Immigration Process: A Step-by-Step Guide for Global Employers

In my experience guiding organizations through the realities of cross-border hiring, the process of international relocation, work authorizations, and especially green card sponsorship can overwhelm even the most prepared teams. Yet, with the world growing more interconnected, businesses—especially in IT and fast-growth sectors—can’t ignore the need to bring global talent on board. The goal of this guide is simple: help global employers understand each phase of the immigration journey, with a focus on legal requirements, timelines, green card strategy, and how the right support, such as from EWS Limited, can de-risk and accelerate the process.

Why global workforce mobility is growing

I have watched over the past decade as international team-building shifted from occasional to routine, especially for startups scaling after Series B funding. According to the International Labour Organization, there were 169 million migrant workers globally in 2019, almost 5% of the world’s labor force. Remarkably, more than two-thirds of these professionals work in high-income countries, such as those in North America and Europe. This upward trend, also driven by digitalization and shortages in key skills, is set to continue.

On the entrepreneurial side, OECD’s International Migration Outlook 2024 shows migrant entrepreneurs now make up 17% of self-employed workers in OECD economies—a significant jump from 11% in 2006. These numbers matter for employers. Global recruitment is no longer just about compliance; it’s a strategic lever for company growth, operational resilience, and innovation.

The fundamentals: understanding U.S. immigration and permanent residency

Whenever a company considers hiring international employees in the United States, the journey usually starts with work visas and, for key or long-term team members, the green card. I’ve found that, for HR leaders and C-level executives, confusion about green card types, requirements, processing, and post-hire compliance is one of the biggest obstacles to making the leap.

What is a green card?

A green card (officially, a Permanent Resident Card) grants a non-U.S. citizen the right to live and work permanently in the United States. It is a step towards U.S. citizenship but not automatic; green card holders can also renew their permanent residency indefinitely, as long as they follow legal requirements.

Permanent residency means freedom and opportunity in the U.S. job market.

Why is employer sponsorship so significant?

While there are several routes to obtaining a green card, many workers depend on employer sponsorship. The process can be lengthy, detail-driven, and prone to pitfalls if mistakes occur, so I always urge HR professionals and global mobility managers to treat company-sponsored immigration like any other large-scale operational project—one that requires sound planning, precise documentation, and ongoing management.

The key players: understanding the USCIS and related agencies

USCIS (U.S. Citizenship and Immigration Services) is the central agency handling most employment-based immigration cases in the U.S. It reviews petitions, evaluates green card applications, schedules interviews, and issues approvals, denials, or requests for more evidence.

Other bodies may get involved too, such as:

Department of Labor (DOL), especially for labor certification (PERM) in employment-based green card cases
U.S. Department of State for consular processing and visa issuance abroad
U.S. Customs and Border Protection for border entry and admissions

I’ve seen even the most sophisticated companies struggle with these overlapping bodies, so clarity here can prevent many headaches as the process unfolds.

Visa options: temporary vs. permanent residency

Before jumping into permanent residence, most foreign workers arrive on temporary (nonimmigrant) visas. For global employers, the most common include:

H-1B: Specialty occupation visa for positions requiring higher education in fields like technology, engineering, or finance (see details in Pew Research Center’s H-1B visa program data)
L-1: Intracompany transfer visa for executives, managers, or professionals with specialized knowledge
E-2: Treaty investor visa for selected nationalities making significant investments in U.S. businesses
O-1: Visa for individuals with extraordinary ability in science, arts, business, athletics, or education

After arrival, the next goal for both worker and employer is often to transfer to a green card, which ensures the employee can stay long-term and doesn’t depend on annual visa lotteries or renewals.

Types of green cards: family-based vs. employment-based

Both individuals and companies often ask me which green card category fits their situation. The two broadest types are:

Family-sponsored: Relatives of U.S. citizens and permanent residents can be sponsored for permanent residency
Employment-based: Companies can sponsor qualified foreign talent for permanent residency

Each type includes several subcategories, each with unique processes, requirements, and timelines. Let’s take a closer look.

Family-based green cards

These are handled in two main preference groups:

Immediate relatives: This includes spouses, unmarried children under 21, and parents of U.S. citizens. There are no annual limits—applications are processed as they arrive.
Family preference categories: These cover siblings, adult children, and relatives of green card holders. Annual quotas apply, leading to long waits for some countries.

I often tell employers to be aware that family-based green cards can affect an employee’s plans, such as if they marry a U.S. citizen or receive sponsorship through another route.

Employment-based green cards

These are organized into five preference categories (EB-1 to EB-5), each with its own focus and qualifying criteria:

EB-1: Priority workers (extraordinary ability, outstanding researchers/professors, multinational managers and executives)
EB-2: Members of the professions with advanced degrees or exceptional abilities
EB-3: Skilled workers, professionals, and certain other workers
EB-4: Special immigrants (religious workers, some government workers, etc.)
EB-5: Immigrant investors (must create jobs and invest significant funds in a U.S. venture)

For most tech, management, and engineering professionals, I’ve seen the EB-2 and EB-3 routes used most frequently. If your candidate is a well-established leader or expert, EB-1 is an option that can move much faster due to lighter backlog.

How employment-based green cards work: the step-by-step flow

The standard journey to permanent residency for most global hires involves several steps. These must be done in order and with attention to U.S. labor law and immigration policy.

