In Avomind’s latest webinar, “Scale HR Without Limits: Strategic Hiring for Fast-Growing Companies,” experts Juana from Avomind and Noam Khan, VP of Global HR Solutions at Remundo, shared actionable strategies for organizations aiming to grow across borders. Hosted by Alex from Avomind, the session explored how startups and established businesses alike can scale their HR operations globally—while maintaining compliance, efficiency, and a strong company culture.

​

The discussion addressed one of today’s biggest challenges for fast-growing organizations: how to build an agile and sustainable HR framework that can keep pace with rapid expansion. Below are the key insights from this engaging conversation.

​

​

1. Global Expansion Is No Longer Optional

​

The modern world of work has changed dramatically in recent years. The rise of remote and hybrid work models has shifted employee expectations—flexibility in where, when, and how people work is no longer a perk, but a fundamental requirement. Juana emphasized that top candidates now prioritize flexibility and purpose as much as compensation, which is reshaping the global hiring landscape.

​

This evolution presents companies with a new opportunity: to look beyond local borders when searching for talent. Expanding hiring efforts internationally allows businesses to reach highly skilled professionals in emerging markets, diversify their teams, and close skill gaps faster. Juana put it succinctly:

​

“Global hiring is not just about cost efficiency—it’s about opportunity, availability, and diversity.”

​

In today’s competitive environment, the companies that embrace this mindset can move faster, innovate more effectively, and access talent others may overlook.

​

​

2. How a Global Approach Accelerates Growth

​

Juana shared a compelling case study of a Berlin-based SaaS company that needed to double its sales team in just two months. Facing intense competition for talent locally, the company decided to expand its search to other European countries, including Austria and Spain. By broadening their reach, they were able to identify and onboard high-performing candidates far more quickly than if they had relied solely on local recruitment channels.

​

This story illustrates the power of a global hiring strategy. Companies that adopt a cross-border mindset not only fill roles faster, but also gain access to a wider variety of experiences, languages, and perspectives. That diversity, in turn, strengthens creativity and decision-making within teams. Global hiring is, therefore, not just a solution to staffing shortages—it is a driver of innovation and growth.

​

​

3. The First 60 Days Are Critical for Global Hires

​

Juana emphasized that hiring global talent is only the first step. Ensuring that new hires integrate smoothly and feel connected from the start is what truly determines success. The first 60 days are particularly crucial in setting expectations, building engagement, and establishing productivity.

​

A structured onboarding plan should begin before the employee’s first day. That includes sharing pre-boarding materials, setting up all necessary tools and accounts, and assigning a team buddy to help them navigate their new environment. Once onboarded, consistent communication and feedback loops become essential. Regular check-ins, collaborative projects, and open conversations about cultural differences help employees feel included and valued.

​

Juana also stressed the importance of conducting a review around 30 to 45 days after the hire joins. This early feedback cycle helps identify potential challenges—whether operational, cultural, or interpersonal—and gives the company time to adjust before small issues escalate.

​

​

4. Common Mistakes When Expanding Globally

​

While international expansion offers immense potential, it also introduces new layers of complexity. Noam highlighted several common mistakes organizations make when scaling into new markets.

​

One of the most frequent is neglecting compliance. Many companies underestimate how different labor laws can be across countries, leading to misclassification of workers or non-compliant contracts. These mistakes can result in fines, penalties, or reputational damage.

​

Another common pitfall is applying a “one-size-fits-all” approach to onboarding and benefits. Every country has unique regulations, cultural norms, and employee expectations. Copying a home-country HR model without adapting it to local realities often leads to disengagement and inefficiency.

​

Budgeting errors also frequently occur. Companies sometimes overlook statutory costs such as social security contributions, severance pay, or mandatory benefits, which can quickly inflate hiring expenses. Payroll management is another challenge—errors in payment processing, lack of local banking infrastructure, or incorrect payslips can erode employee trust and compliance simultaneously.

​

As Noam noted, “You can have a PhD in compliance in one country—and still not know enough about another.” This highlights the need for expert local support when hiring internationally.

​

​

5. Avoiding Overcompensation: The Entity Overkill Trap

​

To avoid compliance risks, some companies swing too far in the other direction by establishing full legal entities in multiple countries prematurely. While well-intentioned, this often leads to unnecessary administrative burden, higher costs, and slower growth.

​

Noam explained that a more balanced approach involves leveraging Employer of Record (EOR) solutions. These services allow companies to legally hire and manage international employees without setting up a local subsidiary. An EOR handles payroll, taxes, benefits, and compliance while the company focuses on day-to-day operations and team management.

​

The advantages are significant: faster market entry, reduced legal risk, lower overhead, and greater operational agility. As Noam put it, “A good EOR lets you focus on growth while they handle the complexity.”

​

​

6. Case Study: Scaling Successfully with EOR Support

​

To illustrate the effectiveness of this approach, Noam shared an example of a multinational payment services provider that scaled its workforce across 18 countries using EOR solutions. Through a combination of intuitive technology and dedicated local expertise, the company maintained full compliance while dramatically reducing time-to-hire and administrative workload.

​

This approach provided not only speed and flexibility, but also full transparency over costs and processes. The result was sustainable global expansion without the heavy legal and financial commitments of traditional entity setup.

​

​

7. The Future of Remote and Hybrid Work

​

Both Juana and Noam agreed that remote and hybrid work are here to stay. While some companies are experimenting with returning to the office, most professionals still value flexibility and autonomy as key factors in job satisfaction.

​

However, Noam cautioned that as remote work continues to evolve, regulatory frameworks will evolve with it. Companies expanding across borders must stay alert to changes in employment law, taxation, and benefits standards—especially in the European Union, where compliance requirements are rapidly adapting to new work realities. The key is to choose partners and systems that are agile enough to adapt as these regulations change.

​

​

8. Building HR Foundations Early in Startups

​

For early-stage companies, Juana’s message was clear: HR should not be an afterthought. Even before hiring an in-house HR team, founders should prioritize creating clear recruitment processes, structured onboarding procedures, and transparent communication practices. Doing so sets the tone for a healthy company culture and smooth scalability later on.

​

She emphasized that HR is not simply an administrative function, but a strategic one. By embedding people operations early in the company’s journey, startups can avoid growing pains and ensure that culture scales alongside the business. “HR shouldn’t play catch-up,” Juana remarked. “It should be a trusted and strategic part of your culture from day one.”

​

Scaling HR “without limits” is ultimately about combining speed with structure. Global expansion brings extraordinary opportunities—but also demands a thoughtful approach to compliance, onboarding, and culture.

​

Companies that invest early in global recruitment strategies, structured onboarding systems, and reliable EOR partnerships will find themselves better positioned to move quickly, adapt confidently, and grow sustainably in today’s interconnected world.

​

At Avomind, we continue to support fast-growing organizations in accessing top talent worldwide, building teams without borders, and scaling HR operations that empower long-term success.