Hiring isn’t just about filling a position and getting a job done. Today, it’s about finding candidates with goals that perfectly align with your organisation and talents that justify the job. Moreover, it’s about making sure your employees feel engaged and appreciated in their new roles.
In fact, 64% of recruiting leaders predict that the future of recruiting will favour the employees more than the employers.
This holds true for all kinds of hires—remote, international, or in-house. Especially when hiring internationally, you need to consider a whole lot of factors, such as compensation, benefits, engagement, onboarding, and more, to make sure you attract the right candidates.
Whether you’re expanding your business in a new location or wish to explore beyond the local talent pool, hiring abroad is your best bet to find the perfect fit for your team—particularly if you’re looking to hire in Europe or hire employees in Europe across diverse markets.
In this guide, we’ll share everything you need to know about hiring abroad and accessing Employer of Services (EOR) in Europe, including how hire abroad with Employer of Record Europe models simplifies global expansion and compliance.
Why Hiring Abroad could be the Best Idea?
Hiring a candidate that fits the job profile and has the right amount of skills and experience for the role isn’t a piece of cake. It takes about a week to 30 days to hire a new employee, and this timeframe includes sourcing eligible candidates, screening them, interviewing them, and then initiating the offer. Not to forget, preboarding and onboarding too are now considered an essential part of the hiring process.
When you’re filling up an urgent position, chances are you cannot afford to go wrong with the hiring process. You need to have the right candidate who’s fit for the role accept your job offer and join by the required date before you can actually tick ‘hiring’ off your list. Your chances narrow down when you hire locally, as you only get access to a handful of talents.
By going international, you mainly broaden your spectrum and get hold of the best talents around the world. Moreover, by hiring an international candidate, you bring diversity to your team, which adds a new element of culture to your workplace. You get to learn about other countries’ cultures and show them your ways to work collaboratively with each other.
Additionally, if you’re planning to set up a new office in a foreign country other than your homeland, it’s best that you start bringing in more locals from that country to your team. Alternatively, many companies choose an EOR-led approach instead of setting up an entity, especially when entering the EU market for the first time. It will not only make the transition easier but also help you expand your business effectively in that location.
Convinced about hiring international candidates? Now, let’s look at some best practices to streamline the hiring process and find the right candidates for your team.
Best Practices for Hiring Abroad
Get Hold of the Local Practices
It’s always a good idea to get acquainted with the locality of the country you’re hiring from, in this case, Europe. Europe is linguistically diverse, with multiple languages spoken across different countries. Depending on your company’s language requirements, assess the candidate’s language proficiency in the necessary languages.
Moreover, take the following factors into account:
- Research and familiarise yourself with the cultural norms of Europe and its various countries. Refer to our country guides to learn about their labour laws, work culture, probation period, leave policies, salary ranges, statutory benefits, etc. This becomes even more critical when working with an Employer of Record Europe or Employer of Record EU model, where compliance varies by country.
- Different countries in Europe have varying approaches to work-life balance. Some cultures prioritise long vacations, shorter work hours, and family time. Recognise and accommodate these differences when establishing work schedules and expectations.
- Understand how people in the candidate’s country or region typically approach management and decision-making. Some cultures may value hierarchy and formal structures, while others prioritise a more egalitarian approach.
- Take note of significant holidays and celebrations in the candidate’s country. Be respectful of time off during these occasions and show an interest in learning about their cultural traditions.
Make the Right Connections and Network Hard
Networking the right way can take you places and, in this case, to Europe and connect you with the best businesses and influencers there. That’s one aim you must keep in mind when hiring a candidate abroad—especially if your goal is to hire employees in Europe efficiently and at scale.
Here are some tips for networking as a recruiter:
- Participate in relevant industry events, conferences, and seminars across Europe. These gatherings provide opportunities to meet potential candidates, learn about the latest trends, and expand your professional network.
- Partner with European universities, colleges, and technical schools to access fresh talent and build relationships with graduates.
- Encourage your current European employees to participate in referral programs. Employee referrals can lead to high-quality candidates who are a good fit for your company culture.
- Build relationships with reputable recruitment agencies in European countries. These agencies can help you identify qualified candidates and manage the hiring process efficiently. Many organisations also collaborate with a European Employer of Record to accelerate hiring while managing local compliance and payroll requirements.