PERM labor certification (if required): For most EB-2 and EB-3 cases, the process starts here. The sponsoring employer must show that no qualified U.S. worker is available for the role, using prescribed advertising and recruitment. The Department of Labor certifies the position after review.
Form I-140, Immigrant Petition for Alien Worker: Once the DOL approves PERM, the company files Form I-140 with the USCIS. This petition asserts that both the role and the employee qualify for green card sponsorship.
Priority date and visa bulletin wait: After the I-140 is approved, the applicant receives a “priority date.” Because annual limits exist in each category and per country, there could be additional waiting time for some nationalities.
Form I-485, Adjustment of Status or consular processing: When the applicant’s priority date becomes current, they may apply for residency. This can be Form I-485 (if already in the U.S.) or through consular processing at a U.S. embassy or consulate abroad.
Interview and final review: The process often concludes with an in-person USCIS interview and a request for supporting documentation (tax forms, proof of employment, updated verification, etc.).

Throughout these steps, attention to detail is absolutely needed. Failing to advertise the job properly, using the wrong wage level, or missing document signatures can set the process back months, or even cause a permanent denial.

Required forms and documentation

To illustrate the green card process, here is a typical document flow:

ETA-9089 (PERM labor certification) – Submitted to the Department of Labor
Form I-140 (Immigrant Petition for Alien Worker) – Filed with USCIS
Form I-485 (Adjustment of Status) – For applicants inside the U.S. going from temporary status to permanent residency
Form DS-260 (Immigrant Visa Application) – For those outside the U.S. undergoing consular processing
Support evidence: job offer letter, proof of business activity, evidence of recruitment, employee CV/credentials, passport info

Correct forms and supporting documents are the foundation for a successful application.

I always suggest maintaining a clear filing system, tracking each step’s deadline, and keeping copies of everything submitted. Mistakes or missing paperwork are leading causes of agency delays or denials.

Legal and regulatory requirements

The U.S. government is strict about employer roles and employee eligibility during the residency process. Here are the key legal checkpoints:

The position must be legitimate, full-time, and have a standard wage (at least at the “prevailing wage” for the local labor market)
The employer needs to demonstrate capacity to pay the wage (often via tax returns, profit/loss statements, and payroll records)
Recruitment must be fair and documented, with good-faith attempts to find U.S. workers
Employees must keep status (no overstays, ongoing valid visa, no gaps in employment)

In my work supporting global businesses, compliance on these requirements has been critical. Mishandled wage calculations, insufficient recruitment details, or missed deadlines can mean starting over or permanent ineligibility for employee and employer alike.

Cost breakdown: what employers and applicants should expect

I’m often asked how much employer-sponsored permanent residency will cost. While every case is different, companies should expect fees for official filings, legal support, and sometimes premium processing. Here’s a sample breakdown:

PERM labor certification filing: No direct fee, but recruitment advertising often costs $1,000–$3,000 or more
I-140 petition: $700 government fee
I-485 application (for adjustment of status): $1,225 per applicant
Legal or consulting fees: $5,000–$10,000 (depends on complexity and provider)
Premium processing (optional): $2,805 as of mid-2024—guarantees response within 15 days from USCIS for I-140
Other costs: medical exams, translations, etc., usually under $1,000 per applicant

Employers often cover many or all costs, especially for strategic hires or in highly competitive sectors.

Accuracy in the application—and investing in experienced support—can save far more than it costs, by preventing delays and avoiding costly re-filings or denials.

How long does it take? Timeline and backlogs

In my experience advising clients, one of the hardest aspects to predict is timing. Each stage has its own queue, and government backlogs are common. As of recent years:

PERM labor certification: 6–12 months (can run longer at busy periods)
I-140 adjudication: 6–10 months (15 days with premium processing)
I-485/consular processing: 6–18 months (depends on the field office or consulate)
“Visa bulletin” backlogs: Some nationalities (notably India and China in EB-2/EB-3) must wait several years because of annual quotas. Others may proceed much faster, especially EB-1 and in “current” categories.

Sometimes, employment-based applicants’ families (spouses and children) can apply together for green cards, but only if certain conditions are met. Managing the expectations of new hires is something I do with regularity, especially in high-mobility fields.

Common reasons applications are denied or delayed

Green card cases often stall (or fail) due to some predictable mistakes and risks. If I could share a checklist for busy HR teams, it would include:

Incorrect or incomplete forms: Small details matter—missing pages, wrong box checked, outdated versions count against you
Gaps in recruitment documentation: Especially for PERM, keeping every ad, response, and decision is fundamental
Wage issues: Not paying the prevailing wage or showing business inability to pay is grounds for denial
Status problems: Overstaying a visa or working without authorization can make applicants ineligible
Criminal records or inadmissibility: Certain legal or medical issues can derail even the best-prepared case

Avoiding these mistakes is easier with checklist-driven project management and, where appropriate, outside expertise.

Special considerations for founders and entrepreneurs

Something I notice in the OECD’s recent migration outlook is the growing number of founders applying for residency as business investors (EB-5) or as “extraordinary ability” professionals (EB-1). Startups—especially those at Series B or C—may want to use this path for co-founders or senior talent.

EB-1A (“extraordinary ability”): Does not require an employer sponsor; candidates need to show sustained national or international acclaim in their field
EB-2 NIW (National Interest Waiver): Allows self-sponsorship for those who prove their work is of U.S. national interest
EB-5 (investment-based): Requires investment (currently $800,000–$1.05 million depending on location) and job creation

While not available to everyone, these options are comparatively flexible but require thorough documentation and, often, a legal or consulting partner to prepare a case that meets strict standards.

