While hiring a data scientist from Brazil for a UK role, we faced unexpected delays with the visa process. Instead of losing momentum, we partnered with an immigration expert early on and set up a phased remote onboarding plan. This kept the candidate engaged and project timelines intact. It taught me that proactive legal guidance and flexibility in onboarding are key to overcoming global hiring hurdles.

Visa and work permit hurdles are often one of the biggest issues for businesses exploring international talent. One way around this is to look at global hiring models that don’t require employer sponsorship, e.g. engaging remote team members who remain legally employed in their home country but are fully integrated into your team. It can dramatically reduce red tape while still giving you access to exceptional talent. Of course, compliance is still important so partnering with specialists who understand the legal, tax, and employment landscape in both countries can make all the difference, especially when you want to scale without adding risk. Step Ahead can help with this.

I would start by researching country-specific regulations and timelines. When we were hiring an international professional, we worked closely with HR, legal teams, and external immigration consultants to ensure compliance. That said, sometimes it can be quite tricky and what you need to do (foremost) is to be fully prepared to minimize surprises.

I don't have any advice beyond what has already beens aid, but I am curious, are there any activities that a company can do to be prepared? I am thinking about any materials or artifacts that can be prepared before you select a candidate to help mitigate risk.

To tackle visa and work permit challenges, companies should work with local immigration experts and stay updated on country-specific laws. For example, partnering with an agency in Germany can help speed up the process and avoid costly hiring delays.

While hiring a Payroll Officer from the Philippines for a role based in the UAE, we encountered unexpected complications with document attestation and visa approvals. Instead of stalling the process, we brought in a local PRO early and temporarily onboarded the candidate as a remote consultant through an approved agency. This approach kept payroll operations on track and the candidate fully engaged. It reinforced the importance of early legal coordination and flexible onboarding models in global hiring.

I’d consult legal experts, stay updated on local regulations, and plan ahead to ensure compliance with visa and work permit requirements for each country.

I’d work closely with immigration experts, stay updated on local laws, and plan hiring timelines to ensure smooth visa and work permit processing.

To tackle visa and work permit challenges in global hiring, start by understanding the immigration laws of each target country. Work with legal experts or immigration consultants to ensure compliance. Plan ahead, as processing times can vary. Maintain clear communication with candidates about required documents and timelines. Using global Employer of Record (EOR) services can also simplify hiring across borders by handling legal and administrative tasks.

Start by knowing the rules in each country, no shortcuts here. Partner with local experts or legal teams to stay compliant. Plan ahead, as visa timelines can shift fast. Keep candidates informed at every step. When you mix preparation with clear updates, global hiring feels less like a maze and more like a map.