「地點就是一切」您在商業和房地產界經常聽到這種說法。全球雇用也是一樣：選擇合適的國家至關重要。公司通常以人才能負擔得起的決定，但是全球擴張不應該是一場爭奪薪水桶底部的競爭。以數據為導向的方法必須兼顧機會與營運風險。因為雖然市場看起來很符合預算，但還有其他隱藏的挑戰可能潛藏在表面下並降低您的盈利能力。
The best countries for global hiring give you access to skilled talent — without the operational surprises. Successfully hiring remote employees in other countries requires a data-driven methodology that balances opportunity with operational risk. This guide explains how to choose a country for global expansion.
低薪陷阱的隱藏成本
根據其低薪水基準選擇一個國家是失敗的最快途徑。雖然與矽谷的 150、000 美元薪水相比，在新興市場支付 50、000 美元的薪水看起來很有吸引力，但隱藏成本可能會迅速增加：
- High attrition: If your competitors are tapping into the same market, bidding wars can inflate salaries and lead to high employee turnover. This means you’re constantly retraining new professionals, which costs time and money. For instance, several U.S. and European companies have set up operations in Bengaluru (Bangalore), India, spiking the demand for experienced software engineers and IT professionals. Attrition rates have been reported as high as 20–30% annually.
- Legal landmines: Complexity can start on day one of hiring your employee. Employers have to deal with obstacles like registering mandatory benefits, handling union notifications, and navigating employment contract structures. Beyond that, highly protective labor laws can make termination expensive. French labor laws are highly protective of employees, for instance. Employers have to follow strict procedures, provide documented reasons, and often pay severance. Employees can challenge the termination in labor courts. This can result in reinstatement orders or additional compensation, quickly turning a low-salary hire into an unexpected legal expense.
- Infrastructure deficits: Unreliable power grids, slow internet, and weak local vendor support can create operational friction for your teams.
國際聘僱地點的 5 因素
以下是可以幫助您評估潛在市場的五個核心因素：
1.人才供應：可用性和競爭
人才供應是關於密度和利基技能的競爭。
- Are the skills you need available? Focus on the specific expertise you need. For example, a multinational company looking to build a cloud-native infrastructure in Brazil can find that, despite the country’s thousands of IT graduates each year, only a small fraction have hands-on experience with advanced DevOps tools and specific cloud platforms.
- What’s the unemployment rate in your industry? If there aren’t many unemployed people in a specific industry, you'll face tough competition for skilled workers. And salaries will likely be higher regardless of the country's economic situation.
- How many companies compete for the same people? If the top five global and local competitors are already ingrained, your speed-to-hire and cost-to-hire metrics will suffer.
2.成本因素：僱用總成本 (TCE)
TCE 代表僱用員工的全部財務負擔。
- What are typical salaries for your roles? Gather current, localized salary data for a direct comparison.
- What benefits do workers expect? In many regions, such as Latin America or the EU, generous severance, long notice periods, and 13th- or 14th-month bonuses are standard expectations. These additions can add 20–50% to the base salary.
- What’s the employer burden rate? This figure includes costs triggered on top of salaries.
3.溝通便利性：時區、語調和語言
分散式團隊必須能夠有效地溝通。這是團隊生產力的關鍵。
- Do people speak your company’s language? Look for high proficiency in your company’s main language, especially in technical fields.
- Is the time zone good for your team calls? A good time zone means fewer late-night calls for you and your team.
- Will communication styles work with your culture? Cultural factors dictate how direct or indirect feedback is delivered. You need to know if their culture will mix well with your team’s management style.
4.法律友好：合規性和風險
法律環境是最大、最不可預測的成本的地方。在其他國家僱用遠端員工時，合規性至關重要。如果弄錯了，您會被處以高額罰款。
- How hard is it to onboard and offboard? Countries with high labor protections make termination complex and expensive. For example, in the Netherlands, terminations require the involvement and approval of local authorities, a process that can take up to five months.
- Are labor unions or worker associations common? Their presence can affect company policies and wages. In Germany’s automotive industry, collective bargaining agreements (CBAs) play a big role in determining wages, working hours, and protections against layoffs.
