The
Gap
98% of companies plan to increase global hiring. So why are 46% failing to onboard global talent?
Outdated systems are holding countries, companies, and talent back. so you don't fall into the global hiring gap.
Methodology
We surveyed 500 business leaders hiring globally across 4 countries: USA, Singapore, UK and Australia. Research on workforce trends was conducted by Vanson Bourne and enriched with insights from global teams experts and Multiplier leadership.
of companies say global hiring is an important part of their future growth strategy
of companies already have global teams today
of companies feel confident they’re managing compliance correctly
Global teams are the
Global hiring has gone from a nice-to-have to a non-negotiable. Global teams help companies enter new markets, bring on specialized skills, and stay nimble.
of companies strongly agree global hiring is essential to in their industry
The talent map
Think global hiring is just about cost savings? Think again — only 9% of companies report looking to hire globally to save on costs. In fact, our report shows a majority of companies are sourcing talent in the U.S. and Canada, countries known for their higher-than-average salaries.
The talent map is being redrawn around skills, a trend accelerated by emerging technologies. 46% of companies are hiring abroad in search of AI skills.
“Organizations sometimes assume global talent is simply a cheaper version of local hires. In reality, it’s not about cheaper talent, it’s about unique skillsets and international insights that are scarce at home and help you grow faster.”
Vanessa Cotlar, VP of People+ Culture, PolicyMe
is
Regulatory complexity is now the biggest operational barrier to scaling global teams. Every new hire introduces legal and operational risk, from changing employment laws and tax obligations to payroll requirements and worker classification. Only 8% of companies say they are fully confident in their international compliance — leaving 92% exposed
of companies know how to handle compliance
of companies struggle with compliance
of companies are to onboard global hires due to compliance issues
“If talent can’t be employed because of restrictive immigration policies or absent global hiring infrastructure, companies simply won’t benefit from an increasingly fluid global talent market.”
Aaron McEwan, Behavioral Scientist
Global teams need
INFRASTRUCTURE
Local systems weren’t built for cross-border complexity.
Each new market adds payroll rules, tax exposure, benefits obligations, and mobility constraints, leaving HR teams juggling patchwork vendors and country-by-country workarounds.
of companies are struggling to manage multiple payroll vendors
Payroll and compliance complexity rank among top operational challenges
of companies cite visa and immigration as a major challenge
“Companies need to be able to hire quickly, confidently, and globally – without stitching together fragmented tools or second-guessing compliance. Global-first infrastructure gives them the foundation to scale and compete in any market.”
Sagar Khatri, Co-founder and CEO, Multiplier
The
starts here
Instead of stitching together local vendors and navigating compliance market by market, companies are investing in global-first infrastructure, unified systems built to handle employment, payroll, and regulatory complexity across borders.
The era of global teams is here – and it needs global infrastructure.
The era of global teams is here. Are you ready for it?
Get the full global hiring report in your inbox in seconds.
On-demand webinar
The global hiring gap: What it's costing you (and how to fix it)
Learn how leaders are navigating AI, compliance, and global hiring trends
Speakers
Sagar Khatri
CEO & Co-Founder, Multiplier
Hung Lee
Curator, Recruiting Brainfood
Catherine Wragg
Chief People Officer, TriNet
FAQ
What is global-first infrastructure?
Global-first infrastructure is a centralized system that enables companies to hire, pay, and manage international employees compliantly without setting up separate entities in each country.
It encompasses Employer of Record services, global payroll, compliance management, AI automation, and human expertise. Instead of stitching together local vendors, companies operate through a unified global platform designed for cross-border growth.
Why do companies choose an Employer of Record instead of opening a foreign entity?
Only 8% of companies feel confident that they are compliant when hiring across borders. Employer of Record (EOR) solutions help close that gap by acting as the legal employer on behalf of a company in a foreign country.
Instead of setting up a local entity, which can take months, require significant legal investment, and create ongoing administrative overhead, an EOR enables businesses to hire quickly and compliantly. The EOR manages employment contracts, payroll, tax filings, statutory benefits, and adherence to local labor laws, while the company retains control over day-to-day work.
How is AI transforming global hiring?
AI is becoming the control layer for global hiring. As companies expand internationally, it helps standardize compliance, automate documentation, and flag risks before they become legal or payroll issues.
In Multiplier's Global Teams Report, 38% of companies say they want to automate compliance checks with AI-enabled solutions, and 43% want better workforce decision-making insights. Instead of reacting to errors, businesses are using AI to apply local rules consistently across countries and reduce operational risk.
Why is payroll considered high risk in global operations?
Payroll is considered high risk because it sits at the intersection of tax law, labor regulations, currency management, and employee trust — and those rules change in every country. In Multiplier's Global Teams Report, 53% of companies cite international tax compliance as a top payroll challenge, 51% struggle with managing multiple vendors, and 47% face issues caused by currency fluctuations.
How can companies scale global hiring without increasing risk?
Companies scale global hiring safely by replacing fragmented systems with centralized, compliance-first infrastructure. Rather than managing multiple local vendors and reactive processes, organizations are investing in unified systems that apply rules consistently across countries and surface risks early, allowing them to expand without multiplying exposure.
What’s the biggest global hiring trend in 2026?
Global teams in 2026 will be defined by a decisive shift away from cost-driven hiring toward skill-driven expansion. Only 9% of companies say they are expanding internationally primarily to save costs. Instead, organizations are going building global teams to access specialized expertise, particularly in areas like AI and digital transformation. This is leading them to hire more in regions like the USA & Canada.
The era of global teams is here. Are you ready for it?
Get the full global hiring report in your inbox in seconds.