Omnipresent

Businesses with global expansion plans in 2025 need to do these 3 things. 👇 George Britton and I were recently interviewed by the team at Business Reporter about how & why global businesses need to make compliance integral to their overseas expansion. Here were my top-takeaways. ✅ Turn compliance into an advantage: Proper cross-border employment practices aren't just about avoiding penalties—they can help you stand out during fundraising, M&A, or IPOs. 🛠️ Pick the right tools for the job: Depending on the country and employee type, consider solutions like employer of record (EOR), contractor arrangements, or VEO models. Flexibility is key. ⚠️ Not all EORs are built equally: Partner with providers that operate fully compliant solutions, avoiding fines or legal issues that could derail your growth.

We're delighted to have partnered with GroWrk to simplify the remote onboarding experience for our customers. When you're managing remote or distributed teams, a smooth onboarding process is crucial - both for a positive remote work experience & for boosting employee retention. We're excited to partner with the Growrk team to help more businesses build a workforce without borders.

The businesses that succeed as they grow globally know these 3 secrets 👇 📋 Compliance equals confidence: ➕ Investors and partners are more likely to trust and collaborate with businesses that prioritise compliance. ➕ Get ahead by understanding local employment laws, tax obligations, and regulatory frameworks. ➕ A compliant workforce isn’t just about avoiding fines—it’s a foundation for long-term global growth and credibility. 🛠️ Tailor your globalisation strategy ➕ Each country has unique labour laws, tax structures, and cultural nuances—there’s no one-size-fits-all solution. ➕ Match the right model to each scenario: ➕ Employer of Record (EOR): Ideal for full-time employees in countries where you don’t have a local entity. ➕ Contractor arrangements: Useful for short-term or project-based work, but beware of misclassification risks. ➕ VEO models: Combine compliance with flexibility for hybrid or evolving workforce needs. ➕ By adapting your approach, you reduce risk and empower your workforce. ❌ Not all EORs are created equal: ➕ Compliance with local labour laws, such as collective bargaining agreements and labour leasing laws, is crucial. ➕ Some providers cut corners by skirting these regulations—putting both you and your employees at risk. To watch the full Business Insider interview with our CEO Guenther Eisinger & host of the Global Workforce Podcast, George Britton, click on the link in the comments.

How to design a global benefits strategy that retains employees & builds your company brand in 6 easy steps 🌏 👇 Creating a global employee benefits strategy can feel overwhelming, especially with so many legal and cultural differences across regions. But designing a well-rounded, compliant benefits package doesn’t have to be complicated! Here’s a 6-step approach to crafting a global benefits strategy that resonates with diverse employees: 🌍 Assemble a cross-functional team Bring in HR, legal, and regional experts for a well-rounded approach to benefits design. 🎯 Define measurable goals Set clear goals like improving retention, reducing absences, and maintaining compliance. 📍 Align benefits with local culture and regulations Tailor benefits to each region’s unique legal requirements and employee preferences. 📢 Gather employee feedback Your employees’ insights can help you fine-tune your offerings to better meet their needs. 📝 Establish clear, compliant policies Document policies for consistency and compliance across all regions. 🔄 Continuously monitor and refine Regularly assess your benefits strategy’s effectiveness and adapt as needed.

Hiring internationally can unlock cost savings, new markets, and diverse skills. But these are the 3 costly errors a lot of companies make 1️⃣ Trusting to incomplete data: basing hiring decisions on limited or anecdotal insights can backfire. Example: one company moved to Zurich for tax perks but spent 70% more on salaries than in London. 2️⃣ Misjudging talent scarcity: some “booming” markets are oversaturated, driving up costs and turnover. 3️⃣ Missing retention blind spots: benefits and culture aren’t one-size-fits-all. Missteps here cost more than just money. To read more, check out the latest edition of Global Team Trends in your inbox.

