Deel is an online platform that helps companies hire and pay remote workers from around the world. It simplifies global payroll, taxes, and compliance for businesses of all sizes. Deel's services make it easier for companies to build and manage international teams. Deel offers features like automated payments, contract templates, and tax document generation. The platform supports over 150 countries and multiple currencies. This allows companies to tap into global talent pools without the typical hassles of international hiring. Many businesses use Deel to streamline their remote work processes. The platform aims to remove barriers to global employment and make remote hiring more accessible. Users can manage everything from onboarding to offboarding in one place. OVERVIEW OF DEEL Deel is a global payroll and compliance platform that helps businesses hire and manage remote workers. It offers solutions for paying international employees and contractors while handling tax and legal complexities. 1. What Is Deel? Deel is a technology company that provides payroll and compliance services. It enables businesses to hire workers in over 150 countries. Deel handles contracts, payments, and taxes for remote teams. The platform offers features like: - Automated payroll - Contract generation - Tax document collection - Expense management - Time tracking Deel supports multiple payment methods and currencies. It integrates with popular HR and accounting software. This makes it easier for companies to manage their global workforce. 2. History and Evolution Deel was founded in 2019 by Alex Bouaziz and Shuo Wang. The company started as a solution for remote hiring challenges. It grew rapidly during the COVID-19 pandemic as remote work became more common. 3.Key milestones: - 2019: Deel launches - 2020: Raises $30 million in Series B funding - 2021: Valued at $1.25 billion, becoming a unicorn - 2022: Acquires Zeitgold to expand its services Deel has expanded its features over time. It now offers more than just payroll services. The platform includes tools for hiring, onboarding, and managing global teams.

The biggest challenge in global teams? Fair pay across different markets. Here's how leading companies balance local rates with global equity. Pay transparency is changing everything. Companies like Buffer publish their entire salary formula online. This creates trust but also raises tough questions about geographic pay differences. A remote-first startup shares: "We tried location-based pay but switched to global rates. Yes, it's more expensive, but our retention went up 40%." Smart approaches to global pay: - Use salary bands instead of exact location adjustments. Group countries into 3-4 tiers based on market rates and cost of living. - Consider total compensation, not just salary. Some teams offset lower base pay with higher equity in expensive markets. - Make your pay philosophy public. Explain how you set rates and handle location changes. Transparency builds trust. Your compensation action plan: - Review your current global pay spread. Are differences based on clear factors or historical accidents? - Create a simple pay calculator. Include base salary, equity, benefits, and location factors. - Document your compensation philosophy. Share how you balance market rates with internal equity. Quick wins: Start tracking pay equality metrics. Look for unexplained gaps between similar roles in different locations. How does your company handle pay across locations? Share your approach!

The traditional resume-first approach is dying. Here's why top global companies are shifting to skills-based hiring and how you can too. Skills-based hiring is transforming how companies build remote teams. Instead of focusing on degrees or years of experience, companies like Microsoft, IBM, and Google now prioritize specific skills and competencies. This approach is especially powerful for remote teams, where practical abilities matter more than traditional credentials. Here's what makes skills-based hiring work: First, it expands your talent pool significantly. When you remove degree requirements and focus on skills, you can find amazing candidates who learned through non-traditional paths. One remote team leader shared: "We found our best developer from a coding bootcamp - she outperforms teammates with advanced degrees." Testing skills in action works better than talking about them. Create real-world scenarios that match your actual work. Give candidates small projects or problems to solve. This shows you exactly how they'll perform in the role. Here's your action plan: Identify 3-5 core skills for each role. Be specific. Instead of "good communicator," list "writes clear technical documentation for non-technical teammates." Create skill-testing scenarios. If you need a content writer, have them write a sample post. For a developer, give them a small coding challenge. Use structured interviews focused on past examples of using these skills. Ask: "Tell me about a time you optimized a slow-performing process. What steps did you take?" Many companies see 50% faster time-to-hire and 20% better performance scores after switching to skills-based hiring. What's your most effective skill-testing question or task?

Global equity compensation is complex, but critical for retention. Here's what's working in 2024. Market Snapshot: - 82% of tech companies offer equity to global employees - RSUs gaining popularity (31% increase since 2022) - Average equity grant: 0.01-0.5% for early employees - Vesting: 4-year standard with 1-year cliff trending down Stock Options vs RSUs: Stock Options: - Tax-friendly in US, Canada, UK - Complex in Germany, Brazil, India - Exercise price complications - Better for high-growth potential - Higher risk/reward RSUs: - Simpler global administration - Immediate value - Easier tax treatment - Lower upside potential - Better for stable companies Country-Specific Challenges: India: - RSUs preferred - Complex forex regulations - Mandatory local custody Germany: - Options require special structure - RSUs face social security impact - 4-year vest maximum Brazil: - Currency controls - High option exercise taxes - RSUs more common Implementation Guide: 1. Choose instrument by country 2. Set up local entity if needed 3. Create documentation 4. Brief tax advisors 5. Train managers What equity structure works best in your locations? Real Data: - Options: 65% acceptance rate - RSUs: 89% acceptance rate - Mixed: 72% acceptance rate Share your experience below!

🎄 Merry Christmas, Global Employment Network Community! Thank you for an incredible 2024 of building successful remote teams worldwide. Whether you're celebrating across different time zones or cultures, your dedication to better remote work practices has strengthened our community. Here's to more innovation and collaboration in 2025!