Western Union’s Post

Hiring for American or British companies in Central European markets like France and Germany can pose significant challenges, often leading to failure if not approached with careful preparation. Learning from my past failures, here are some tips: 1. Recognise the Need for a Different Sales Persona:    - Companies in France and Germany have distinct buying behaviors. Success often lies with sales representatives who prioritise building strong relationships. 2. Prioritise Cultural Fit:   - It's crucial to find a representative who not only aligns with your company's culture but also fits seamlessly into your global team. Start by looking for candidates who have previously excelled in roles with American or British companies. 3. Navigate Local Employment Law:   - Understanding the nuances of local employment law is essential. In France and Germany, employment regulations differ significantly from those in the US or UK. Be prepared to offer generous vacation days and ensure compliance with local laws by leveraging entities like Remote or establishing a German entity. 4. Start Early:   - The hiring process in Central European markets can be lengthy, often taking up to six months to have a fully onboarded representative ready to go. Factor in lengthy notice periods, three months is the standard. These are big markets and can certainly be worth the effort, just make sure you know what you are getting yourself in for. #remote #remotework #france #germany

What did I do yesterday: -Researched new accounts in Cognism and Sales Nav -Calls, calls, calls -Helped a Finnish company currently using another provider in the UK, the US, Spain, and Poland to switch over to G-P -Talked with a Danish company who wanted to convert their contractors in Greece, Germany, and India into full-time employees  (CEO was concerned about retaining their talent while they are planning to aggressively scale up, G-P to help) -Attended a webinar about opportunities for Finnish companies to invest in Spain (a great synergies going on there) -Emails, emails, emails -Took part in two internal training sessions -Booked two meetings to my SE -Recorded a quick follow-up video **** Busy day - what helps me: Starting early (Buenos Dias little kids in the house!) Calendar time-blocking Where I suck: Sticking to those blocks (and they stress me out) Any hacks for that? #bdr #sales #eor #remotework P.s. 👋 to the land of 10000000000 lakes, here we only have one, and it's artificial, like my early morning smile here.

Are you ready to expand your team across borders? Brazil 🇧🇷 beckons! 👋 We’re sharing everything you need to know before hiring talent in this dynamic country: 1️⃣ Why Brazil? Vibrant startup ecosystem Diverse, multilingual talent pool Strategic gateway to South American markets 2️⃣ Average Salaries: Hiring a software engineer? Remote users offer average base salaries of $63,000 to $94,000 USD. Salaries can vary widely depending on seniority, skills, and experience. 💸 3️⃣ Union representation: It’s CRUCIAL to understand the role unions play in Brazil, as they represent all employees in a given professional category and a respective territory. Representation is automatic. 4️⃣ Mandatory pay increases: In Brazil, it’s mandatory to offer annual Q1 pay increases, as guided by CBAs (collective bargaining agreements). 💼 5️⃣ Health checks: Health checks are required before an employee may begin work. Rest easy knowing this is part of Remote’s standard onboarding process for Brazilian employees. 🏥 6️⃣ Essential benefits: According to Brazilian workers, the most essential benefits are paid holidays (84%), sick leave (79%), and parental leave policies (72%). 7️⃣ Relationships matter: Brazilians emphasize personal relationships in business. Take time to build trust and mutual respect! 👥 8️⃣ Navigating hierarchies: Brazilian businesses favor hierarchical structures, with decision-making concentrated at the top. 🏢 Ready to learn more about hiring in Brazil? 🇧🇷 Dive deeper with Remote’s Country Hiring Considerations guide: https://bit.ly/4668MC4

Hiring for Europe

#hiring New Markets Account Executive, Philippines, Singapore, fulltime #jobs #jobseekers #careers #SalesMarketing Apply: https://lnkd.in/gcHb-ydm Our New Markets Account Executives engage with existing customers and new leads to sell the entire Salesforce Customer 360 platform. They build positive, trusted relationships with both key team members and c-suite decision makers within their patch, and become natural at helping customers realize value from their Salesforce investments.You will use your skills to develop opportunities, through both warm leads and whitespace prospecting.Responsibilities: Develop key customer stakeholder relationships and drive customer satisfaction at assigned accountsDevelop and drive the overall long-term strategy for the account, aligned with customer business objectivesLead the end-to-end sales process through the engagement of appropriate resources such as Sales Engineers, Professional Services, Executives, Partners, etc.Territory identification and research, to formalize a go-to-market territory strategy and create a qualified target account list within 30 days.Share Salesforce value proposition for existing and/or new customersDrive growth within an existing assigned accountRequired Qualifications: Account Planning and Strategies: Establishes plans to achieve sales objectives by effectively identifying and qualifying opportunities in the local Philippines market.Research and Discovery: Uncovers a prospect's current processes, business challenges, and strategic goals based on customer use cases and value hypotheses.Solutioning: Identifies compelling value propositions that address customer needs by demonstrating an understanding of technology solutions.Customer Communication: Interacting with customers in a clear, concise, and timely manner using a variety of communication methods

