Right now, there are people in other countries who could change the trajectory of your company.
The engineer who could finally ship that roadmap. The account executive who could unlock an entire region. The ops lead who's already solved the problem you're wrestling with today.
You've probably met some of them already – on Zoom, in a Slack community, or at a conference. And at some point, you thought:
"We'd love to hire them… but they're in another country."
So you filed it under "someday." Because hiring globally sounds like a nightmare: Opening local entities. Finding lawyers in every jurisdiction. Decoding labor laws you've never heard of. Spinning up payroll systems you don't understand.
So you do what most companies do. You keep hiring locally. You patch together a few "contractors" overseas. You push off the real global strategy until "later."
And slowly, almost invisibly, you cap your own growth.
The Silent Cost of Doing Nothing
On paper, your global situation might look "fine": A Google Sheet of contractors, sporadic wires, and a generic one-page agreement. But look a little closer, and three dangerous things are happening.
1. Limiting your talent pool
When "they're overseas" is enough to kill a hire, you're trading away speed, innovation, and competitive advantage.
- The best person usually doesn't live in your zip code.
- You miss out on 24-hour development cycles.
- Competitors hiring globally will outpace your local-only team.
2. Building latent legal risk
Most setups are duct tape. Full-time staff labeled as "contractors." Local benefits ignored. This isn't strategy; it's liability waiting to explode.
- Misclassification lawsuits are on the rise globally.
- Local authorities are cracking down on "permanent contractors."
- Penalties often far exceed the cost of proper compliance.
3. Burning time on hacks
Every month, your finance team wastes hours on wires, SWIFT codes, and currency conversions.
- "Did the wire go through?" emails.
- Manual reconciliation across different payment platforms.
- High-value employees doing low-value admin work.
There's a Different Way to Run a Global Company
Imagine this instead:
You meet an incredible candidate in another country. You click a few buttons. A locally compliant contract is generated. Payroll is automatically set up in their currency. Their taxes and benefits are handled according to local law.
They join your team like any other employee – quickly, cleanly, confidently. No entities. No legal back-and-forth. No fragile spreadsheets.
Just one platform that quietly handles the global "hard stuff" – so you can focus on building the company.
Meet Deel: Global Hiring and Payroll, Done For You
The global employment infrastructure behind thousands of modern, remote-first companies.
In plain English: Deel lets you hire, pay, and manage people in 150+ countries – without opening local entities or becoming an expert in every country's labor law.
You don't need separate vendors for EOR, local payroll, contractor payouts, or ad-hoc legal support. Deel pulls all of that into one platform.
Hire anyone, anywhere
With Deel, "we can't hire there" disappears from your vocabulary. Choose the country. Decide whether they should be an employee or contractor. Deel generates a locally compliant contract automatically.
- No need to open local entities.
- Forget memorizing labor rules.
- One system for every country.
- Global reach, domestic workload.
Stop gambling with compliance
If you're sending money overseas with generic agreements, you're carrying hidden legal debt. Deel creates country-specific, compliant structures that reflect real labor expectations.
- Localized contracts that hold up in court.
- Correct handling of local taxes.
- Clear classification between employee and contractor.
Make global payroll boring
Payroll should be boring and reliable. No more patchwork of wires, PayPal, and manual spreadsheets. Run payroll once, approve, and everyone gets paid in their local currency.
- Consistent, predictable paydays.
- Centralized approvals.
- Clean reporting for Finance.
- Freedom from "Did you get my wire?" emails.
See costs in one place
Could you answer "what's our total global spend" in under a minute? Deel gives you one dashboard for global headcount, organized by team, country, and entity.
First-class experience
Your engineer in Berlin shouldn't feel like an afterthought. Give them solid contracts, on-time payments, and a professional portal. It builds trust and retention.
Replace a tangle of vendors
Stop managing a local payroll provider in one country, a PEO in another, and a law firm on retainer. Deel replaces that patchwork with one partner accountable for the outcome.
Scale without the bureaucracy
You get big-company global capability with a lean-team footprint. Your HR and finance teams can support multiple countries without drowning in administration.
Your Path to Global Hiring (3 Easy Steps)
Here is exactly what happens when you decide to move forward, mirroring the simplicity you'll find on our platform:
Book a demo & get a free account.
Speak with a global workforce consultant. We'll set you up with a free account ready to suit your team's needs.
Add your people.
From new hires to your existing workforce, onboard effortlessly with our self-serve platform.
Dedicated onboarding support.
From navigating local laws to support for your team members, our dedicated team will help you get set up seamlessly.
Is Deel Right for Your Company?
Deel is a strong fit if...
- • You already work with, or want to work with, people in multiple countries.
- • You care about doing this in a way that won't blow up later legally.
- • You want global infrastructure to be a competitive advantage, not a time tax.
Deel is likely overkill if...
- • You plan to stay in one country only, indefinitely.
- • You don't see global talent as important to your strategy.
- • A simple local payroll solution handles your current needs perfectly.
Questions Leaders Ask Before Switching
Do I have to switch everything at once?
No. You don't have to "rip and replace" tomorrow. Most companies start with a small beachhead—a specific region, team, or set of contractors—to validate the value before expanding.
How does Deel handle compliance risk?
Deel uses localized contracts vetted by legal experts in 150+ jurisdictions. We keep these updated as laws change, reducing your liability for misclassification and payroll errors.
Does this replace my existing vendors?
Yes. Deel typically replaces EORs, local payroll providers, and separate contractor payment tools. It consolidates these functions into one platform.
The world is already hiring without borders.
The question isn't "Will we go global?" It's "Will we do it with a system, or with duct tape?" Deel exists so you can choose the system.
Join thousands of remote-first companies.
P.S.
Every month you postpone building real global infrastructure, you're leaving talent, markets, and momentum on the table – and quietly stacking up risk. Take 30 minutes to see whether Deel can solve that for you. If it's not a fit, at least you'll know exactly why – and what to do instead.