The path after a green card: naturalization and citizenship

Permanent residency is not citizenship, but it does set the stage for becoming a U.S. citizen. Green card holders gain many rights—work, live, travel, and bring family—but not all (such as voting). The next stage, “naturalization,” brings both additional requirements and benefits.

How to qualify for U.S. citizenship

Applicants must meet:

Continuous residence: Lived in the United States for at least 5 years (or 3 years if married to a U.S. citizen) after getting a green card
Physical presence: At least half that time must have been spent physically inside the country
Good moral character: No major legal issues; paid taxes; complied with legal obligations
Civics and English test: Basic understanding of U.S. history, government, and ability to speak/read English
Oath of allegiance: Willingness to serve and defend the U.S. if required

Naturalization opens doors—and responsibilities—to life as a full member of U.S. society.

Citizenship grants additional privileges, including the right to vote, run for office, obtain a U.S. passport, and sponsor family for immigration.

Practical tips from my experience: making the process smoother

I have often seen that with the right planning and support, even companies doing this for the first time can succeed. My best advice for global employers includes:

Start early: Work backwards from your hiring needs and build in several months for each stage
Educate managers and candidates: Set realistic expectations about timeframes and requirements
Build a paper trail: Track every ad, every document, and every communication for the file
Stay updated: Regulatory changes, especially around wage levels or categories, occur with little warning
Invest in support: Even for companies with legal counsel, consulting partners can add capacity and help avoid errors
Consider compliance checklists for international hiring to ensure readiness in every jurisdiction

I recommend global mobility managers review the latest data and insights on international mobility to align their HR strategies with current trends. The right foundational knowledge can de-risk even the most challenging relocations.

The expanding role of EWS Limited in green card sponsorship

I’ve seen first-hand how EWS Limited supports businesses at every point of the global workforce journey—offering management of Employer of Record, payroll, and compliance across more than 100 countries. For HR teams tackling green card cases, working with a global mobility partner adds assurance that all rules are followed and no compliance gaps appear.

Companies growing into new markets can often feel intimidated by legal and logistical red tape. Using a central point of contact for traditional employment tasks or an HR strategy designed for international expansion frees up time and resources for business priorities, rather than paperwork and government filings.

Recent developments and future outlook in U.S. immigration

Hiring trends and immigration laws aren’t fixed—they evolve as economic, political, and societal priorities change. For instance, data from the Pew Research Center shows cities like New York, D.C., and San Jose were leaders for H-1B visa approvals in 2023, reflecting demand in tech and finance.

With the U.S. considering updates on wage calculation, quota allocation, and employer obligations, I advise reviewing strategies yearly. Engaging with specialists and leveraging global mobility solutions prepares organizations to adapt—ensuring they remain agile, compliant, and competitive in global talent markets.

For startups, looking at guidance like the global expansion guide for startups can clarify when to consider sponsorship, payroll, or international onboarding. It pays to think not just of today’s hires, but also how residency and mobility efforts set a foundation for sustainable global growth.

Step-by-step checklist for global employers

To finish this practical guide, here’s a summarized step-by-step list based on my consulting experience:

Define your business need. Identify if the position truly requires foreign talent, and confirm the correct green card category.
Run recruitment and wage benchmarks. Begin wage calculations and, if PERM is needed, start the DOL labor certification process.
Prepare and file all legal documents. Gather all supporting paperwork, run internal audits, and ensure compliance before filing any forms.
Communicate with stakeholders. Keep both the employee and management looped in on statuses, timelines, and legal risks.
Set reminders and follow up. Government processing may stall; proactive reminders and responses to requests for evidence are key.
Plan for next steps. Have systems in place for onboarding, payroll, legal status monitoring, and eventual citizenship support.

Success in global mobility rests on preparation, precision, and partnership.

Conclusion: unlocking opportunity through proper planning and support

From PERM labor certification to green card interviews, every phase in bringing international employees into your company’s workforce comes with unique challenges and opportunities. In my years working with global teams and scaling organizations, I have seen that those who prepare—investing in documentation, compliance, and the right partners—are best positioned to reap the rewards of global talent and achieve meaningful, sustained growth.

If you’re considering cross-border hiring or want to refine your organization’s green card strategy, EWS Limited’s tailored solutions can help. Whether you’re ready for your first international hire or seeking to streamline processes for dozens of transfers, our team stands ready to support your business at every step. Reach out now to discover how EWS Limited connects the dots for your company’s growth and expansion.

Frequently asked questions

What is the immigration process for employers?

The typical employment-based process involves proving there is a legitimate need for foreign talent, ensuring compliance with wage and recruitment laws, and sponsoring the employee through a multi-step green card process supervised by USCIS. Most cases start with labor certification (PERM), move to an immigrant visa petition (I-140), and finish with either adjustment of status or a consular interview, depending on the candidate’s location.

How long does the immigration process take?

It varies by case type, employee nationality, and government workload. Recently I’ve seen timelines of 18–36 months from start to finish for standard employment-based green cards, with possible backlogs for certain countries or categories. Steps like labor certification, petition processing, and final adjustment all add months. Premium processing, where available, can speed up certain steps.

What documents are needed to hire foreign workers?

Employers generally need job descriptions, proof of business legitimacy, evidence of recruitment efforts (ads, responses, results), wage documentation, and ongoing payroll records. For the employee, expect copies of passport, visa history, educational credentials, and proof of prior immigration status if applicable. Keeping originals plus scanned files is my strong recommendation for every employer.

