in the long run.

So, figure out what you want your work culture to be like, and let that vibe carry through all your interactions with your staff. Consider what your values are, the types of relationships you’d like to cultivate, and how you best serve your customers. These sorts of factors all contribute to the kind of work culture you need to encourage.

The best way to develop your work culture remotely is with regular meetings, video calls, and a team chat area (you could try something like Slack and see if that works for you). And don’t take yourselves too seriously… you can have fun while you work!


Finally, your employees are real people with goals and interests - they might love working for you now, but they probably don’t want to stay in this role or position forever.

So provide ways for them to upskill and pursue their interests and they’ll be grateful for it and hang around for longer. Give them opportunities to level up within your workplace, whether it’s into a higher level task or managing other employees.

If they feel like they’re going somewhere and your business is contributing to their career, they’ll see their time with you as a positive and won’t have to look for opportunities elsewhere


We can help. Grow My Team source the best available talent from all around the world so you can get started, fast. And unlike many other outsourcing companies, we’re involved at every step of the way, so we actively help you find and retain that global talent.

We’ve got amazing (and affordable) accountants, content managers, designers, developers, customer service reps, and talent across a range of other roles. If you’re ready to add a remote full-time or part-time employee, please contact us for a chat to see if we can help

companiesSarah Riegelhuth