Mayank Malik · 10/26/2026
Your company is opening an office overseas, and someone is going to have to run it. Do you pack up your very best manager and send them over, or do you go the other way and hire someone who is already living there? That's where Global Mobility Services come in. These are the services that support companies in moving people across borders, handling the admin, and generally keeping the whole thing running smoothly. Before you book any flights, it's always worth considering which of the two options makes the most sense for your business.
Think of them as a travel agent, a lawyer, an accountant, and a friendly neighbour all rolled into one. They can help with visa sponsorship (the legal permission to live and work in another country), immigration advice, housing, schooling for children, tax, and, of course, international relocation (moving you and your family from one country to another). Some companies manage these tasks in-house. Many hire an external expert because the rules are constantly changing, and making a mistake can get very expensive very quickly.
Sending an existing employee overseas is generally known as an expatriate assignment. An "expat" is simply someone who lives and works in a country other than their own for a period of time. Here is why companies like this option:
Local hiring simply means recruiting someone who already lives in the country where the position is based. It's often easier than it sounds.
Whichever route you take, there are rules. Tax compliance means following the tax laws of each country involved. If you're sending someone overseas, you may have tax obligations in two jurisdictions. If you're hiring locally, you need to follow that country's rules on employment contracts, notice periods, and benefits. If you don't have a legal entity in the new country, you may be able to use an Employer of Record (EOR). That's an external company that legally employs the worker on your behalf and handles payroll, taxes, and benefits. You still manage the person's day-to-day work. It's a useful way to enter a new market without immediately setting up your own local entity, subject to the applicable legal requirements. Another term to understand is permanent establishment. This refers to a situation in which a company's activities in another country may create a taxable business presence there. For example, certain overseas business activities or employees' authority to conclude contracts could trigger local tax obligations. It's not the most pleasant surprise when an unexpected tax bill arrives.
Ask yourself these questions before making a decision:
Lots of smart companies take a combined approach. They'll send a trusted individual overseas initially, perhaps for the first year or two, to establish operations and build a team by hiring local staff. Then they'll gradually hand over leadership to a local manager. This approach can help the business maintain its company culture while benefiting from local knowledge. It's also a practical strategy for cross-border hiring, particularly when teams in different countries need to work together. Global Mobility Services can support the entire journey, from the first visa application through to the final handover.
There's no single right answer. Relocating talent gives you trust, continuity, and a faster transfer of company knowledge, but it comes at a cost in money and potential family disruption. Hiring locally is often more cost-effective and brings valuable local insight, but it takes time to build familiarity with your company. The right option depends on your business objectives, budget, timeline, and the role in question. Have a clear plan, get the legal details sorted with the right experts, and you'll be off to a good start with your new office.