News

If you’re exploring international expansion, here’s how to approach global hiring with structure, local insight, and the right partners –so nothing gets lost in translation.

You’ve done the research. You’ve weighed the risks. And now, you’re seriously considering expanding your business across borders.

You’re not alone. Global growth is back on the table for many companies. But even for well-resourced teams, it’s easy to feel stuck before you ever make your first international hire.

Here’s the good news: You don’t have to figure it out alone.

At PayReel, we’ve helped teams avoid costly missteps by applying the right strategy, in the right order, with the right support…

Step 1: Start With a Readiness Check

Before anything else, take a clear-eyed look at what your business is truly prepared for:

• Do you have the budget for international setup costs?
• Can your internal team handle the added compliance burden?
• Do you know how to identify the right countries to expand into—and in what order?

This isn’t about checking boxes; it’s about knowing what’s practical right now, and what can wait. We help clients talk through these questions every day, especially when internal teams are juggling multiple initiatives at once.

Step 2: Get to Know the Local Rules (Before You Hire)

Every country has its own labor laws, tax codes, and classification rules. What counts as a contractor in one country may legally be an employee in another—regardless of what your contract says.

This is where many teams stumble. They assume they can replicate their U.S. hiring model abroad and adapt as they go. That almost always backfires.

We’ve seen what can happen when local laws are an afterthought. That’s why we help teams proactively evaluate each country’s requirements—and build a plan that protects your business from day one.

Step 3: Don’t Go It Alone –Find the Right Local Partners

You’ll need more than a good intentions and a strong HR team. Smart global hiring requires:

• In-country legal and tax experts
• Reliable payroll providers
• A proven Employer of Record (EOR) if you want to test a market without setting up an entity

At PayReel, we act as a central hub, connecting you to trusted local partners and handling the operational lift. That means fewer unknowns and faster execution.

Step 4: Plan for Cultural Fit (Not Just Compliance)

Beyond legal and financial concerns, successful global teams also think about how to lead across cultures. What motivates employees in one country might feel tone-deaf in another. Even how you communicate benefits or run meetings can have a big impact.

Cultural misalignment doesn’t always show up on day one, but it will show up. It’s essential to build hiring and onboarding strategies that reflect local norms and avoid friction down the line.

Step 5: Build for Scale

If you’re only focused on getting your first international hire in the door, it’s easy to forget that global growth compounds fast. The decisions you make today –what systems you use, how you classify workers, what contracts you issue– will either support or slow down your future growth.

Remember to think beyond the first hire and set up scalable, repeatable processes so you’re not reinventing the wheel every time you enter a new market.

Moving Forward With a Guide You Can Count On

Going global is a big step. But with the right strategy and support, it doesn’t have to feel overwhelming. PayReel brings structure to what often feels like chaos. We’ve done this before, and we’re here to help you do it right—from the first hire to your long-term expansion goals.

Have questions or ready to take the next step?

In an increasingly interconnected world, it may seem surprising that more companies aren’t expanding their reach globally—whether through entering new markets or tapping into international talent. After all, technology has made cross-border communication seamless, and globalization has opened doors to new opportunities like never before. So why are many businesses still hesitant to take the leap?

The answer lies in a mix of practical, strategic, and cultural challenges that make global expansion more complex than it may appear. Let’s take a look at some of the main reasons holding companies back.

Regulatory and Legal Hurdles

One of the most immediate barriers to global expansion is navigating the maze of legal and regulatory frameworks in each target market. Labor laws, tax codes, trade regulations, and compliance standards vary widely from one country to another. Even something as seemingly straightforward as hiring an international employee can involve complex paperwork, local legal counsel, and ongoing compliance oversight.

For many smaller and mid-sized companies, the cost and risk associated with this legal complexity can feel like more trouble than it’s worth.

Cultural Differences and Market Fit

Expanding into a new market isn’t just about translating a product or service into a new language. It’s about understanding a completely different cultural and business context. A marketing campaign that works in the U.S. might fall flat in Japan or Brazil. Consumer behavior, purchasing power, and even workplace expectations can differ significantly.

Companies that don’t take the time to deeply understand these cultural nuances risk launching initiatives that miss the mark—or worse, damage their brand.

Operational Complexity

Managing operations across multiple time zones, currencies, and supply chains adds a new layer of logistical complexity. Teams may need to coordinate across continents, customer service must be available in multiple languages, and technology systems need to support global workflows.

For companies without a strong operational backbone or the right technology stack, expanding globally can quickly become overwhelming.

Talent Acquisition and Retention

Finding the right talent abroad isn’t just a matter of posting jobs on global platforms. Companies must understand local hiring practices, salary expectations, and employment laws. Additionally, managing distributed teams requires strong leadership, robust onboarding processes, and effective communication tools.

Some companies are simply not prepared for the management challenges that come with remote or global teams—and would rather hire locally where processes are more familiar.

Fear of the Unknown

Perhaps the most underrated reason companies hesitate to go global is fear—fear of failure, fear of complexity, fear of stepping into the unknown. Many businesses thrive in their home markets and see international expansion as a risk rather than an opportunity. Without a clear strategy and internal expertise, it’s easier to postpone or avoid global growth altogether.

So, What’s the Path Forward?

Despite these challenges, many companies are succeeding globally—and they tend to have a few things in common: a strong local partner or advisor, a clear understanding of market needs, and a willingness to invest in long-term adaptation.

As more tools and services emerge to support global hiring and market entry (such as employer of record platforms, localization tools, and international market research), we may see more companies testing international waters.

