International Recruiting: A Practical Guide for Employers

Finding the right talent is one of the biggest challenges — and opportunities — for today’s employers. According to PwC's 2025 CEO survey, nearly two-thirds of business leaders have made business model reinvention a top priority, recognizing it as essential for sustained growth.

Thanks to technology and the rise of distributed work, hiring no longer stops at national borders. Employers can now access a global talent pool, and candidates can find opportunities anywhere in the world.

In this guide, we’ll cover the fundamentals of international recruiting, step-by-step instructions to get started, and proven best practices for hiring across borders.

What Is International Recruiting?

International recruiting is the process of identifying, attracting, interviewing, and hiring employees from around the world.

The approach builds on the same foundations as domestic recruiting but adds layers of visa compliance, compensation research, and cultural awareness.

Need help managing visas or cross-border hiring logistics? We empower HR leaders to build borderless teams at scale, access the world’s top talent, and create an employee experience that redefines what global work can be. Learn more today. 

The International Recruitment Process

Every organization’s process will look slightly different, but most follow these steps.

1. Identify Hiring Needs

Start by defining what roles need to be filled, and why. Gaps may arise from increased workload, a new project, or the need for specialized skills unavailable locally.

Once you’ve identified the gaps, create a list of target roles and group them by skill, experience, or education level.

2. Build a Recruitment Plan

After identifying priority roles, determine:

• Which positions are high-impact or hard to fill
• Whether you’ll hire through an Employer of Record (EOR) or relocate employees
• Where and how you’ll advertise
• The screening and interview process
• Who will be involved in hiring decisions
  

High-impact roles with scarce skills often benefit most from global outreach.

3. Write a Clear and Compelling Job Description

A strong job description can make or break your hiring success, especially when recruiting internationally.

Be sure to:

• Clearly indicate the position is open to international candidates
• Highlight relocation support and visa sponsorship, if offered
• Focus on skills and capabilities, not just degrees
• Showcase your commitment to diversity and inclusion
• Link to your social channels or company blog to share your culture and values
  

4. Advertise the Position

Post your job across multiple platforms, such as LinkedIn, Indeed, Monster, and international job boards like Jooble or Glassdoor.

To boost reach, consider programmatic job advertising, which uses AI to target the right candidates automatically.

5. Recruit Candidates Proactively

Advertising is only half the job. Reach out directly via:

• LinkedIn and professional networks
• Social media communities
• Industry groups or associations
• Employee referral programs
  

6. Review Applications

When screening international candidates:

• Account for different CV formats
• Focus on transferable skills and relevant experience
• Use blind review processes when possible to minimize bias
  

7. Pre-Screen and Interview Candidates

Be aware of cultural and legal norms that vary by country. Questions acceptable in one place may be off-limits in another.

Keep interviews professional and focused on qualifications. Ask whether candidates already have work authorization or will need visa sponsorship.

8. Determine Compensation

Compensation will vary depending on whether the employee works remotely, at a local entity, or relocates. Review local laws and norms for:

• Minimum wage and overtime
• Paid leave and holidays
• Health insurance and pension requirements
  

9. Extend the Job Offer

Your offer letter should include salary, benefits, time off, hybrid policies, and other terms.

When hiring internationally, consider translating the offer into the local language and clearly outlining relocation or visa support.

10. Hire and Manage Work Authorization

If your candidate needs a visa, start the process immediately. Many companies partner with immigration experts to avoid delays.

Boundless helps employers manage sponsorship and relocation paperwork. Get started today. 

11. Onboard International Hires

Onboarding is your chance to set up new employees for success.

For remote hires, create a digital onboarding plan with clear communication and cultural connection.

For relocated employees, consider cultural integration training or local orientation support. These additions can make a significant difference in retention and satisfaction.

International Recruiting Best Practices

Segment Target Markets

Recruiting practices differ by country. Tailor your hiring approach for each region, understanding local salary norms, job platforms, and candidate expectations.

Offer a Strong Candidate Experience

Communicate clearly, respect time zones, and provide feedback promptly. A thoughtful process builds trust and strengthens your employer brand.

Develop a Global Employer Brand

A strong employer brand attracts more and better candidates. According to Glassdoor, 84% of job seekers say a company’s reputation is important when deciding where to apply, and companies with positive employer brands receive twice as many applications as those with negative ones.

LinkedIn Talent Solutions reports that a strong employer brand can also reduce cost-per-hire by up to 50% and lower employee turnover.

Share success stories of international employees on your website and social channels to highlight your inclusive culture.

Recruit From Emerging Markets

Look beyond traditional markets. Countries with growing economies often offer skilled talent, favorable business climates, and lower hiring costs.

Hire for Skills, Not Degrees

Leading companies are moving away from rigid degree requirements. Focus on demonstrated abilities and potential instead.

Leverage HR Technology

Automation tools, like applicant tracking systems, AI-driven sourcing, and digital onboarding, can streamline your hiring and compliance processes globally.

The Bottom Line

Who you hire defines your company’s future. As global work becomes the norm, international recruiting is no longer just for large corporations, it’s an essential strategy for growth.

With the right plan and partners, hiring globally can help you access talent, diversify your team, and strengthen your competitive edge.

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