In a recent episode of Talent Acquisition Beyond Borders, Atlas’ CEO Jim McCoy spoke with host Denise Chaffin to unpack the complex world of global talent acquisition. Atlas, the world’s largest direct employer of record (EOR), is uniquely positioned to help companies expand into over 160 countries, allowing businesses without a local legal presence to operate seamlessly across borders.
Below is an overview of what the episode covered, from visa challenges and EOR vs. PEO models to strategic pay practices and insights for organizations aiming to build global teams.
The Role of Employer of Record (EOR) Services in Global Expansion
As the largest direct Employer of Record worldwide, Atlas specializes in helping companies hire internationally, enabling them to operate without establishing a legal entity. This model is particularly beneficial for businesses expanding to deliver services or manage talent in new countries. The EOR service model is distinct from a Professional Employer Organization (PEO), which aggregates HR services for companies within their own countries.
In the interview, Jim explains that EORs support foreign companies without a legal entity in a given jurisdiction, while PEOs are often ideal for U.S.-based businesses looking to bundle essential HR services domestically. Many companies use a PEO in the U.S. and an EOR outside of it to maximize their global reach and efficiency.
Navigating Visa and Compliance Challenges
One of the most significant challenges companies face in global hiring is navigating visa regulations and compliance. As discussed, Atlas sponsors visas in 85 countries, providing expert assistance to manage visa mobility and legal compliance. This team of over 400 people speaks 90 languages, enabling effective communication with local governments and clients first hand. From securing visas to understanding local labor laws, Atlas offers crucial support to businesses aiming to scale globally.
The Surge of Remote Work and Flexible Global Hiring
The global shift towards remote work has increased demand for EOR services. Now more than ever, companies are exploring flexible hiring options for roles like product managers, developers, and IT professionals around the world. According to Jim, hiring remotely is not just a talent acquisition strategy but also a retention tool; virtual roles reduce wardrobe costs, commutes, and other expenses associated with in-office work, improving work-life balance.
Supporting Client Growth in Nigeria
McCoy shared a recent example of Atlas aiding a client based in Nigeria. The client, looking to expand and hire developers, leaned on Atlas’s expertise to identify suitable talent and expansion strategies. Atlas’s ability to synthesize global talent data played a pivotal role in helping the client strategically expand into regions where they could find top-level developers.
Additional Takeaways for Businesses Considering Global Talent Acquisition
Whether you’re a small or large business, navigating international hiring can be a complex landscape. Here are some additional takeaways from this episode:
Consider an EOR for foreign markets: For companies without a local entity, an EOR allows smooth entry into new regions, managing payroll, compliance, and benefits.
Leverage flexible, remote work: Remote roles reduce costs for employees and increase access to global talent.
Visa and compliance expertise: With Atlas’s support, navigating international visa and compliance issues becomes manageable, enabling worry-free expansion.
Atlas offers powerful solutions for companies to hire globally, stay compliant, and connect with the best talent. By navigating the intricacies of international hiring, Atlas enables businesses to expand efficiently and operate with confidence across borders.