Introduction
It’s 2025, and almost every company I speak to is looking beyond its borders to grow. The problem is, talent at home is less.
Half of executives say they can’t find the skills they need locally. At the same time, about 98% of businesses are planning to expand internationally this year.
Now, if you’re like most scaling companies, you are probably thinking of expanding in Asia. Places like Singapore, India, Malaysia, and even Bangladesh are filled with talent and opportunities.
But the real challenge is doing it without spending months and a fortune on setting up local entities. You also have to stay compliant with local laws and keep your employees engaged in competitive markets.
Here, the right strategies make all the difference. Let me walk you through how you can win at global hiring in 2025.
1. Hire Fast and Stay Compliant with Employer of Record (EOR)
An Employer of Record (EOR)
An EOR is your shortcut into a new market. You don’t need to spend months setting up a legal entity. You just need to partner with an EOR.
Then they become the official employer on paper. They handle contracts, payroll, benefits, and taxes. And you focus on managing the person’s day-to-day work.
Why it matters:
- You can get someone onboarded in just a few days, compared to the 3-6 months it usually takes to create a legal entity.
- You don’t have to stress about the legal side. The EOR keeps everything compliant with local labor laws.
- It’s a safe way to test a market. You can scale up if it works, or pull back without losing big money on setup costs.
VMware, after its spin-off from Dell, partnered with a global EOR to retain and hire staff across markets without adding infrastructure, avoiding delays and ensuring compliance.
Also Read: Talent Management Systems Explained: Features, Benefits, and ROI
| EOR vs. Entity Setup | Employer of Record | Own Entity |
| Setup Time | Days | 3-6 months |
| Legal Risk | Handled by a partner | Your liability |
| Cost | Service fee per hire | $10K–$50K+ upfront |
| Flexibility | High (easy scale) | Low (long exit process) |
2. Streamline Hiring with Technology and AI
Trying to manage global hiring with spreadsheets and emails means errors and delays. That’s why, in 2025, most growth-focused companies are switching to HR platforms with AI built in.
- Automation: everything gets automated for you. You don’t have to manually draft contracts in different languages or double-check tax rules. AI will do it for you. They make sure contracts are compliant and resumes are screened in seconds.
- Efficiency: Some of the newer AI-driven EOR platforms reduce admin work by as much as 95%. That means your team spends less time doing paperwork and more time finding the right people.
- Candidate Experience: The tech also makes life easier for your candidates. With asynchronous video interviews and online assessments, they don’t have to stay up late or wake up at odd hours just to talk to your team in another time zone.
3. Prioritize Compliance with Local Expertise
The rules in Asia don’t stay the same for long. Singapore introduced a new gig worker law in 2025, and Malaysia adjusted wages recently.
A recent survey found that 45% of APAC HR leaders say compliance complexity is their biggest hiring challenge.
Your compliance checklist:
- Train your managers on the basics of each country about things like notice periods and local holidays.
- Lean on an EOR or local advisors to keep contracts, payroll, and contributions updated as laws change.
- Automate the filings so that you don’t have to worry about tax deadlines. A good payroll system can send reminders or even submit them automatically.
- Don’t forget about visas and privacy laws. GDPR, India’s DPDP Act, or local data rules can cause problems if you’re not prepared.
4. Build a Strong Global Employer Brand
In today’s competitive markets, top talent prefer choosing companies that feel fair and inspiring.
- Transparency: You should be transparent about the salary ranges. It instantly builds trust with candidates.
- Flexibility: Don’t expect someone in Singapore to attend your midnight call with your U.S. team. Solution? Try asynchronous interviews. This way, your employees can respond when they are at their best and can give their best. Then the time zone does not matter.
- Clarity: I think clarity is one of the most important aspects when writing the job description. Make sure they are culturally sensitive and tell them how the role you’re providing can actually lead the applicant to success.
5. Compensate Competitively and Retain Talent
Global salary data shows sharp increases in many roles. Oyster’s 2025 report:
- Median salary worldwide: ~$74,700
- Software engineers: ~$84,000
- Marketing coordinators: ~$82,000
- Accountants: +15% YoY increase
| Role | 2024 Avg. Salary (USD) | 2025 Avg. Salary (USD) | Change |
| Software Engineer | 79,500 | 84,000 | +6% |
| Marketing Coordinator | 77,000 | 82,000 | +6% |
| Accountant | 65,000 | 74,500 | +15% |
Retention levers:
- Tailored benefits: You have to show your employees that you care about their needs. Things like health coverage and insurance are different in different countries. All you have to do is make sure that your employees’ needs are understood where they live.
- Work-life balance: Work-life balance is so important in the present times. Offer your employees flexible work options or time off for their well-being.
- Growth opportunities: Provide your employees with mentorships and growth paths.
6. Take a Data-Driven, Strategic Approach
When it comes to global hiring, you need to treat it like a proper plan.
- Set KPIs: Start by tracking the basics. How long does it take you to fill a role? What does each hire actually cost? These numbers give you a clear picture of what’s working.
- Target hubs: In 2025, places like India, Singapore, and Bangladesh are proving to be the places with really talented people.
- Pilot first: Try hiring just two or three roles through an EOR to see how it goes. If it works, then scale it up. If not, you haven’t lost much.
- Stay agile: The truth is, laws change, and economies shift. Be ready to adjust. If one market suddenly gets too expensive or restrictive, you can shift quickly to another.
Also Read: Guide to Choosing the Right Talent Management System
Conclusion
Global hiring in 2025 is all about keeping things simple: move fast, follow the rules, save money, and take care of your people.
When you work with an EOR, you lower the risks and open the door to great talent from around the world.
Hiring in Asia doesn’t have to be costly or confusing anymore. With the right approach, you can bring in the right people quickly while staying compliant and build strong teams that will help your business grow for years to come.
