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How to Discover and Attract Top International Talent
Insights from top companies
Justin Gordon
December 15, 2024
Hey, Justin here, and welcome to Just Go Grind, a newsletter sharing the lessons, tactics, and stories of world-class founders! Premium subscribers get full access to this newsletter, event discounts, and more. Today we have a guest post from the team at Athyna.
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Guest Post
How to Discover and Attract Top International Talent
In today’s hyper-competitive hiring landscape, the battle for top-tier talent has gone global. Companies no longer limit their search to their home turf but are increasingly exploring international talent pools to find the best candidates. Why? Because talent knows no borders, and companies embracing this reality are gaining a massive edge.
Let’s dive into how you can discover and attract top international talent—and why going global might just be the smartest decision you’ll make this year.
The Talent Gap is Real—But the World is Your Oyster
Talent shortages are hitting hard across industries, from tech to finance. According to Korn Ferry, the global talent shortage could reach 85 million people by 2030, potentially costing companies trillions in unrealized revenue. The good news? The rise of remote work and global hiring platforms has made it easier than ever to tap into untapped talent pools abroad.
Countries like Brazil, the Philippines, India, and Colombia are brimming with highly skilled professionals eager to work with international companies. By broadening your hiring horizons, you’re not just filling vacancies—you’re accessing diverse perspectives, innovative solutions, and a wealth of expertise.
Deel, a leader in global payroll solutions, has built a team spanning 80+ countries. Their strategy? Leveraging their own product to hire compliantly anywhere.
We started with contractors internationally, then employees where you don’t have entities internationally, then payroll where you have your own entities. Then we thought, what if we become the source of truth as well from an HR standpoint.
Where to Look: Emerging Talent Hubs
Latin America (LATAM): Known for its booming tech scene, LATAM is producing top-notch software engineers, data scientists, and digital marketing experts. Countries like Brazil and Argentina have become global hotspots for tech talent. Companies like Deel and Athyna have successfully tapped into this market for roles ranging from engineering to customer support.
Southeast Asia (SEA): SEA offers an abundance of talent in engineering, customer support, and accounting roles. The region's professionals are known for their adaptability and experience in working with diverse teams. The Philippines is a go-to for digital marketing and customer service, while Indonesia is emerging as a powerhouse for fintech talent.
Source: IMF, World Economic Outlook Update.
Why International Talent is a Game-Changer
1. Cost Efficiency Without Compromising Quality
Let’s face it—hiring locally can be expensive. Salaries, benefits, and office overheads quickly add up, especially in high-cost regions like United States.
International hiring allows you to offer competitive salaries that are more affordable for your budget while maintaining a high standard of talent.
2. 24/7 Productivity
Having team members across different time zones ensures round-the-clock productivity.
While one team sleeps, another works—keeping projects moving and clients happy. For global startups, this “follow-the-sun” model can be a game-changer.
We’re remote because it’s more effective for us as a company that has customers in 182 countries to cover multiple time zones whilst also not limiting amazing talent by geographic bounds.
3. Diverse Perspectives Fuel Innovation
Diverse teams outperform homogenous ones, particularly when solving complex problems. Hiring internationally brings fresh perspectives, unique problem-solving approaches, and new ideas that can drive innovation and growth.
Oyster is a distributed and fully remote company. Being remote allows us to hire incredible talent all over the world and tap into a diversity of experiences and perspectives. This is our superpower as an organization. We’re also able to be more inclusive because of the way we hire. 50% of Oyster employees identify as women, and we also have Oysters in 70+ countries and counting.
How to Attract Top International Talent
Attracting the best international talent isn’t just about posting a job online and hoping for the best. It requires a strategic approach. Here’s how to do it:
1. Build an Irresistible Employer Brand
Top candidates want more than a paycheck—they’re looking for purpose, growth, and a company that values them.
Your brand isn’t just what you say; it’s what candidates feel. In the international arena, your employer brand needs to resonate across cultures.
The EVP framework helps you identify what makes your company unique. Think of it as your "why join us?" pitch. Focus on:
Flexibility: Remote roles are non-negotiable for global talent.
Growth Opportunities: Emphasize skill development and career trajectory.
