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For enterprise executives looking to scale operations and maintain a competitive edge, the traditional boundaries of talent acquisition have expanded beyond local markets. Companies now have the opportunity to tap into a vast global talent pool, accessing skills and expertise that may not be readily available in their home countries.
And they’re doing it at an increasing rate — optimizing their operations in several key areas as a result. Here’s when, why, and how to do it effectively.
The decision to start hiring global talent should be driven by a combination of immediate needs and long-term strategic goals.
Here are some key indicators that suggest it might be the right time for your company to begin hiring global talent:
Financial pressures can also prompt companies to seek global talent. If rising local labor costs are straining your budget, hiring internationally can provide a cost-effective solution. Many regions offer highly skilled professionals at a fraction of the cost compared to developed markets. By strategically hiring in these areas, companies can manage their budgets more efficiently while maintaining high standards of quality and productivity.
When expanding into new geographic markets, local talent can provide invaluable insights and understanding of the cultural and business nuances in those regions. Teams that are more attuned to local market conditions, customer preferences, and regulatory environments can enhance market entry strategies, improve customer relations, and ensure compliance with local laws and regulations.
Forward-thinking companies often hire global talent as part of their long-term strategic planning. Anticipating future needs and building a diverse, globally distributed team can position a company to adapt to market changes, technological advancements, and evolving customer demands.
This proactive approach ensures that the company is always ready to seize new opportunities and navigate potential challenges. At Launch, we’ve noticed that global talent has spurred a new cultural connection for many employees, reinforcing our commitment to diversity, equity, and inclusion. Per Andy Bagley, Launch's VP of Global Recruiting:
“Our global talent initiative has helped to validate the truth that underrepresented communities are pockets for great talent, and leveraging this talent is critical in achieving our goals.”
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Global talent can help you break past roadblocks you might be experiencing in your organization and unlock new opportunities for significant growth. Below are five compelling reasons to broaden your search for skilled professionals beyond your local market.
By recruiting outside the US, companies can recruit from a much larger talent pool that offers a range of skills and perspectives. This diversity fosters innovation and creativity, as team members bring unique viewpoints and problem-solving approaches to the table.
The tech industry, in particular, has benefited immensely from global talent. Microsoft’s development center in Israel, for instance, has been pivotal in advancing cybersecurity solutions due to the region’s expertise in this domain. Accessing specialized skills from different regions can enhance a company’s capabilities and competitive edge.
Global teams help enterprises adapt to market demands quickly. During peak times or large projects, companies can easily ramp up their workforce by hiring talent outside the US, ensuring that deadlines are met without overburdening local teams. During slower periods, they can scale down without the complications of layoffs and severance packages that typically accompany local employment.
Many retailers use a global network of customer service representatives to handle seasonal spikes during holidays, ensuring a consistent customer experience without the need for permanent staff increases.
Offloading non-core activities to global teams can also free up internal resources to focus on their core competencies and strategic initiatives — employees can drive innovation without being bogged down by routine tasks.
Citibank, for example, has leveraged the Philippines’ strong outsourcing industry to handle various back-office operations. The country’s robust infrastructure and skilled workforce have enabled Citi to improve efficiency and reduce costs while maintaining high service standards.
Global talent can help companies extend their operational hours, providing round-the-clock services to customers and clients. This is particularly beneficial for customer support, IT services, and any industry that requires continuous operations. By having teams in different time zones, companies can ensure that their services are always available, improving customer satisfaction and operational efficiency.
At Launch, global teams pick up right where US-based employees left off, helping us get more done for our clients in less time, explains. “A larger and more distributed global presence allows us to do more impactful work for our clients.”
Offshoring can also act as a risk mitigation strategy. By distributing operations across multiple locations, companies can reduce the impact of local disruptions, such as natural disasters, political instability, or economic downturns. This geographical diversification ensures business continuity and stability.
For example, when the 2011 earthquake and tsunami struck Japan, many businesses faced severe disruptions. The companies with other parts of their supply chain spread across the globe were able to maintain critical functions and services by shifting workloads to teams in unaffected regions.
Innovation often requires specialized skills that may not be available in your local market. Whether it's advanced technological expertise, unique creative skills, or specific industry knowledge, global talent pools can offer access to these hard-to-find competencies.