Why scaling global businesses need to avoid 'naughty teenager syndrome'👇 For a growing business, reaching the milestone of an IPO represents more than market validation; it’s a chance to showcase the company’s maturity and resilience. So here were the tips that Michael Jacobs & Dylan Doran Kennett shared in the recent edition of the Global Workforce Podcast 1. Avoid ‘naughty teenager syndrome’ 🛑 ➕ Prioritise compliance from the start  In the rush of early growth, some companies overlook regulatory requirements, especially around data protection and international compliance. But as Michael and Dylan note, these gaps can complicate IPO or acquisition plans down the road. ➕ Develop a compliance-first culture  Make regulatory compliance a core part of your operational mindset to avoid scrambling when preparing for public scrutiny. 2. Build a strong IPO foundation 🏆 ➕ Strengthen governance early   A mature board with IPO-specific experience helps ensure the company meets governance standards expected by investors and regulators. ➕ Engage crossover investors  Collaborating with investors experienced in public markets can ease the transition and bridge compliance gaps, especially when scaling across UK and US markets. ➕ Establish a compliance framework  Proactively build a robust compliance system that scales with your growth—aligning fast expansion with solid regulatory practices that reassure investors of your reliability. 3. Foster cross-border expertise 🤝 ➕ Invest in an international board Recruit Non-Executive Directors (NEDs) with cross-border experience to guide you through the regulatory nuances of different regions. ➕ Adopt a global mindset  International expansion requires leaders who understand both regional business cultures and market-specific compliance requirements, which can significantly smooth the road to a successful IPO. 4. Signal reliability to future shareholders 🔑 ➕ Position compliance as a value-add:  More than a regulatory checkbox, a strong compliance history signals resilience to investors, positioning you as a stable and trustworthy long-term investment. ➕ Scale with a sustainable vision Balance ambitious growth with scalable governance and compliance frameworks that will support your transition into public markets. #ipo #mergerandacquisition #acquisition

The Omnipresent team, including Paskal Zhelezov 🌎 and Alex Bobchinetskaya are at the Going Global Live for the next two days. 👋 If you're at the conference, stop by stand G3371. We're always happy to chat about ➕ Your key global workforce challenges ➕ Staying compliant when expanding into new countries ➕ How an Employer of Record can help you expand internationally without the need for a foreign presence of your own.

🔴 Tangible vs intangible employee benefits: do you know the difference? 🔴 Employee benefits are no longer “extras”—they’re core to attracting and retaining top talent. But balancing appealing benefits with fiscal responsibility can be tough, especially for global companies navigating diverse laws and cultures. Understanding the difference between tangible and intangible benefits can make all the difference in crafting an effective package. ✔️ Tangible benefits: Think health insurance, pensions, and other financial security perks. These are clear-cut, contract-based elements that directly impact employees’ lives. ✨ Intangible benefits: These include flexible work, mental health support, and professional growth opportunities. While harder to quantify, these can boost job satisfaction and loyalty. Want a global strategy that’s effective everywhere? Start with these six steps: 🌍 Assemble a cross-functional team 🎯 Define measurable goals 📍 Align benefits with local culture and regulations 📢 Gather employee feedback 📝 Establish clear, compliant policies 🔄 Continuously monitor and refine Read the full guide to designing a global benefits strategy here https://lnkd.in/eqPKt3Dw

🚨 Attention startups & scaleups. Is your business falling victim to 'naughty child syndrome?' 🚨 What’s the biggest major milestone your company will go through? For the lucky few, it’s an initial public offering. For the businesses that make it this far, it’s a moment when years of hard work and ambitious growth culminate in going public. It represents business maturity and market validation. For the founders, CEOs or leadership teams that take their company that far, this journey isn’t just about a financial transaction; it’s the moment a private, closely-held vision steps onto the public stage. But of course preparing for an IPO is not easy. The stakes are high, and the demands—especially in areas like compliance, governance, and board structure—are exacting. Regulatory requirements, investor expectations, and the pressure of scrutiny at every level require an entirely new set of capabilities and processes. In those crucial early years where you’re growing your global business, rapid growth is paramount.  But many early-stage companies operate in a phase where rapid growth often overshadows compliance So what does the road to a successful IPO look like? And what are some of the obstacles that businesses face along the way? We were fortunate enough to get the insights of not one but two experts in the IPO strategy and regulatory space - Michael Jacobs and Dylan Doran Kennett. Read some of our key takeaways in the latest edition of 'Global Team Trends' #ipo #startup #scaleup #globalization

Are you an HR manager trying to get your head around global benefits? Never fear, we've put together a global benefits glossary, so you can tell your BIK from your EAP. 👇 #hr #employeebenefits