How much does immigration processing cost?

Direct government filing fees may total $2,000–$5,000 for an employment-based green card, but overall costs (including legal fees, advertising, medical exams, and translations) for a single hire often reach $10,000–$15,000 or more. Complex cases or premium processing increase budgets further. I advise budgeting for the full process, not just government fees, to avoid surprises.

Can employers sponsor work visas directly?

Yes, most U.S. work visas and green cards require active employer sponsorship. For example, H-1B and L-1 visas, as well as most employment-based green cards, can only be obtained when the employer initiates the process, submits all supporting documents, and ensures compliance with government audits or follow-up requests. Only a few categories (like certain extraordinary ability visas) allow for self-sponsorship.

share on Facebook
share on Twitter
share on LinkedIn

Related Blogs

8 January 2026

Remote Tech Jobs Surge 33% in Ireland: Skills You Need Now

8 January 2026

Remote Work in APAC: 7 Data-Driven Trends for 2026 Expansion

8 January 2026

Can You Afford to Delay Global Mobility Projects? Here’s Why Not

8 January 2026

Remote Payroll Headaches: 7 Mistakes HR Teams Make

8 January 2026

Freelancer vs EOR in 2026: Cost, Risk, and Speed Compared

8 January 2026

California AB 692: What HR Must Know About Repayment Restriction

7 January 2026

How Employee Experience Drives Retention and Business Growth

7 January 2026

How AI Is Transforming Global Mobility: 7 Key Takeaways for 2025

7 January 2026

2025 Gen Z and Millennial Workforce Insights: Key Survey Findings

7 January 2026

How HR Can Reduce Burnout Amid AI, Budget Cuts, and Change

7 January 2026

Immigration Process: A Step-by-Step Guide for Global Employers

7 January 2026

Talent Acquisition: How It Works and Why It Matters for Growth

7 January 2026

International Expansion: A Complete Guide for HR and C-Level Leaders

7 January 2026

Employment Contracts: What HR and Global Managers Must Know

7 January 2026

PEO Explained: How It Simplifies Global Workforce Management

7 January 2026

Tax Equalization: A Practical Guide for Global Workforce Managers

7 January 2026

Global Mobility: A Complete Guide for HR and Global Managers

7 January 2026

Remote Workforce: A Complete Guide to Managing Global Teams

7 January 2026

Employer of Record (EOR): A Complete Guide for Global Hiring Managers

7 January 2026

GDPR Compliance: A Practical Guide for Global Workforce Managers

7 January 2026

Workforce Planning: A Step-by-Step Guide to Strategic Hiring

7 January 2026

Expatriate Management: A Complete Guide for Global Mobility Managers

7 January 2026

Hiring in Egypt in 2026: Tax, Labor, and Compliance Tips for First-Time Employers

7 January 2026

How To Overcome Budget Barriers When Scaling Globally in 2026

7 January 2026

How Recruiters Use EOR to Increase Revenue Per Client

7 January 2026

Expanding into Morocco: EOR Advantages in North Africa’s Fastest-Growing Market

7 January 2026

The EOR Referral Engine: How Global Recruiters Build Passive Revenue in 2026

7 January 2026

2026 Payroll Outlook: What CFOs Need to Know About Global Multi-Currency Compliance

7 January 2026

Global Clients, Local Compliance: Why Agencies Are Partnering With EORs in 2026

7 January 2026

The Rise of EOR in Africa: What Recruiters Should Expect in 2026

7 January 2026

The Secret to Winning Global RFPs? A Strong EOR Partner

7 January 2026

2026 Compliance Challenges for Global Tech Companies: Insights From EOR Experts

7 January 2026

Expanding Key Accounts in 2026: How Agencies Use EOR to Go Multinational

7 January 2026

Portugal Hiring Guide 2026: What EORs Make Easier for Tech and Renewable Firms

7 January 2026

Top 7 Hiring Trends Shaping Global Teams in 2026

7 January 2026

Greece Talent Market in 2026: How Recruiters Are Placing Remotely With EORs

7 January 2026

Hiring in Indonesia: What Global Recruiters Need to Know in 2026

7 January 2026

Entity vs EOR in Europe: What 2026 Expansion Teams Need to Know

7 January 2026

Hiring in Türkiye: Key Labor Laws and Employer Risks in 2026

25 November 2025

GCC Hiring Compliance Update: What’s Changing in 2026

25 November 2025

How to Hire in Turkey in 2026: A Strategic EOR Guide

25 November 2025

Why modern recruitment agencies outsource compliance to EOR partners

25 November 2025

Your 2026 Global Hiring Playbook: How HR, Finance, and Legal Teams Can Align With EOR

25 November 2025

How adding an EOR partner helps agencies win more RFPs

25 November 2025

EOR Opportunities in Poland: Why It’s Europe’s Talent Powerhouse

25 November 2025

Cross-Border Hiring Trends for 2026: Insights for Global Recruiters

25 November 2025

A Recruiter’s Guide to Placing Talent in the Netherlands Without a Local Entity

25 November 2025

Saudi Arabia, UAE, Qatar: EOR Scenarios to Test GCC Talent Before Incorporation

25 November 2025

Europe vs Middle East: where recruiters earn the highest margins with EOR support

25 November 2025

Hidden Europe hiring rules that can kill placements (and how EOR saves the deal)

25 November 2025

How to Build a Scalable Payroll Strategy Across MENA

25 November 2025

Saudi Arabia and GCC becoming major recruitment opportunities through Vision 2030

25 November 2025

Global placements made simple: “From London to Riyadh in one offer letter”

25 November 2025

Europe hiring “hacks” that let agencies place talent without setting up entities

25 November 2025

Contractor vs Employee in Germany: What’s the Risk in 2026?