- Are there strict rules about data privacy and storage? In the EU, companies have to make sure data about EU residents is stored within the EU or in countries with adequate data protection standards. So a U.S.-based company expanding into Germany can need to set up or rent server space in Germany or the EU to comply with GDPR.
5.適合業務策略：與成長保持一致
When you’re hiring globally, the location you choose has to serve your company's macro-strategy.
- Does this match where you want to grow? If your future market is Asia, a hiring hub in Vietnam serves two purposes: talent acquisition and market intelligence. This saves you time and resources later on.
- Are your customers nearby? Placing sales and customer success teams closer to key markets makes sure they get better language support and real-time service.
- Can you find good partners and vendors there? A mature ecosystem of local recruiters, legal counsel, and payroll providers is important for scaling quickly.
按角色劃分的人才熱圖：全球招聘最佳國家
我們已確定特定區域最適合擔任某些職務。
|
角色 |
傳統樞紐（成熟、高成本） |
新興實力（品質提升、中等成本） |
具成本效益的規模（高容量、低成本） |
|
工程與開發 |
歐盟、美國、加拿大、澳洲 |
波蘭、羅馬尼亞、巴西、墨西哥、阿根廷、哥倫比亞 |
印度、菲律賓、越南、烏克蘭 |
|
顧客成功與支援 |
菲律賓、愛爾蘭、葡萄牙 |
哥倫比亞、南非 |
墨西哥 |
|
數位行銷 |
英國、美國、加拿大、澳洲 |
德國、巴西、墨西哥、哥倫比亞、波蘭、西班牙 |
菲律賓、印度、南非、奈及利亞 |
|
設計 |
英國、美國、德國、義大利、日本 |
波蘭、烏克蘭、巴西、墨西哥、越南、菲律賓 |
波蘭、烏克蘭、巴西、墨西哥、越南、菲律賓 |
|
銷售 |
愛爾蘭、葡萄牙、哥倫比亞、菲律賓、南非 |
墨西哥、巴西、波蘭、羅馬尼亞 |
南非、阿根廷、印度 |
其他主要趨勢與洞察：
- Nearshoring dominance: For North American companies, Mexico and Brazil are great nearshoring destinations. They offer strong talent across all categories with little to no time zone offset.
- 歐洲科技走廊： Poland and Romania are consistently cited as the best countries for specialized engineering and financial roles. They offer world-class technical education and strong English proficiency.
- The Role of EORs: If you want to validate these insights and test a specific market, you can partner with an employer of record (EOR). An EOR allows you to hire employees instantly without establishing a costly legal entity.
讓您的位置決策可量度
To master the art of how to choose a country for global expansion, replace subjectivity with an objective scorecard. This tool transforms the five strategic pillars into a clear numerical comparison.
策略性地點計分卡
對於每個位置，在每個類別中指定一個從1 到5 的分數（1 = 匹配度差，5 = 匹配度高）。例如：
|
類別 |
國家 A |
國家 B |
國家 C |
|
人才存取 |
4 |
5 |
3 |
|
成本效益 |
5 |
4 |
3 |
|
時區對齊 |
2 |
4 |
5 |
|
法律複雜性 |
3 |
4 |
3 |
|
策略調整 |
4 |
3 |
5 |
|
總分 |
18 |
20 |
19 |
在這個範例情況下，雖然 A 國家提供最佳的成本效率，但 B 國家在人才獲得、時區調整和法律複雜性方面的得分更強，使其成為較低風險和更具策略性的選擇。
使用這種多因素方法，您的決策是基於可測量的資料，而不是臆測。
G-P 可以提供哪些協助
選擇一個擴張國家不再是爭奪薪水桶底部的競爭。這是一個基於人才供應、成本因素、溝通便利性、法律友好性和商業策略合適性的策略決定。
As the recognized leader in global employment, G-P helps companies of all sizes hire, onboard, and manage global teams in 180+ countries, regardless of entity status. Our AI-powered global employment products and EOR solutions are backed by the largest team of in-country HR, legal, and compliance experts to streamline and simplify the entire global employment lifecycle. Get in touch today and book a demo.
全球擴張是複雜的。跳過昂貴的試驗和錯誤，直接走向成功。
Download the complete Global Hiring Toolkit to unlock better talent, accelerate your market entry, and avoid the hidden operational pitfalls.