But for now, the decision to go global isn’t just about ambition—it’s about readiness.

When it comes to the gig economy, few companies stand as tall as Instacart. With a workforce that includes hundreds of thousands of independent shoppers operating across more than 5,500 cities in the U.S. and Canada, Instacart has centered itself as a major player in the gig economy. Paling only in size to Uber, DoorDash, and Lyft, its influence on how consumers shop for groceries is unmatched.

Given Instacart’s dominant position, it stands to reason they would need to continually innovate in order stay on top and meet the competitive demands of the gig economy. Recently, Instacart introduced new gig work opportunities to expand its reach beyond grocery delivery and into retail data collection.

Beyond Grocery Delivery: Instacart’s New Opportunity for Gig Workers

Instacart is branching into new territory by offering its gig workers roles that go beyond picking and delivering groceries. According to Business Insider, Instacart is now hiring workers to photograph and audit store shelves for brands and retailers. These gigs allow companies to gain valuable data about product placement and inventory while giving Instacart workers more flexible ways to earn income.

This new initiative reflects a broader shift for Instacart—from simply being a grocery delivery service to becoming a data-driven retail support platform. Gig workers taking on these tasks will visit stores, take photos of product displays, and provide “instant” insights to brands and retailers, helping them improve their marketing strategies and shelf placement.

Why This Innovation Matters

For Instacart’s gig workers, this move represents a new income stream that could fit seamlessly into their existing schedules. Instead of depending solely on high-demand grocery delivery periods, workers can diversify their gigs by accepting more consistent, task-based jobs that might offer greater stability and predictability.

For retailers and brands, the timely collection offers a huge advantage. Having accurate insights on product availability, pricing, and display compliance allows companies to make faster, more informed decisions, improving both operations and sales.

However, with every new opportunity comes challenges.

What to Watch Out For

Expanding gig worker roles can create exciting opportunities, but it also comes with risks and logistical complexities.

1. Increased Compliance Complexity: New roles often mean new regulations. Gig workers performing tasks beyond delivery may be subject to different labor and tax requirements, depending on local laws. Failure to comply could result in significant penalties.
2. Liability Concerns: More on-site tasks increase the risk of liability—such as workplace injuries or privacy violations when photographing in stores. Companies need to ensure adequate coverage for these risks.
3. Worker Classification Issues: With diversified gig roles, there’s always the risk of workers being misclassified. If not managed carefully, these roles could blur the lines between independent contractors and employees, exposing companies to legal challenges.

How Partnering with an Employer of Record (EOR) Can Help

Working with an Employer of Record (EOR) like PayReel can help manage these challenges by offering expert compliance and administrative support for gig work programs. Here’s how:

• Compliance Management: PayReel ensures that gig workers are classified properly and comply with federal, state, and local regulations.
• Liability Protection: EORs offer coverage for workplace risks, reducing the burden on companies managing distributed workforces.
• Payroll and Tax Administration: From processing payments to managing tax deductions, PayReel takes care of the administrative details, letting companies focus on growth.
  Scalable Solutions: Whether you’re onboarding five gig workers or five hundred, PayReel provides scalable solutions that grow with your business needs.

By partnering with PayReel, companies like Instacart can continue to innovate while reducing risk and complexity. PayReel provides smart, human-centered compliance solutions that empower companies to embrace the gig economy’s opportunities without sacrificing peace of mind.

PayReel–a long-time trusted provider of workforce management solutions– is excited to announce its entry into the Canadian market. With extensive experience in various industries, PayReel is well-equipped to assist Canadian businesses in managing the evolving workplace landscape.

PayReel offers custom solutions for contingent workforce management and helps clients effortlessly hire, manage, and pay contract workers. Its solutions allow companies to streamline the hiring process, while also minimizing regulatory risks and compliance issues, which increases businesses’ flexibility, expertise, and peace of mind.

The Canadian labor market’s specific regulatory requirements demand a unique approach to workforce management. In addition to offering payroll solutions and reducing the administrative load of tasks related to onboarding and paying workers, PayReel delivers tailored solutions to address local compliance concerns.

The global work environment is rapidly changing, driven by the rise of remote work, the expansion of the gig economy, and the need for flexible workforce solutions. PayReel stands at the forefront of these trends, offering innovative solutions that allow businesses to manage a diverse and dispersed workforce effectively. PayReel empowers businesses to thrive in this new era.

PayReel promotes innovation by enabling businesses to adjust their workforce size according to project demands and market changes. This adaptability encourages a culture of innovation, allowing companies to explore new ideas and strategies with reduced risk and administrative overhead.

PayReel is enthusiastic about supporting Canadian partners to excel in the dynamic and evolving modern workplace and is committed to continuous innovation and excellence in workforce management solutions. This development will also allow PayReel to offer clients in both the US and Canadian markets a turnkey solution to enter the other market overnight. Todd Keener–PayReel’s CEO–said, “We are excited to leverage the US success PayReel has enjoyed for many years to bring a trustworthy solution and locally-supported customer service expertise to Canadian companies.”

For media inquiries, please contact: Jasmine Chan, pr@inboxcommunications.com 613-434-3222 ext. 300

For more information on PayReel’s solutions and services, or to request a consultation, please contact us.

About PayReel:

PayReel is a leading provider of workforce management solutions, specializing in payroll, compliance, and administrative services for businesses across various industries. With a focus on efficiency, compliance, and client satisfaction, PayReel empowers businesses to optimize their contingent workforce management processes and focus on driving growth and success.