International Team Building Guide

HIRING STRATEGY

International Hiring Framework

INTERNATIONAL HIRING STRATEGY

HIRING MODEL OPTIONS:
☐ Direct hire (local entity)
☐ EOR/PEO (no entity)
☐ Contractor (flexible)
☐ Partner (indirect)

ROLE PRIORITIZATION:
First hires:
1. Regional Sales Leader
2. Account Executive(s)
3. SE/Technical Support

Later hires:
☐ Customer Success
☐ Marketing
☐ Operations

COMPENSATION BENCHMARKING:
☐ Local market data
☐ Cost of living adjustment
☐ Currency considerations
☐ Benefits expectations
☐ Equity considerations

Hiring Model Comparison

Model	Speed	Cost	Control	Risk
Direct	Slow	High	High	High
EOR	Fast	Medium	Medium	Low
Contractor	Fast	Low	Low	Medium

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TEAM STRUCTURE

Global Team Organization

TEAM STRUCTURE OPTIONS

OPTION 1 - CENTRALIZED:
☐ Regional reports to HQ function heads
☐ Tight alignment
☐ Less autonomy
☐ Better for early stage

OPTION 2 - REGIONAL:
☐ Regional GM with full team
☐ More autonomy
☐ Local optimization
☐ Better for scale

OPTION 3 - HYBRID:
☐ Regional sales leader
☐ Dotted line to functions
☐ Balance of autonomy
☐ Most common model

HQ COORDINATION:
☐ Reporting cadence
☐ Decision authority
☐ Resource access
☐ Escalation path

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MANAGEMENT

Remote Team Management

GLOBAL TEAM MANAGEMENT

TIME ZONE STRATEGY:
☐ Core overlap hours: _____
☐ Meeting rotation
☐ Async-first culture
☐ Documentation standards

COMMUNICATION CADENCE:
☐ 1:1s (weekly): _____
☐ Team meetings: _____
☐ HQ sync: _____
☐ All-hands: _____

PERFORMANCE MANAGEMENT:
☐ Quota setting (regional factors)
☐ Pipeline review cadence
☐ Performance review timing
☐ Career development path

CULTURE:
☐ Cross-cultural training
☐ Inclusion practices
☐ Virtual team building
☐ In-person gatherings

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