For example, tech companies frequently look to regions known for their tech hubs, such as Eastern Europe or India, to find top-notch developers and engineers, filling critical gaps and bringing fresh perspectives and innovative solutions to new or existing projects.
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Working in different time zones, languages, and cultural norms all create real barriers to effective work. In order to reap (and maximize) the benefits of global talent teams, enterprises should find ways to encourage:
Getting everyone on the same page is tough to do with global teams, but robust communication channels and setting clear expectations from the very beginning can help.
Tools like Microsoft Teams, for example, can facilitate seamless communication. Regular video conferences, updates, and virtual meetings help bridge the geographical divide, ensuring that everyone stays connected and informed. Standardized processes, clear documentation, continuous training, and quality controls can also help everyone understand what great looks like.
Andy also suggests adopting a “seek to understand” mentality. “Avoid assumption and take time to ensure everyone understands desired outcomes and potential barriers to success. Meeting regularly and getting to know the humans that you’re working with can really help employees who may not feel as comfortable speaking up when there’s a problem or misunderstanding flag potential issues early.”
Strong regional recruiting teams deeply understand the nuances in culture and talent of each global region. At Launch, we have regional recruiting teams based in Latin America and India. They are enabled by best-in-class practices, including messaging and technology, and aligned with our company’s go-to-market strategy.
Andy shares, “A close connection, built on the foundation of constant communication, with stakeholders across our business units and studios has enabled us to pipeline the best and brightest talent for our near-term and future hiring.”
Understanding and respecting cultural differences is crucial for building strong offshore teams, and it’s hard to do that if you’re not familiar with the culture.
Funneling company culture, messaging, and expectations through dedicated individuals in the U.S. can make enterprise communication more effective and efficient, especially when that person understands how different functions across the organization work.
They can also help reduce the burden and friction of time-zone conflicts and foster a positive and inclusive work environment where all employees feel like they are valued, highly integrated parts of the company — not bolt-on talent.
Hiring global teams isn’t just a trend — it’s a strategic move to capture diverse talent and enhance operational flexibility. And we’re experiencing it ourselves here at Launch.
Are you interested in growing your career with a company that values innovation and diversity? Join us at Launch and be part of a global team dedicated to driving excellence in the age of AI.
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For enterprise executives looking to scale operations and maintain a competitive edge, the traditional boundaries of talent acquisition have expanded beyond local markets. Companies now have the opportunity to tap into a vast global talent pool, accessing skills and expertise that may not be readily available in their home countries.
And they’re doing it at an increasing rate — optimizing their operations in several key areas as a result. Here’s when, why, and how to do it effectively.
The decision to start hiring global talent should be driven by a combination of immediate needs and long-term strategic goals.
Here are some key indicators that suggest it might be the right time for your company to begin hiring global talent:
Financial pressures can also prompt companies to seek global talent. If rising local labor costs are straining your budget, hiring internationally can provide a cost-effective solution. Many regions offer highly skilled professionals at a fraction of the cost compared to developed markets. By strategically hiring in these areas, companies can manage their budgets more efficiently while maintaining high standards of quality and productivity.
When expanding into new geographic markets, local talent can provide invaluable insights and understanding of the cultural and business nuances in those regions. Teams that are more attuned to local market conditions, customer preferences, and regulatory environments can enhance market entry strategies, improve customer relations, and ensure compliance with local laws and regulations.
Forward-thinking companies often hire global talent as part of their long-term strategic planning. Anticipating future needs and building a diverse, globally distributed team can position a company to adapt to market changes, technological advancements, and evolving customer demands.
This proactive approach ensures that the company is always ready to seize new opportunities and navigate potential challenges. At Launch, we’ve noticed that global talent has spurred a new cultural connection for many employees, reinforcing our commitment to diversity, equity, and inclusion. Per Andy Bagley, Launch's VP of Global Recruiting:
“Our global talent initiative has helped to validate the truth that underrepresented communities are pockets for great talent, and leveraging this talent is critical in achieving our goals.”
Global talent can help you break past roadblocks you might be experiencing in your organization and unlock new opportunities for significant growth. Below are five compelling reasons to broaden your search for skilled professionals beyond your local market.
By recruiting outside the US, companies can recruit from a much larger talent pool that offers a range of skills and perspectives. This diversity fosters innovation and creativity, as team members bring unique viewpoints and problem-solving approaches to the table.