🌏 Hiring an AE to join our Mobility sales team selling Immigration services to the US and Canada 🇺🇸 🇨🇦 📈 Insider tip: We get 100+ applicants per open role. Why? 1. Selling visa services is unique. This isn't about just sales, it's changing our client's lives. - if you aren't passionate about global immigration, this is not for you 🌏 2. Top sellers often apply at Deel to accelerate their careers. It is not for everybody to put in the work it takes to keep up in a hyper-growth global setting. Promotions in 1-2 years are common for top reps and demand is only growing🕴 3. This AE role serves New + Existing clients and works SMB + MM + ENT segments. Talk about opportunity and experience 🏆 If you wanna join the Deel Fam, here's the link and a little early 2000's rap to summarize Look, if you had one shot or one opportunity To seize everything you ever wanted in one moment Would you capture it or just let it slip? 👇 https://lnkd.in/eM4TxpAH

Illustration: How can a Canada-based technology company strategically plan its talent deployment to successfully expand into the German market, considering the need for both local market knowledge and specialized skills? To successfully expand into the German market, a Canada-based technology company can implement a strategic talent planning approach that includes: 1. Identifying Key Roles: Determine the essential roles needed in Germany, such as software engineers, project managers, and sales professionals. 2. Recruiting Locally: Hire local talent for roles that require regional market knowledge, such as sales professionals, to ensure a deep understanding of the local market and customer needs. 3. Relocating Critical Employees: For roles that require specialized skills or deep company-specific knowledge, such as senior software engineers, relocate existing employees from the Canada to Germany. Utilize the EU Blue Card program to facilitate the entry of highly skilled workers into the EU. Eu blue Card: https://lnkd.in/gD582wrV 4. Balanced Talent Mix: Ensure a balanced mix of local hires and relocated employees to blend regional insights with specialized expertise. 5. Cost Optimization: Minimize relocation costs by only relocating employees with critical skills that cannot be easily sourced locally. #Strategic #Talentdeployment #Newmarketexpansion

🎯 Unveiling the Secret Behind a German Enterprise’s Success: Building an IT Team in Bulgaria with Deel 🇧🇬🇩🇪 Imagine a leading German enterprise, poised for international expansion, yet grappling with a crucial need: an expert IT team. Not just any team, but one with a specific skill set, one that lies across borders in Bulgaria. This isn’t just hiring; it’s about navigating legal mazes, cultural nuances, and logistical complexities. 🌐💻 Enter Deel 🚀 🔍 How Deel Transformed the Impossible into Possible: ✅1. Legal Navigation: Deel adeptly maneuvered through the intricate legal landscapes of both countries. They ensured compliance, managed contracts, and navigated employment laws, making the impossible seem effortless. ✅2. Cultural Bridging: Understanding cultural differences is key. Deel’s expertise in global hiring not only facilitated smooth onboarding but also fostered a collaborative environment, respecting both German precision and Bulgarian ingenuity. ✅3. Operational Wizardry: With Deel the German enterprise didn’t just hire; they orchestrated an entire IT operation overseas. Payroll, benefits, taxes - Deel managed it all seamlessly, providing a central platform that unified operations across borders. ✅4. Time and Resource Efficiency: What would have taken months, laden with risks and uncertainties, Deel transformed into a streamlined, efficient process, saving the enterprise invaluable time and resources. 🌟 The Outcome: ✅A high-functioning, innovative IT team in Bulgaria, perfectly aligned with the German enterprise’s vision. Deel turned a complex international hiring challenge into a triumphant story of global collaboration and strategic success. 💡 Think about it: What complex hiring challenges could Deel help your company navigate? #Deel #GlobalHiring #Innovation #BusinessSuccess #InternationalExpansion #HRStrategy #HR #Remotework

Are you ready to expand your team across borders? Brazil 🇧🇷 can be the perfect spot! 👋 ICYMI: We’re sharing everything you need to know before hiring talent in this dynamic country: 1️⃣ Why Brazil? Vibrant startup ecosystem Diverse, multilingual talent pool Strategic gateway to South American markets 2️⃣ Average Salaries: Hiring a software engineer? Remote users offer average base salaries of $63,000 to $94,000 USD. Salaries can vary widely depending on seniority, skills, and experience. 💸 3️⃣ Union representation: It’s CRUCIAL to understand the role unions play in Brazil, as they represent all employees in a given professional category and a respective territory. Representation is automatic. 4️⃣ Mandatory pay increases: In Brazil, it’s mandatory to offer annual Q1 pay increases, as guided by CBAs (collective bargaining agreements). 💼 5️⃣ Health checks: Health checks are required before an employee may begin work. Rest easy knowing this is part of Remote’s standard onboarding process for Brazilian employees. 🏥 6️⃣ Essential benefits: According to Brazilian workers, the most essential benefits are paid holidays (84%), sick leave (79%), and parental leave policies (72%). 7️⃣ Relationships matter: Brazilians emphasize personal relationships in business. Take time to build trust and mutual respect! 👥 8️⃣ Navigating hierarchies: Brazilian businesses favor hierarchical structures, with decision-making concentrated at the top. 🏢 Ready to learn more about hiring in Brazil? 🇧🇷 Dive deeper with Remote’s Country Hiring Considerations guide: https://bit.ly/4668MC4