Invest in learning and development
Learning is a huge part of any job. When candidates see you giving importance to learning and development and offering upskilling opportunities in your job posts, it’ll tempt them to take you up on your offer and join your company.
Here are some tips for you:
- Talk about the importance your organization gives to learning in your job posts and, if possible, provide a glimpse into your learning plans.
- Talk about employee training and upskilling constantly on your social profiles (read: LinkedIn). It’ll show your potential candidates your passion for facilitating training in the workplace.
- Partner with a learning and development platform that offers subscription services with unlimited learning experiences.
Talking about learning and development platforms, companies like BetterUp facilitate the process for you and create customized learning programs for each employee.
Build a Professional Brand
One of the best ways to impress a potential hire is by showcasing your values, company culture, and milestones on your socials, preferably on LinkedIn. A well-defined and positive brand can make your company stand out as an employer of choice and appeal to top talent—particularly when competing to hire in Europe’s highly competitive talent markets.
Here are some best practices:
- Define what makes your company unique and attractive to potential employees. Identify your company’s values, culture, benefits, career growth opportunities, and work-life balance.
- Develop a cohesive and authentic narrative about your company’s history, mission, and impact. Share success stories of current employees to demonstrate the positive experiences of working at your organization.
- Maintain an up-to-date and engaging website with a dedicated careers section.
- Encourage your current employees to share their experiences on social media and professional platforms. Employee advocacy can amplify your brand message and attract potential hires through word-of-mouth.
- Emphasize the opportunities for professional development and career growth within your company. Show how you invest in your employees’ skill development and advancement.
- Position your company and its leaders as thought leaders in the industry. Publish informative and relevant content, such as blog posts, whitepapers, and webinars, to showcase your expertise and attract like-minded talent.
Invest in EoR Services
Investing in Employer of Record (EOR) services can offer several benefits to businesses, especially when it comes to managing global expansion, hiring international talent, and ensuring compliance with local employment laws.
Here are some ways in which EOR services can help:
- Instead of setting up legal entities in each country, which can be time-consuming and costly, you can use EOR services to start operations in a new country without the need for a local entity.
- Hiring employees in foreign countries requires adherence to complex local labor laws, tax regulations, and employment practices. An Employer of Record EU provider ensures have expertise in navigating these legal complexities, ensuring that employment contracts, payroll, benefits, and taxes are all in compliance with local regulations.
- EOR services streamline the hiring process for international talent. They handle administrative tasks, such as employment contracts, onboarding, and payroll, allowing you to focus on finding the right candidates quickly and efficiently.
- EOR services assume legal employer responsibilities, reducing the risk of penalties and fines associated with employment law violations.
- By outsourcing employment-related administrative tasks to EOR providers, you can focus on your core competencies and strategic goals rather than getting bogged down in complex HR and legal matters. This is why many companies look for the best Employer of Record in Eastern Europe when expanding into cost-efficient, high-skill talent hubs.
Choosing the right Employer of Record in Europe: what really matters
Once you decide to expand and hire in Europe, choosing the right EOR partner becomes a strategic decision—not just an operational one. The European market is complex, with varying labor laws, social security systems, and employee protections across countries. A reliable Employer of Record Europe partner acts as more than an administrative middleman; they become your compliance backbone.
When evaluating EOR services Europe, start by assessing their country coverage. Europe is not a single employment market. An Employer of Record EU should have strong in-country expertise across EU member states, along with the ability to manage non-EU European countries where regulations differ significantly.
Key factors to consider include:
- Compliance depth: Can the provider handle local contracts, notice periods, probation rules, and statutory benefits accurately for each country?
- Payroll reliability: International payroll in Europe EOR solutions must account for country-specific tax brackets, social contributions, and reporting timelines.
- Employee experience: Localised onboarding, benefits administration, and HR support play a major role in retention.
- Scalability: Your EOR should support one hire today and 50 tomorrow—without requiring a platform or process change.
For companies targeting cost-effective yet highly skilled talent pools, identifying the best Employer of Record in Eastern Europe can unlock faster hiring and stronger ROI. Eastern Europe offers access to engineering, product, and operations talent, but only if employment compliance is handled correctly.
Ultimately, the right European Employer of Record enables speed, reduces risk, and gives your business the confidence to grow across borders—without building entities from day one.