25 November 2025

2026 Global Expansion Playbook: 8 Countries to Watch for Renewable Talent

25 November 2025

Year-End Headcount Crunch: How EOR Lets You Hire Faster Without Setting Up Entities

25 November 2025

“Place globally, bill locally” — the new recruiter cheat code

25 November 2025

Top 5 Compliance Mistakes When Expanding to the UAE

25 November 2025

Where to Hire in 2026: 10 Countries With Strong Talent and Lower Total Cost of Employment

25 November 2025

Onboarding in 10 Days or Less: What Fast-Growing Teams Should Expect From Their EOR Partner

25 November 2025

EOR vs Contractor in 2026: The Real Compliance Risks Behind “Let’s Just Use Freelancers”

25 November 2025

Why EOR is Key to Winning Public Sector Tenders in Europe

25 November 2025

Turning a 1-country client into a 5-country client with an EOR partner

25 November 2025

Growth formula for agencies using EOR to expand key accounts

25 November 2025

How EOR helps recruiters stay ahead of fast-changing GCC compliance

25 November 2025

Europe vs Middle East: Where an EOR Saves You the Most Time, Money, and Legal Headaches in 2026

25 November 2025

How one strong EOR partner can transform a small staffing shop into a global player

25 November 2025

Competitors winning deals simply because they have an EOR partnership

25 November 2025

Global Hiring in 2026: 7 EOR Trends Every Founder Should Plan For Before Year-End

3 November 2025

Top 5 Mistakes Chinese Companies Make When Expanding to Europe (中国企业拓展欧洲常见五大错误)

3 November 2025

How EWS Helps Chinese Wind Turbine Suppliers Hire Technicians in Spain (中国风电供应商在西班牙招聘技术人员)

3 November 2025

Understanding Kafala System for Chinese HR in GCC (中国HR如何应对中东Kafala制度)

3 November 2025

Using EOR to Launch in New Markets Before Full Investment (中国公司如何通过EOR试水新市场)

3 November 2025

Pitfalls in Cross-border Compensation for Chinese Firms (中国企业跨国薪资管理的误区)

1 November 2025

Winning Over Local Governments: Legal Setup for Industrial Projects (中国企业工业园项目的合规设立流程)

1 November 2025

Employer of Record in Mandarin: What is 境外雇主服务？

1 November 2025

How Chinese SOEs Localize Their Teams in Egypt (中国国企如何在埃及实现本地化招聘)

1 November 2025

Chinese Companies and the Hidden Tax Risks in the EU (中国公司在欧盟的人才税务风险)

1 November 2025

How to Use an EOR for Temporary Projects (中国公司如何为短期海外项目使用EOR服务)

31 October 2025

Going Beyond the Factory: Hiring White-Collar Talent in the Middle East (中国企业如何招聘中东白领人才)

31 October 2025

From Nanjing to Naples: Building Your Team in Southern Europe (中国企业如何在南欧建立本地团队)

31 October 2025

Company Formation vs. EOR: What Chinese Companies Prefer in UAE (中国企业在阿联酋设立公司还是使用EOR？)

31 October 2025

Building Compliance into the “Go Global” HR Playbook (中国出海企业的人力合规手册)

31 October 2025

How to Pay Overseas Contractors From China Legally (中国公司如何合法支付境外合同工)

31 October 2025

Chinese EPC Firms and the Talent War in Saudi Arabia (沙特EPC项目中的中国企业人才竞争)

31 October 2025

How EWS Helped a Chinese Mining SOE Expand to Oman (中国矿业央企成功进入阿曼的案例)

31 October 2025

Why “Go Global” Must Include Compliance (“走出去”战略中的合规盲点)

31 October 2025

Can Chinese EV Manufacturers Hire in Europe Without a Subsidiary? (中国新能源车企如何在欧洲合法雇佣)

31 October 2025

The Real Cost of Non-Compliance for Chinese Firms Abroad (中国企业出海不合规的代价)

31 October 2025

中资企业如何选择欧洲EOR供应商？(How to Choose the Right EOR Partner in Europe)

31 October 2025

2025年最适合中国企业扩张的5个欧洲国家 (Top 5 European Countries for Chinese Business Expansion in 2025)

31 October 2025

出海招聘常见误区：如何避免文化冲突与合规陷阱 (Mistakes Chinese Firms Make When Hiring Overseas)

31 October 2025

与当地政府打交道：中国公司需要了解的合规礼仪 (Cultural Compliance for Chinese Firms)

31 October 2025

沙特与阿联酋人才招聘政策对比 (Saudi vs UAE: What Chinese Companies Should Know About Hiring)

31 October 2025

多币种薪酬：中国企业如何处理外派人员的薪资结构 (How Chinese Firms Structure Multi-Currency Compensation)

31 October 2025

走出国门：中小型中国企业的第一步招聘指南 (Going Abroad: First Hiring Steps for Chinese SMEs)

31 October 2025

中国公司海外人力结构案例分析：制造业、科技与能源 (HR Case Studies: Chinese Firms Abroad)

