Core Insights - For many AI startups, "going global" is no longer optional but a necessity, leading to challenges in building an efficient global team [1] - Traditional recruitment methods are increasingly ineffective for overseas hiring, especially for Chinese companies facing high costs in finding suitable global talent [4][5] - A systematic approach to cross-border recruitment involves redefining talent profiles, utilizing social media and professional channels, and implementing structured interviews to validate candidates' core competencies [8][9][11] Group 1: Recruitment Strategies - The first step in recruitment is to redefine the talent profile, focusing on self-motivation and structured thinking as key qualities for remote work [8] - The second step involves using a combination of social media and professional recruitment channels to reach desired talent, emphasizing content-driven engagement rather than traditional job postings [10][9] - The third step is to conduct structured interviews that validate candidates' abilities, focusing on language skills, business acumen, and strategic thinking [11][12][13] Group 2: Employer Branding - Building an employer brand does not require high-cost marketing; it is about conveying company culture and values effectively [15] - Five actionable steps can be taken to establish a strong employer brand, including sharing authentic employee stories and engaging with local influencers [21][36] - The importance of founder visibility in sharing personal insights and experiences to enhance brand authenticity is emphasized [21] Group 3: Employment Models and Compliance - Two primary employment models exist for overseas hiring: independent contractors and full-time employees, each with its own compliance risks [22][24] - The EOR (Employer of Record) model can help companies manage compliance and payroll without establishing a local entity, but it does not eliminate all risks [24] - Key considerations for choosing between employment models include job requirements, business scale, cost-effectiveness, and local labor laws [25][26] Group 4: Cross-Time Zone Collaboration - Effective cross-time zone collaboration relies on utilizing various tools for communication and project management, such as Slack and Google Suite [28] - Regular all-hands meetings and a strong emphasis on leadership responsiveness are crucial for maintaining team alignment and motivation [29] - The right talent is essential for successful remote collaboration, as self-driven individuals require less oversight [29] Group 5: Compensation and Benefits - When relocating employees, compensation should be benchmarked against local market rates, with a recommended increase of 10%-15% over the median salary [31] - Additional benefits, such as relocation assistance and educational support for children, are recommended to enhance employee satisfaction and retention [32] - Compliance with local labor laws and currency stability are critical factors in determining compensation structures for overseas employees [34]