How EOR enables faster, compliant hiring in Europe without entities
Speed is often the biggest competitive advantage when companies hire employees in Europe. Traditional expansion models require months of legal setup, banking approvals, and regulatory registrations. An Employer of Record EU eliminates this bottleneck by acting as the legal employer on your behalf.
With hire abroad with Employer of Record Europe models, companies can onboard talent in days instead of months—while staying fully compliant with local employment laws. This is particularly valuable in Europe, where employee protections are strong and missteps can lead to heavy penalties.
Here’s how EOR simplifies European hiring:
- No local entity required: You can legally hire in Europe without registering a subsidiary or branch.
- Country-specific compliance: Employment contracts, benefits, termination rules, and statutory contributions are handled locally.
- Centralised operations: One platform manages multi-country employment while adapting to local nuances.
- Risk mitigation: The EOR assumes employer liabilities, reducing legal and financial exposure.
Beyond compliance, European Employer of Record solutions support strategic workforce planning. Businesses can test new markets, hire project-based teams, or build distributed European workforces before committing to permanent expansion.
This flexibility is especially powerful for startups, scaleups, and global enterprises navigating uncertain markets. Whether you’re hiring a single specialist in Germany or building a regional team across Eastern Europe, EOR lets you move quickly without compromising compliance.
In short, EOR transforms European hiring from a legal challenge into a growth lever—helping businesses scale globally with confidence and control.
Pay Special Attention to Pre-boarding and Onboarding
Preboarding and onboarding are essential processes for successfully integrating new employees into an organization and setting them up for success—especially when you hire employees in Europe across different countries and cultures.
Here are some tips:
- Begin the pre-boarding process as soon as the candidate accepts the job offer.
- Provide the new employee with welcome materials, such as an introduction to the company culture, an employee handbook, and any necessary paperwork for onboarding.
- Introduce the new hire to a buddy or mentor within the company who can offer guidance, answer questions, and help the new employee feel comfortable before officially starting.
- Share practical information, such as the first-day schedule, dress code, and any specific details about the work location or remote setup.
- Conduct a formal welcome session on the first day. Introduce the new hire to the company’s mission, values, and goals, and introduce them to key team members and leaders.
- Schedule regular check-ins with the new employee to ensure they feel supported, address any concerns, and provide feedback on their progress.
Hire the Best Global Talent for Your Organisation
International hiring opens many doors and offers you a vast pool of talents that is hard to find locally. Whether you choose to hire in Europe directly or hire abroad with Employer of Record Europe, following best practices will help you find the best fit for your organisation.
Parallely, focus on building your online presence (social media and website) and create thought-leadership content that represents the work you do in your organization. This will help attract the talented crowd across the globe and help you expand your reach. When combined with the right Employer of Record Europe strategy, this approach helps you attract top European talent while scaling globally with confidence.
Conclusion: Build a future-ready workforce in Europe
Hiring abroad is no longer just an expansion strategy—it’s a competitive advantage. Europe offers access to diverse, highly skilled talent, making it an attractive region for companies looking to hire in Europe and build globally distributed teams. However, successfully navigating European hiring requires a deep understanding of local labor laws, compliance requirements, and the right hiring model for each stage of growth.
This is where flexible global employment solutions come into play. Whether your goal is to hire employees in Europe quickly, test new markets, or scale operations across multiple countries, choosing the right approach can significantly reduce complexity and risk.
With WorkMotion’s Employer of Record (EOR) solutions, businesses can legally hire abroad with Employer of Record Europe models—without setting up local entities. An experienced Employer of Record Europe or Employer of Record EU partner ensures compliance with country-specific employment laws, benefits administration, and international payroll in Europe EOR requirements. This makes EOR an ideal solution for companies seeking speed, flexibility, and compliance across the region.
For organizations ready to establish a deeper footprint, Direct Hiring supports entity-based employment while maintaining local compliance and operational control. Meanwhile, Contractor Management enables companies to engage independent professionals across borders, supporting agile workforce models while mitigating misclassification risks—an important consideration when working with European talent.
Together, these three models empower businesses to scale with confidence. Whether you’re evaluating EOR services Europe, expanding through direct employment, or building a contractor-led team, the right global employment strategy allows you to unlock Europe’s talent potential and build a resilient, future-ready workforce.
