Are You Hiring in the Right Place?

When Growth Outpaces Your Team: Local vs. Global Hiring

Hiring has quietly become one of the hardest parts of growth. In the U.S. alone, more than half of small businesses say hiring the right people is their #1 growth obstacle. For founders and growing teams, that raises a tricky choice: keep fishing in the same crowded local talent pool, or cast the net globally where the supply is bigger and the costs often lighter. Neither path is “right,” but the decision will shape how fast and how far your business grows.

Many businesses default to local hiring because it's familiar. But every growth spurt comes with the same pinch point: your team can’t stretch any further. The projects keep coming, but the people to deliver them are maxed out. That’s when you face a bigger question than just “who do I hire next?”, it’s where you hire.

Are we choosing local because it’s best, or just because it’s what we’re used to?

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1. What problem am I actually trying to solve?

Sometimes it’s bandwidth. Sometimes it’s expertise. Sometimes it’s both.

If your bottleneck is physical presence, like store operations, field work, or client-facing roles — local is the only realistic option. But if the problem is specialized skill gaps (data, design, coding, marketing), local hiring often just prolongs the struggle. Global talent pools are bigger and more competitive, so you can solve the gap faster and with better candidates.

2. Is proximity adding value, or just comfort?

Many companies overpay for “in-office convenience” even when the work doesn’t benefit from it. A marketing coordinator doesn’t execute campaigns better because they live in your city. What they do need is clear communication, defined processes, and a way to collaborate asynchronously. If those systems are in place, the location stops adding value and going global gives you more options without hurting output.

3. Am I optimizing for cost, or for growth?

Local hiring can quickly eat into cash flow. For example, a mid-level marketing manager in the U.S. can cost $80k–$100k annually. A global hire with the same skills might cost $35k–$50k. That difference isn’t just savings, it’s runway. It’s the ability to hire two roles instead of one, to scale marketing and operations at the same time, or to free capital for product development. Global hiring isn’t just cheaper, it changes how aggressively you can grow.

You should know this about global hiring

Going global isn’t just about paying less, it’s about unlocking flexibility. You get access to talent pools that aren’t oversaturated, where candidates are motivated, skilled, and ready to grow with your company. But it does come with considerations. Employment laws, payroll, and benefits differ by country, and treating global hires like freelancers without structure can create risk.

But there are realities to keep in mind:

• Compliance matters. Every country has its own employment laws, taxes, and benefits. Treating global hires as freelancers without the right setup can create long-term risks.

• Payroll and benefits need structure. Paying someone abroad isn’t as simple as wiring money; it’s about making sure they feel like part of your team, with stability and clarity.

• Culture and communication are intentional. A global team thrives when you have clear processes, overlapping hours where it counts, and an effort to build inclusion.

The upside? With the right partner Recruitable, these barriers become invisible. That’s when the advantages of global hiring: cost flexibility, speed, diversity, and scalability really start to pay off.

A 2025 report from the World Economic Forum found that companies leveraging international teams saw 34% faster growth and 25% higher retention in operational and support roles.

Considerations When Hiring Abroad

It’s common for small businesses to treat global hires like freelancers and simply send payments via wire. While that may feel easier, it can create serious risks from tax liabilities to misclassification issues. More importantly, it often leaves the worker without stability, which can affect loyalty and performance.

If you’re considering hiring abroad, here are key things to think through:

• Does this role require a contractor or a full employee?

• Do I have contracts that are valid in the hire’s home country?

• How will I manage payroll, taxes, and compliance?

• What systems will I use for onboarding and ongoing communication?

• Am I building a long-term team member or a short-term stopgap?

But here’s the thing: Not having the answers shouldn't be reason to avoid global hiring. There are reasons to get the right help.

With Recruitable, growing businesses can:

• Hire in Colombia without setting up a local entity

• Stay fully compliant (we handle contracts, payroll, and legal onboarding)

• Get matched with vetted, ready-to-work professionals

We hire in Colombia because it’s one of the fastest-growing hubs for remote professionals, with a bilingual, tech-savvy workforce that understands U.S. business culture.

So should you stay local or go global?

If you’re facing these questions and want clarity, we’d love to help. Book a free consultation, and let’s define what’s best for your team and your growth story. We guide you through a tailor-made process so you feel confident every step of the way.

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