As technology continues to lower access barriers, many companies are increasingly looking to hire beyond national borders. With international talent offering fresh perspectives, deep local insights and the chance to expand to a new market, developing a bona fide hiring strategy to attract and retain global talent can help a business get ahead of the competition.
Below, 20 Forbes Business Council members offer advice on key factors business leaders should consider when building a global talent strategy.
1. The Company Mission And Core Values
A successful global talent strategy starts with intentionality. Every decision—whether it’s expanding capabilities, assessing skills or saving costs—should align with your company’s core purpose and values. Building density and community in key regions is essential to employees feeling connected, not isolated. International team members should feel like an integral part of the culture wherever they’re based. – Linnea Geiss, PDI Technologies
2. The Impact Of Diversity
A global strategy is meant to be global. Its development requires breaking free from regionally or nationally confined thinking. Different markets, cultures and approaches shape the way we operate, and a global talent strategy must reflect this diversity. It’s about understanding how this diversity impacts performance and integrating it into a strategy that drives real business results. – Dmitrii Khasanov, Arrow Stars
3. Expertise
Building a global team requires having the confidence to hire people who are more experienced than you in their respective fields. Real innovation comes from experts with deep, specialized knowledge who challenge your thinking and push the company beyond its limitations. The strongest companies aren’t led by those who try to be the smartest in the room but by those who build a room full of smart people. – Andrey Insarov, it.com Domains
4. The ‘Why’ Of Expansion
Understanding why you’re expanding globally and how that aligns with your company’s core values and purpose will help guide every decision you make. When you start with the “why,” you’re focusing on the bigger picture to create a company culture that values diversity, innovation and growth. This vision not only attracts talent but also motivates individuals to align with the overall mission. – Sophie Alcorn, Alcorn Immigration Law
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5. Timezone Availability
An important factor is timezone availability. A global workforce will be remote by definition, so you cannot micromanage them. You need team members who are able to work together, so build parallel teams and offer around-the-clock service. Employees need to show their ability to work independently with determined goals. Also, income should be determined by the cost of living, regardless of their contribution. – Asaf Darash, Regpack
6. Connections To Educational And Training Institutions
Creating a talent pipeline through partnerships with regional educational institutions and training centers is key to a global talent strategy. Offering internships, mentorships and collaborative projects builds long-term relationships with emerging talent. This ensures a steady flow of skilled candidates who are ready to meet global demands from day one. – Sabeer Nelliparamban, Tyler Petroleum Inc.
7. Cultural Adaptability
We sometimes want to focus on challenges and solutions in a way that is culturally relevant to the country we are in. If the parent organization is abroad, that thinking has to change. The team also has to think, act and negotiate in a way that will make sense to the global team. This even includes the communication apps that are used. – Maayan Aviv, American Friends of NATAL
8. Local Tax And Legal Regulations Compliance
At MCI, our global work abroad policy looks at a few key issues. A top factor to consider for a global talent strategy is compliance with local tax and legal regulations in each country where employees work. This includes determining how long they can stay before triggering tax obligations or reporting requirements. Non-compliance can lead to significant financial penalties and operational disruptions. – Shawn Pierce, MCI USA
9. Local Market Expectations
Finding and keeping skilled workers in different countries is key. You need to understand the local job markets—what salaries do people expect, what benefits are common and how do other companies compete for the best talent? This will help you attract great employees and build strong teams that can work well together across borders. – Vikrant Shaurya, Authors On Mission
10. Visa Planning
At Grape Law, we have seen that companies integrating visa planning into their talent strategies are a step forward in global talent competition. This requires understanding immigration compliance as a strategic advantage. By establishing clear immigration pathways head-on, organizations can attract exceptional candidates while avoiding costly delays that often lead to losing top talent. – Muhammed Uzum, Grape Law Firm PLLC
11. Shared Values
Focus on shared values, not just skills. Skills can be taught, but values hold teams together across borders. Seek people who believe in your mission. Respect local ways but unite everyone under one purpose. Trust grows when people feel they’re part of something bigger than a job. Teams thrive when they care about the same goals, no matter where they live. – Pavel Stepanov, Virtudesk
12. Cultural Understanding And Adaptation
Prioritize cultural understanding and local adaptation. A global talent strategy is more than hiring across borders—it demands understanding local work norms, communication styles and employee expectations. Adapt leadership, benefits and policies to fit regional differences while maintaining a unified company culture. This approach enhances engagement, retention and productivity across markets. – Rohan Sharma, Zenolabs.AI
13. Alignment With The Company’s Strategic Direction
A top factor in global talent strategy is aligning it with the company’s strategic direction. Talent management must support business goals. Understanding strategic bets allows leaders to anticipate future skill needs, prioritizing capability development and ensuring the right people are in the right roles. I recommend this proactive approach for future success. – Ibrahim Jackson, Ubiquitous Preferred Services Inc.
14. Local Leadership
Invest in efforts to develop local leaders who deeply understand both your company culture and their market’s nuances. Global expansion fails when decisions are too centralized. Having strong local leadership that can bridge cultural gaps and make autonomous decisions is critical for sustainable growth. – Henry McIntosh, Twenty One Twelve Marketing
15. Access To Reliable Internet And Proper Equipment
A key non-human factor is access to reliable internet and proper equipment. Connectivity, electricity stability and the availability of suitable hardware vary by region. No matter how skilled someone is, they need a stable internet connection and the right equipment to perform effectively, making these essentials critical for a successful global remote team. – Raquel Gomes, Stafi
16. Decentralized Collaboration
One of the top factors in building a global talent strategy in Web3 is decentralized collaboration. Since Web3 operates across borders with remote, permissionless innovation, companies must prioritize hiring talent who thrive in decentralized environments and are proficient in blockchain-native tools. This ensures alignment with Web3’s core principle of transparency. – Cherry Sze, Seraph Studio
17. Flexibility
Flexibility is key. Successful global hiring translates local market nitty-gritty into a unified company culture. Flexibility on remote work, employee benefits and growth opportunities ensures the nurturing of diverse talent and alignment with an organization’s long-term vision. – Maneesh Sharma, LambdaTest
18. Cultural Intelligence
Cultural intelligence is key when building a global talent strategy. Understanding local values, work styles and communication norms fosters inclusion and collaboration. Prioritizing cultural alignment ensures teams can navigate diverse markets with agility, driving innovation, strengthening global operations and enhancing overall business resilience. – Onahira Rivas, Florida’s Cotton Clouds
19. Cultural ‘Misfits’
Find individuals who can challenge assumptions while collaborating effectively. Successful organizations must avoid creating cultural carbon copies to drive growth and change. In a world of uniformity, a few strategically hired cultural “misfits” prevent echo chambers and foster innovation. – Shayne Fitz-Coy, Sabot Family Companies
20. The Ideal System
Build the system, not just the roster. A global talent strategy isn’t about hiring superstars—it’s about designing a system where average people can thrive. The key is knowing what’s fixed and what’s variable. Lock in processes and expectations, but build flexibility for local cultures. In my experience, a great system turns good talent into a powerhouse. A bad one turns rock stars into wasted potential. – Sam Henry, WealthSmyth
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