A recent report from Multiplier, titled The Global Hiring Gap, has examined the appetite for international growth and the factors supporting and hindering geographical expansion. 

The findings suggest that hiring internationally will become commonplace. Whilst 37% of organisations currently have global teams, as many as 98% think international teams could be key to future growth. 

Despite the demand for international talent, this fails in many cases due to compliance issues. Labour laws, tax and employer expectations vary distinctly between countries – all of which can inhibit international hiring success and result in skills shortages. 

The data reviewed 500 business decision-makers across the UK, US, Singapore and Australia. 

The insights from those surveyed suggested global hiring has become a solution for entering new markets and bringing onboard specialised skills and talent. 46% of survey respondents suggested international hiring is allowing them to source scarce skills.

There is a chicken and egg effect happening with international talent acquisition, and organisations entering new markets. Many feel hiring global is allowing them to build their international footprint and ensure they have feet on the ground when they enter a new market – but getting started can be a challenge. 

Chief People Officer at TriNet commented: “From a future-of-work perspective, international talent isn’t optional – it’s how we build teams that can operate across time zones, cultures and digital environments around a common company purpose.”

Digital acceleration is increasing the need for specialist skills – often which are hard to come by locally. The report suggests, international hiring is filling a significant gap.

Technology is Driving Demand 

The data confirmed that ‘Digital Transformation / IT’, ‘Finance Automation’, and ‘HR Tech’ skills account for three out of five of the most in-demand skills worldwide. This is a stark reminder of the need for technology and digital skills. 

Embedded in these in-demand skills, is a growing need for AI expertise. 

The report noted that AI is driving the UK’s ‘fastest growing tech skills shortage’. So when expertise can not be secured at home, organisations must look elsewhere. 

The report suggests outdated education systems may be partially responsible for the lack of local talent, pushing 46% of organisations to hire international AI professionals.

As well as specialist technical skills gaps, AI is being embedded into non-technical roles too. Workforce Strategist Jeanne Meister commented: “AI fluency is not optional; it is now an expectation for all employees, no matter their role or level. In 2026, more companies beyond tech will require AI fluency as a baseline.”

Through international hiring, specific regions have become known for their specific talent pipelines. In the last decade, India has boasted strong engineering talent, whilst the Philippines have led in customer support capabilities. However the report shows international hiring increasing in North America, Canada and the US. 

North America comes out on top, and again technology is at the forefront of demand. Software engineers are in the top three in demand roles in North America. Account executives and customer success managers also feature in the top three, suggesting a demand from organisations to build technical products in new regions, as well as sell and expand operations, the findings suggest. 

There has also been a global market shift in employment methods. Previously organisations were employing local international talent for short-term contracts, proving a cost effective labour option. Now as organisations prioritise market knowledge and AI skills, they are looking to appoint on a long-term, permanent basis and retain this talent. 

While 95% of survey respondents plan to increase hiring overall, only 41% plan to increase this through the use of global contractors in the next year.

Compliance Remains a Barrier 

Whilst all of this points to a positive outlook on international growth, organisations will need to overcome compliance challenges. The data found 46% of organisations fail to onboard employees due to compliance issues. 

New hires present local employment challenges, such as different tax obligations and distinct payroll requirements, which if not adhered to can pose significant risks for organisations.

Only 8% of survey respondents were confident they were fully compliant.

As AI lowers the barriers to reaching local talent, compliance becomes the blocker limiting the effectiveness of technology driving international growth. 33% of companies noted immigration and visa restrictions as a major obstacle to accessing talent, indicating the impact that policies can have.

Aaron McEwan, Behavioural Scientist, said: “We can expect global demand for talented people to intensify as AI adoption matures. AI will also make it increasingly easy to find those talented people, wherever they’re located. However, finding them is one thing. If they can’t actually be employed because of restrictive immigration policies, rigid return to office mandates, or the absence of global hiring infrastructure, companies simply won’t benefit from an increasingly fluid global talent market”.

What is known is that compliance and regulation varies extensively between regions, without the right infrastructure, local knowledge and investment, international hiring becomes halted. When policy and compliance restricts remote onboarding, relocation is sometimes looked at. 

The report found that likelihood of relocation was role dependent with AI engineering talent 8× more likely to be relocated internationally for a job opportunity than other positions. 

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While AI skills are driving demand for global hiring, they may also be the solution to compliance challenges. The data found 38% of companies are looking to automate compliance with AI-enabled solutions, as well as drive AI-enabled efficiency in their HR systems. 

Despite tech skills being in high demand, 93% of companies still believe human support is crucial for navigating the complexities of international hiring.

Ultimately the rise of international hiring reflects a shift in how organisations access talent in a digital-first environment. While AI and global connectivity are making it easier to identify skilled professionals, compliance and regulation remain a challenge. 

Businesses that succeed will be those that strike a balance between leveraging technology to scale internationally and invest in the expertise to navigate a complex regulatory environment.