30 October 2025

EWS助力中国制造企业在欧洲设厂 (How EWS Supports Chinese Manufacturers Setting Up in Europe)

30 October 2025

招聘中东工程师：中国企业的最佳策略 (Hiring Engineers in the Middle East: A Guide for Chinese Infra Firms)

30 October 2025

跨文化团队管理：中国企业如何构建中东欧洲混合团队 (How Chinese Firms Manage Cross-cultural Teams in MENA & EU)

30 October 2025

“一带一路”国别用工政策盘点 (Belt and Road: Country-by-country Labor Law Overview)

30 October 2025

How Guanxi Influences Hiring in the Middle East (关系在中东招聘中的作用)

30 October 2025

Top 5 Risks When Hiring in the Gulf (中国企业在海湾地区招聘的五大风险)

30 October 2025

From Shenzhen to Stuttgart: Chinese Tech in Europe (中国科技企业进军德国市场的策略)

30 October 2025

EWS’s Role in Facilitating Face-Saving Expansions (EWS如何助力中国企业“体面出海”)

30 October 2025

What Chinese Companies Must Know About Saudization (中国企业如何应对沙特化政策)

30 October 2025

Managing Compliance in Multi-country Projects (中国企业多国项目的人力合规管理)

30 October 2025

Why Chinese State-Owned Firms Choose EOR Models Abroad (为何国企选择EOR进行海外扩张)

30 October 2025

Local Talent, Global Growth: Lessons from Chinese Wind Firms in MENA (本地人才如何推动中国风能企业全球增长)

