Today’s workforce is more global than ever before. Businesses of all sizes are tapping into international talent pools to fill roles, reduce costs, and increase capabilities. However, hiring across borders comes with complexities that can’t be solved with intuition or ad hoc processes.
In a recent Systems Simplified podcast episode, Adi Klevit spoke with Benjamin Moróne, founder of Zabota, about how to streamline and strengthen hiring and collaboration across a global workforce. Their conversation revealed how companies can use systems to overcome common challenges and build high-performing international teams.
Read on to find out the four key takeaways they discussed.
How to Use Systems to Build a Global Team
1. Build a System for Global Hiring
Hiring globally or locally requires more than posting a job online and hoping the right candidate applies. Find the right candidate by building a structured approach. This will enable your team to find employees who align with the role and the company’s long-term goals.
Build a hiring process that includes the following:
- Well-defined responsibilities, KPIs, and success criteria.
- A compelling employer brand and value proposition for international candidates.
- A screening process to ensure the applicants fit with the company culture and have the technical chops for the position.
- Test tasks or case studies to assess real-world thinking.
Building a repeatable system enables you to hire confidently, no matter the candidate’s location.
2. Create Communication Systems that Work for the Entire Team
Whether hiring remote or in-office employees, communication is a challenge for any company. This challenge is amplified for global teams due to time zone differences, cultural expectations, and varied internet infrastructure.
Ensure systems support seamless collaboration by:
- Establishing communication norms (e.g., expected response times and platforms used).
- Providing written documentation and standard operating procedures to reduce confusion.
- Offering structured onboarding that introduces the job, business culture, and workflows.
- Implementing contingency plans (e.g., backup internet, emergency contacts) to stay connected.
Systematizing communication minimizes misunderstandings and sets up your global team for success.
3. Establish Training and Onboarding Norms that Reduce Knowledge Gaps
Employees from different regions may not be familiar with your specific industry, market, or tools. But that doesn’t mean they can’t thrive.
Here’s how you can use your onboarding process to fill those knowledge gaps:
- Document business processes.
- Clearly communicate business goals.
- Define how expectations are met and measured.
- Include tasks that build confidence and knowledge to ensure employees are comfortable with process execution before they begin tackling the meat of their role.
- Assign mentors or point people to answer questions.
Effective onboarding and training systems empower new hires to contribute immediately, reducing ramp-up time.
4. Build Ongoing Evaluation and Support Systems
Once a new hire is on board, continue to evaluate their performance by using structured systems such as:
- Weekly or monthly reviews using role-specific KPIs.
- Feedback loops that identify additional training needs.
- Automated workflows for recurring tasks or check-ins.
- Clear escalation paths for resolving issues.
Don’t rely on guesswork or informal check-ins. Use structured systems to support performance and growth from day one.
Global hiring opens the door to new talent, fresh perspectives, and around-the-clock productivity. However, it only works when supported by the right systems.
If your business is expanding its reach, now is the time to systematize your hiring, onboarding, communication, and evaluation practices. The more transparent your processes, the smoother your team collaboration will be.
Need help designing and documenting hiring systems? Contact Business Success Consulting Group to schedule a complimentary process mapping session.