The tech industry, in particular, has benefited immensely from global talent. Microsoft’s development center in Israel, for instance, has been pivotal in advancing cybersecurity solutions due to the region’s expertise in this domain. Accessing specialized skills from different regions can enhance a company’s capabilities and competitive edge.
Global teams help enterprises adapt to market demands quickly. During peak times or large projects, companies can easily ramp up their workforce by hiring talent outside the US, ensuring that deadlines are met without overburdening local teams. During slower periods, they can scale down without the complications of layoffs and severance packages that typically accompany local employment.
Many retailers use a global network of customer service representatives to handle seasonal spikes during holidays, ensuring a consistent customer experience without the need for permanent staff increases.
Offloading non-core activities to global teams can also free up internal resources to focus on their core competencies and strategic initiatives — employees can drive innovation without being bogged down by routine tasks.
Citibank, for example, has leveraged the Philippines’ strong outsourcing industry to handle various back-office operations. The country’s robust infrastructure and skilled workforce have enabled Citi to improve efficiency and reduce costs while maintaining high service standards.
Global talent can help companies extend their operational hours, providing round-the-clock services to customers and clients. This is particularly beneficial for customer support, IT services, and any industry that requires continuous operations. By having teams in different time zones, companies can ensure that their services are always available, improving customer satisfaction and operational efficiency.
At Launch, global teams pick up right where US-based employees left off, helping us get more done for our clients in less time, explains. “A larger and more distributed global presence allows us to do more impactful work for our clients.”
Offshoring can also act as a risk mitigation strategy. By distributing operations across multiple locations, companies can reduce the impact of local disruptions, such as natural disasters, political instability, or economic downturns. This geographical diversification ensures business continuity and stability.
For example, when the 2011 earthquake and tsunami struck Japan, many businesses faced severe disruptions. The companies with other parts of their supply chain spread across the globe were able to maintain critical functions and services by shifting workloads to teams in unaffected regions.
Innovation often requires specialized skills that may not be available in your local market. Whether it's advanced technological expertise, unique creative skills, or specific industry knowledge, global talent pools can offer access to these hard-to-find competencies.
For example, tech companies frequently look to regions known for their tech hubs, such as Eastern Europe or India, to find top-notch developers and engineers, filling critical gaps and bringing fresh perspectives and innovative solutions to new or existing projects.
Working in different time zones, languages, and cultural norms all create real barriers to effective work. In order to reap (and maximize) the benefits of global talent teams, enterprises should find ways to encourage:
Getting everyone on the same page is tough to do with global teams, but robust communication channels and setting clear expectations from the very beginning can help.
Tools like Microsoft Teams, for example, can facilitate seamless communication. Regular video conferences, updates, and virtual meetings help bridge the geographical divide, ensuring that everyone stays connected and informed. Standardized processes, clear documentation, continuous training, and quality controls can also help everyone understand what great looks like.
Andy also suggests adopting a “seek to understand” mentality. “Avoid assumption and take time to ensure everyone understands desired outcomes and potential barriers to success. Meeting regularly and getting to know the humans that you’re working with can really help employees who may not feel as comfortable speaking up when there’s a problem or misunderstanding flag potential issues early.”
Strong regional recruiting teams deeply understand the nuances in culture and talent of each global region. At Launch, we have regional recruiting teams based in Latin America and India. They are enabled by best-in-class practices, including messaging and technology, and aligned with our company’s go-to-market strategy.
Andy shares, “A close connection, built on the foundation of constant communication, with stakeholders across our business units and studios has enabled us to pipeline the best and brightest talent for our near-term and future hiring.”
Understanding and respecting cultural differences is crucial for building strong offshore teams, and it’s hard to do that if you’re not familiar with the culture.
Funneling company culture, messaging, and expectations through dedicated individuals in the U.S. can make enterprise communication more effective and efficient, especially when that person understands how different functions across the organization work.
They can also help reduce the burden and friction of time-zone conflicts and foster a positive and inclusive work environment where all employees feel like they are valued, highly integrated parts of the company — not bolt-on talent.
Hiring global teams isn’t just a trend — it’s a strategic move to capture diverse talent and enhance operational flexibility. And we’re experiencing it ourselves here at Launch.
Are you interested in growing your career with a company that values innovation and diversity? Join us at Launch and be part of a global team dedicated to driving excellence in the age of AI.