29 September 2025

The $100K Visa Shock: Why Global Hiring Just Replaced the H-1B

24 September 2025

How to Set Up Payroll For Hpc And Ai Teams

24 September 2025

Contracting Machine Learning Talent Abroad

24 September 2025

Everything on Hiring Foreign Phds In German Tech Labs

24 September 2025

Cross-Border Ip Protection In R&D Teams

24 September 2025

How To Classify Freelancers In Tech Innovation

24 September 2025

How Eor Helps Tech Firms Legally Hire In Germany

24 September 2025

Dual Contract Structure For International Researchers

24 September 2025

Data Protection Obligations For Remote Tech Staff

24 September 2025

Germany Research Visa Vs Skilled Worker Visa

24 September 2025

Everything on Nis2 Directive Compliance For Eu Tech Workers

23 September 2025

Global Mobility For Deep Tech Startups In Germany

23 September 2025

Payroll For EU Embedded Systems Developers

23 September 2025

Relocation Support For Semiconductor Experts on EU

23 September 2025

The Absolute Way to Hire Ai Engineers In Germany

23 September 2025

How to Manage Benefits For German Tech Hires

23 September 2025

Germany’S Blue Card Process For Engineers

23 September 2025

Everything on Germany R&D Employment Compliance

23 September 2025

Remote Hiring Of Cybersecurity Analysts In Eu

23 September 2025

Visa Pathways For Quantum Computing Researchers

23 September 2025

Onboarding Robotics Specialists Across EU Borders

23 September 2025

Workforce Planning In Ai-Driven Logistics And Infrastructure

23 September 2025

Visa Processing For High-Tech Infrastructure Staff

23 September 2025

Managing Global Mobility In Sustainable City Projects

23 September 2025

Cross-Border Team Management In Saudi Data Centers

23 September 2025

Hiring Skilled Labor For Green Hydrogen Facilities

23 September 2025

Digital Twin Technology Hiring Trends In Saudi Construction

23 September 2025

Employer Obligations In Public-Private Energy Initiatives

23 September 2025

Navigating Local Labor Laws For Solar Energy Teams

23 September 2025

Talent Acquisition In The Saudi Mining Sector

23 September 2025

Eor Solutions For Ai Engineers In Mega Projects

23 September 2025

Regulatory Challenges In Hiring For Giga Construction Projects

23 September 2025

Contractor Compliance In Smart City Developments

23 September 2025

Classification Of Engineering Consultants In Vision 2030 Projects

23 September 2025

How To Manage Workforce For Neom-Based Tech Projects

23 September 2025

Eor For Multinational Mining Firms Operating In Saudi Arabia

23 September 2025

Employer Of Record For Wind Energy Projects In The Gulf

23 September 2025

Relocation Logistics For International Clean Energy Experts

23 September 2025

Hiring Strategies For Large-Scale Construction Projects In Ksa

23 September 2025

How To Onboard Digital Infrastructure Experts In Saudi Arabia

23 September 2025

Payroll Setup For Renewable Energy Workers In Ksa

1 September 2025

Strategic Relocation To Riyadh Or Doha: A Guide for Global Employers

1 September 2025

Work Visa Processing In Qatar And Saudi Arabia

1 September 2025

Regulatory Onboarding Challenges In Gcc: A Guide for Global Employers

1 September 2025

Qatar Nationalization Policy And Foreign Firms

1 September 2025

Cost Of Setting Up A Business In Qatar: A Guide for Global Employers

1 September 2025

Hiring Trends In Tech Sector Saudi Arabia: A Guide for Global Employers

1 September 2025

Talent Acquisition Trends In Qatar 2025: A Guide for Global Employers

1 September 2025

Saudi Labor Court And Dispute Handling for Global Employers

1 September 2025

Cross-Border Payroll For Ksa And Qatar Teams

1 September 2025

End Of Service Benefits Saudi Arabia: A Guide for Global Employers

29 August 2025

Expansion Opportunities In Saudi Vision 2030: A Guide for Global Employers

29 August 2025

Gcc-Wide Hr Compliance Strategy: A Guide for Global Employers

29 August 2025

How To Manage Expat Benefits In Qatar for Global Employers

29 August 2025

Expanding Into New Markets: Vendor Risks You Should Flag

29 August 2025

A Guide to Cross-Border Equity Vesting for Tech Startups

29 August 2025

Employer Branding for Multinational Teams: What Works Now

29 August 2025

What Global C-Level Leaders Miss About Digital Nomad Visas

29 August 2025

Succession Planning for Distributed Teams: A Practical Guide

29 August 2025

10 Questions Cybersecurity Managers Should Ask Global Vendors

29 August 2025

Relocation Budgeting For Global Tech Firms

29 August 2025

Latam Hiring Strategy: What Global Companies Should Know

29 August 2025

Risk Of Permanent Establishment Explained

29 August 2025

Managing Intellectual Property In Remote Work

29 August 2025

Third-Country National Employment Rules: What Global Companies Should Know

29 August 2025

Building Local Culture In Remote Teams: What Global Companies Should Know

29 August 2025

Expat Onboarding Best Practices: What Global Companies Should Know

29 August 2025

Employer Of Record Services In Saudi Arabia: A Guide for Global Employers

29 August 2025

How To Hire Employees In Qatar Legally: A Guide for Global Employers

29 August 2025

Payroll Processing In Saudi Arabia: A Guide for Global Employers

29 August 2025

Qatar Labor Law Essentials For Foreign Companies for Global Employers

29 August 2025

Saudi Arabia Iqama Sponsorship Explained for Global Employers

29 August 2025

Corporate Tax Compliance In Qatar: A Guide for Global Employers

29 August 2025

Nitaqat Compliance For Foreign Employers for Global Employers

28 August 2025

Work Permit Renewal Automation: What Global Companies Should Know

28 August 2025

Hr Reporting Standards Across Regions: What Global Companies Should Know

28 August 2025

Benefits Benchmarking Globally for Global Companies

28 August 2025

How to Benchmark Compensation Across 100+ Countries in 2025

28 August 2025

Checklist: Preparing HRIS for Fast International Scalability

28 August 2025

Biometric Data in Global Payroll: Legal Boundaries Explained

28 August 2025

8 Regulatory Updates Impacting Global HR in 2025

7 August 2025

New York City FARE Act 2025: Impacts on Global Mobility, HR, and Talent Teams

7 August 2025

What are Hidden Costs of In-House Payroll?

7 August 2025

Why Companies are Thinking Differently About Relocation

7 August 2025

Is Your Global Mobility Program Outgrowing Spreadsheets?

7 August 2025

Understanding Termination Rules in Global Employment Contracts

7 August 2025

Overcoming Language and Cultural Barriers in Global Teams

7 August 2025

Labor Law Differences That Impact Your Global Hiring Strategy

7 August 2025

Why a Local Entity Isn’t Always the Best Route to International Growth

7 August 2025

How EWS Supports M&A with Cross-Border Workforce Transitions

7 August 2025

Remote Work Visas: A Growing Trend in Global Mobility

7 August 2025

How EWS Helps You Meet Country-Specific Hiring Requirements

7 August 2025

Hiring in Europe Post-Brexit: What You Need to Know

7 August 2025

Tips for Managing Multi-Time Zone Teams Successfully

7 August 2025

How to Stay Compliant with Local Benefits Requirements Abroad

7 August 2025

The Role of Payroll Automation in Global Workforce Efficiency

4 August 2025

How to Ensure Equity and Inclusion in a Distributed Workforce

4 August 2025

Relocation Packages: What Top Talent Expects in 2025

4 August 2025

The Cost of Non-Compliance in International Payroll in Saudi Arabia

4 August 2025

Banking and Payroll Challenges in Saudi Arabia Markets

4 August 2025

How to Transition from Contractors to Full-Time Employees In Saudi Arabia

30 July 2025

Integrating ESG in Talent Mobility RFPs: Key Trends and Insights

30 July 2025

How to Onboard Remote Employees in Different Countries

30 July 2025

The Legal Risks of Misclassifying Global Workers

30 July 2025

Why Scalability Should Drive Your Global HR Strategy

30 July 2025

Compliance Checklist for International Hiring in 2025

30 July 2025

Multi-Currency Payroll: Simplifying Global Payments with EWS

30 July 2025

Your First Hire in a New Country: Entity Setup vs. EOR

30 July 2025

Emotional Journeys of Global Relocation: Coach for Success

30 July 2025

How International Mobility Drives Growth: Key Insights and Stats

29 July 2025

Why Financial Pressure Drives Gen Z and Millennials to Side Jobs

28 July 2025

The Impact of AI on Global Mobility: Embracing Change Together

28 July 2025

Navigating Global Assignments: Insights and Key Challenges

28 July 2025

The Strategic Role of Global Mobility in Company Growth

22 July 2025

Company Formation Abroad: What You Need to Know Before You Expand

22 July 2025

Expanding Globally Without Opening a Local Entity: How EOR Services Unlock Scalable Growth

22 July 2025

How Payroll Outsourcing Frees Up Your HR Team to Focus on Strategy

22 July 2025

Why Startups Trust EWS to Scale Operations Across Borders

22 July 2025

PEO vs EOR in 2025: Which Is Right for Your First Overseas Hire?

