Instead of 10 people on a team who all share the same background and lived experience, a fully remote, distributed team reflects the company’s global spread of clients and customers. Larger organizations need local expertise and on-the-ground support to help them compete globally.īeing global-first allows companies to access a broader talent pool and increase their diversity – of culture, experience, and thought. Smaller companies need solutions that are a lot more cost-effective, simpler to use, and leverage technology-enabled products. Companies that were unable to be global in the past, are now able to do just that with the help of our SaaS platform and global team with local expertise. We allow companies of all sizes, at all stages to build their global organizations from the beginning. We equip companies with the tools they need to take advantage of emerging trends that allow them to operate internationally. This is why we set up our global employment solutions. You have to consider various employment laws, set up multiple payroll systems, and understand the nuances of salary benchmarking and market-aligned benefits in each country. I’ve seen this first hand with previous companies. When you employ talent in more than one country, your compliance burden grows dramatically. However, building global teams remains complex and fraught with bureaucracy and regulatory hurdles. We have no doubt that global-first business is the future! The fundraising round was led by Tencent and Kinnevik who believe the future of work is global, and that businesses need to stay ahead of the curve in order to win. ![]() The trust in the opportunities offered by remote work was also demonstrated with our recent $120M Series B fundraise announcement. ![]() Ladders’ data also projects 25% of all professional jobs in North America will be remote by the end of 2022, and remote opportunities will continue to increase through 2023. And, there are more remote jobs than ever before on platforms like LinkedIn and Indeed. ![]() For those companies that understand the importance of being global-first and staying ahead of the competition, we’re here to help.Īccording to our research, 84% of leaders are planning to work either fully remotely or hybrid in the long term. Priorities have shifted and companies now recognise a need to respond with new policies that offer flexibility to their teams if they want to stay competitive. ![]() Many companies have had to deal with their employees wanting to move to another part of the country, or halfway around the world, to be closer to family or to find a more fulfilling work-life balance. More than two years later, there is increasing acceptance of remote and global-first work – not just as a stop-gap measure brought about by the pandemic, but as a shift in mindset and strategy. Guenther Eisinger, Omnipresent Co-founder and Co-CEO, and I had worked with global teams before and found that there were too many complexities when it came to hiring the best people – there needed to be an easier way to do that. Omnipresent started as an idea to simplify the process of hiring and paying employees, wherever they find themselves. We founded Omnipresent in November 2019, months before most of the world was unexpectedly flung into enforced remote work.
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