Cracking the Code for Global Talent Acquisition and High-Demand Roles: Part 2

an interview candidate shaking hands with a recruiting manager

Welcome back for the second installment of our Global Talent Acquisition Series, following our first edition where we identified high-demand roles. 

In this blog post, we will shift our focus to overcoming the multifaceted challenges in global recruitment and delve into the intricacies of salary benchmarking.

Beware of pitfalls in global recruitment

Recruiting and managing a globally distributed workforce is a complex endeavor. Companies encounter a host of challenges, both in the recruitment phase and in HR management when it comes to handling employees abroad. Let’s explore these challenges:

  • Establishing a Legal Entity: Before even considering international hiring, the first major hurdle companies face is establishing a legal entity in the target country. Without an established legal entity, it is not possible to hire employees in a country. This process can often take weeks or even months, requiring a lot of paperwork and other tasks.
  • Understanding the Local Talent Market: Recruiting internationally necessitates a deep understanding of the local talent market. Companies must be aware of regional nuances, including skill availability, cultural preferences and job market dynamics. Without this knowledge, it’s challenging to attract and retain top talent.
  • Salary Benchmarking: Determining competitive salaries for international hires can be difficult. Compensation packages should be competitive enough to attract the right talent but also fit within the company’s budget. Salary benchmarking requires careful research and local market knowledge.
  • Sourcing and Headhunting: Locating and attracting top candidates from diverse geographic regions can be daunting. Effective sourcing and headhunting require the use of global networks, local recruitment partners and a deep understanding of where to find the right talent.
  • Technical Assessments: Assessing technical skills in remote candidates can be challenging. Companies need reliable methods for evaluating a candidate’s technical capabilities from a distance. This is particularly crucial for technical roles like software engineers and cloud experts.
  • Remote Interviewing: Conducting remote interviews effectively can be tricky. Time zone differences, technology issues, and cultural variations in interview etiquette can complicate the process. Developing a standardized, remote-friendly interview approach is essential.

More on salary benchmarking

Determining the right salaries for international hires is a formidable challenge that often leaves businesses grappling with several crucial factors. It’s not merely about offering competitive remuneration. Moreover, it’s about aligning these packages with the market standards of the target region while staying within budget constraints.

This careful calibration of salaries serves a dual purpose: it not only attracts and retains top-tier talent but also ensures the financial sustainability of the hiring process. Failure to get it right can result in difficulties in securing the expertise required to drive the business forward and could lead to financial inefficiencies.

In addition to these challenges, businesses need to consider the intricacies of local labor laws and regulations to maintain compliance. Legal standards such as minimum wage and overtime regulations must be adhered to, ensuring that the compensation packages are legally sound.

Moreover, crafting competitive salary offerings is not just a one-time effort but a strategy that fosters the retention of talent in a competitive job market. 

Here’s how effective salary benchmarking can help bolster your global talent strategy:

Attracting Top Talent

Competitive salaries are a magnet for highly skilled professionals. By aligning compensation packages with or exceeding market averages, companies can position themselves as desirable employers and draw in the best talent available. Experienced candidates often seek positions that offer fair and competitive compensation, making salary benchmarking essential for securing their expertise.


Maintaining an effective budget is a fundamental concern for organizations. Salary benchmarking helps in this regard by providing insights into the salary ranges for specific roles in different regions. With this knowledge, companies can create compensation packages that are both attractive to candidates and sustainable for their financial resources. This balance between competitive salaries and budgetary responsibility is critical to a company’s long-term success.

Ensuring Legal Compliance

Staying in line with local labor laws and regulations is a non-negotiable requirement for companies. Salary benchmarking takes into account these legal aspects, ensuring that compensation packages meet legal standards such as leave, minimum wage, overtime, benefits, etc. By doing so, companies avoid legal complications and maintain a compliant workforce.

Competitiveness and Retention

In today’s competitive job market, companies need to maintain their edge. Salary benchmarking provides a means to achieve this. It allows organizations to offer competitive salaries that attract top talent and retain current employees. When compensation aligns with market standards, it motivates employees, acknowledges their contributions and keeps them engaged. The result is not only a competitive advantage but also a more motivated and loyal workforce.

Reducing Recruitment Challenges

The efficiency of the candidate selection process is greatly enhanced when compensation packages are well-structured and competitive. Candidates who find the salary offering attractive are more likely to accept job offers, streamlining the hiring process. This, in turn, reduces the time, effort, and resources needed to fill positions.

The following table serves as an illustrative example of salary benchmarking for critical and in-demand roles across key hiring markets. This data is derived from recent company data and provides a snapshot of how compensation costs vary in different regions.

Role India Philippines Indonesia Poland Croatia Lithuania
Senior Software Engineers $21,000 $19,000 $26,000 $44,000 $32,000 $50,000
DevOps Engineers $18,000 $18,500 $22,000 $38,000 $30,000 $37,000
Cloud Engineers $17,000 $15,000 $14,000 $34,000 $28,000 $30,000
Front End, back-End Engineers $25,000 $23,000 $30,000 $43,000 $  37,000 $45,000
System Integration Engineers $15,000 $13,000 $20,000 $27,500 $  30,000 $31,000
Customer Service $11,000 $9,000 $12,000 $14,000 $  14,000 $15,000
Sales Development Reps $13,500 $11,000 $13,000 $20,000 $  18,000 $18,000
Project Managers $13,000 $10,000 $14,000 $38,000 $  30,000 $30,000

Up next: unveiling a tandem approach for global recruitment and hiring 

In the next installment of our global recruitment and hiring series, we will delve into solutions that help organizations conquer the challenges of international talent acquisition. Our focus will be on a tandem approach that combines expert cross-border recruitment with efficient HR management – providing you with valuable insights to streamline your hiring process and thrive in the global market.

As part of this installment, we will reveal real-world case studies that vividly illustrate how these solutions play out in practice. By examining these success stories, you will gain a deeper understanding of the power of innovative recruitment and HR management in unlocking the full potential of your global workforce.

GoGlobal is your partner for recruiting top talent for critical roles. Check out our guidebook or contact us to learn more about how our one-of-a-kind Recruit & Hire solution can help you dive into new talent pools of remote workers and digital nomads around the world.