22 July 2025

Avoiding Compliance Pitfalls When Hiring International Contractors

22 July 2025

The Benefits of a Single-Point-of-Contact Strategy in Global Workforce Management

22 July 2025

How EWS Streamlines Global Mobility for Tech Talent

3 August 2024

5 Tips for Improving Employee Engagement and Boosting Productivity

3 August 2024

Lithuania – Employer of Record

3 August 2024

Kosovo – Employer of Record

3 August 2024

Finland – Employer of Record

3 August 2024

Namibia – Employer of Record

1 March 2024

Nepal – Employer of Record

1 March 2024

Spain – Employer of Record

1 March 2024

Latvia – Employer of Record

1 March 2024

Ireland – Employer of Record

1 March 2024

Cyprus – Employer of Record

1 March 2024

Czech Republic – Employer of Record

14 January 2024

Italy – Employer of Record

5 January 2024

Indonesia – Employer of Record

2 January 2024

South Africa – Employer of Record

30 September 2023

Tunisia – Employer of Record

30 September 2023

Bosnia – Employer of Record

30 September 2023

Moldova – Employer of Record

30 September 2023

Five Tips For Improving Employee Engagement

20 August 2023

Netherlands – Employer of Record

20 August 2023

Germany – Employer of Record

20 August 2023

France – Employer of Record

28 July 2023

Portugal – Employer of Record

28 July 2023

Bulgaria – Employer of Record

28 July 2023

Austria – Employer of Record

3 June 2023

Hungary – Employer of Record

20 May 2023

Slovenia – Employer of Record

20 May 2023

INCLUSIVITY IN THE TEAM MAKES EVERYONE WIN

20 May 2023

Thailand – Employer of Record

20 May 2023

Sri Lanka – Employer of Record

30 April 2023

The Significance of an Employer of Record

5 March 2023

Greece – Employer of Record

5 March 2023

Mexico – Employer of Record

23 February 2023

4 Reasons to Outsource Your Payroll

15 February 2023

Five Recruitment Trends 2023

28 January 2023

Malaysia – Employer of Record

18 December 2022

Skill-Based Hiring and Benefits

28 November 2022

Malta – Employer of Record

28 November 2022

How To Practice Inclusive Recruitment

26 November 2022

Israel – Employer of Record

12 November 2022

Macedonia – Employer of Record

16 October 2022

Jordan – Employer of Record

16 October 2022

Macau – Employer of Record

25 September 2022

Peru – Employer of Record

18 September 2022

The Importance of Employer Branding

27 August 2022

Bahrain – Employer of Record

27 August 2022

South Korea – Employer of Record

19 August 2022

Recruiting during a recession

8 August 2022

Philippines – Employer of Record

24 July 2022

USA – Employer of Record

5 July 2022

Japan – Employer of Record

5 June 2022

How To Setup A Business in 2023

10 May 2022

Norway – Employer of Record

5 April 2022

Managing Overseas Projects In 2023

5 March 2022

Reason Of Expanding Your Workforce Globally

5 February 2022

Croatia – Employer of Record

5 January 2022

Colombia – Employer of Record

5 December 2021

5 Ways To Speed Up Your Hiring Process

5 November 2021

Egypt – Employer of Record

5 October 2021

3 Ways To Streamline An Interview Process

5 September 2021

Russia – Employer of Record

5 August 2021

Saudi Arabia – Employer of Record

5 July 2021

5 Crucial Considerations When Choosing A Payroll Provider

5 June 2021

Hong Kong – Employer of Record

5 May 2021

An Effective Hybrid Work Model

5 April 2021

How To Recruit And Maintain A Strong Team Whilst Working From Home

5 March 2021

Turkey – Employer of Record

5 February 2021

‘Nudge’ Your Employees to Improve Their Well-being and Productivity

5 January 2021

UAE – Employer of Record

5 December 2020

Pakistan – Employer of Record

5 November 2020

7 Things to Consider Before Accepting a Job

5 October 2020

Kazakhstan – Employer of Record

5 September 2020

3 Reasons to Encourage Employees to Generate Employer Brand Content

5 August 2020

Denmark – Employer of Record

5 July 2020

Sweden – Employer of Record

5 June 2020

Bangladesh – Employer of Record

5 May 2020

The Onboarding Process in the New ‘Virtual’ World: All You Need to Know

5 April 2020

Kuwait – Employer of Record

15 March 2020

How To Hire In The Age Of Hybrid Working

5 March 2020

Australia – Employer of Record

5 February 2020

Oman – Employer of Record

5 January 2020

Qatar – Employer of Record

5 December 2019

Ukraine – Employer of Record

5 November 2019

Diversity – A Vital Hiring Strategy

5 October 2019

Owning Every Moment of Your Hiring Experience

5 September 2019

Serbia – Employer of Record

5 August 2019

3 Important Things You Probably Haven’t Considered About Hiring A Diverse Team

5 July 2019

Maldives – Employer of Record

5 June 2019

India – Employer of Record

5 May 2019

Argentina – Employer of Record

5 April 2019

Recruiters Need to Invest in Marketing Automation! Here’s Why

5 March 2019

Uzbekistan – Employer of Record

5 February 2019

Belarus – Employer of Record

5 January 2019

Brazil – Employer of Record

5 December 2018

Chile – Employer of Record

5 November 2018

Armenia – Employer of Record

15 October 2018

3 Steps To Company Formation In The UK & Abroad

5 October 2018

Romania – Employer of Record

5 September 2018

Canada – Employer of Record

5 August 2018

Morocco – Employer of Record