Inclusivity: Showcase diversity not as a checkbox but as a core value.
Showcase your company’s mission, values, and culture in everything from your job postings to your social media channels.
Transparency and communication are key—I share everything with the team, investors, and more or less the public. This includes our milestones, what’s working, what’s not working, our revenue and costs, etc.
You’ve got to provide opportunities and be supportive. This means offering a clear career path, investing in coaching, enablement, proper onboarding, continuing education, and helping people with their pitch. In my experience, this is what creates a culture that attracts, not repels. When you do it right, recruiting becomes easy because word of mouth travels fast. People hear about it and start asking, ‘Is this a good place to work?’ I used to have interviewees come in and ask me that, and I’d say, ‘I don’t know, go ask all those people on the floor.’
2. Partner with Experts
Platforms like Athyna make finding international talent a breeze. By offering pre-vetted candidates, AI-driven matching, and no upfront costs until you make a hire, Athyna ensures you’re connected with the best talent quickly and efficiently.
The platform has successfully placed professionals from global tech giants like Amazon, Meta, and Oracle, as well as Latin America’s decacorns such as Mercado Libre and Nubank.
By focusing on building teams that elevate businesses, Athyna ensures companies not only fill positions but also secure the expertise needed to achieve their next level of success.
3. Nail the Candidate Experience
A streamlined hiring process is crucial to securing top talent. Delays or overly complex systems can result in losing candidates to competitors.
First we use a ‘Jobs To Be Done’ framework to build a clear scorecard for each role. This removes ambiguity from the interview loop. We are also careful to make sure everyone’s voice is heard from the interview process—various of personas should be part of the interview loop. It’s helpful to get a gut check cross departments.
At Deel, we approach the candidate experience a bit differently. First, it starts with a meaningful job description that succinctly summarizes the company mission, explicitly states the expectations for the role, and lists qualification parameters. Candidates revisit and reference job descriptions several times, so we took the time iterating on a structure to make them digestible and ensure they accurately reflect the culture at Deel.
Ensure your onboarding processes are efficient, transparent, and accommodating for different time zones.
Once the offer has been made and accepted, rather than wait for day one, it’s your time to be proactive. Upon signing, most candidates—just like buyers—will experience some level of ‘remorse’. There is a very simple and effective way to combat this feeling and get ahead of any new joiner anxiety: I call it the Vibe Avalanche.
Overcoming Challenges in International Hiring
Of course, global hiring isn’t without its challenges. Time zones, cultural differences, and compliance can seem daunting. But with the right tools, these hurdles are easy to overcome.
Use asynchronous communication to keep everyone aligned. Here is the Remote Tech Stack recommended by Athyna:
Big Hitters:
Notion: All-in-one platform for documentation, collaboration, and project management.
Slack: The heartbeat of the communication, keeping everyone connected across the globe.
Loom: Less meetings, more productivity—Loom's video messaging streamlines communication effortlessly.
Must Haves:
Figma and Miro: Tools for brainstorming and design collaboration.
Zoom and Google Meet: Minimizing meetings while maximizing efficiency.
Google Sheets: The go-to for complex data analysis and collaboration.
Meetings & Communications:
Departmental Meetings: Weekly gatherings to discuss department-specific updates and initiatives.
Leadership Meeting: Bi-weekly sessions for senior leadership to tackle key issues and initiatives.
All Hands: Monthly company-wide meetings to celebrate wins, share updates, and promote transparency.
Meeting-Free Fridays: A dedicated day for deep work and uninterrupted focus.
Allies & Investor Update: Monthly updates sent to investors, allies, and potential partners.
Walk & Talk Meetings: Some teams prefer walking meetings to rejuvenate creativity and promote well-being.
Final Thoughts
Hiring top international talent isn’t just a trend—it’s the future of work. By expanding your talent search beyond borders, you’re not only solving your hiring challenges but also setting your company up for long-term success.
Whether you’re a startup looking for your first Head of Growth or an established company building a global team, the opportunities are endless.
Ready to find your next superstar hire? Let Athyna help you build your dream team.
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📚 Recent Founder Deep Dives
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Best,
Justin
Founder of Just Go Grind and Village Lane
P.S. Hiring? Check out the team at Athyna
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