Getting a start-up off the ground is hard enough work to begin with – taking it international can feel like you are doing much of that work all over again.
As you look to enter new markets or expand your support for global customers with your first international operation, there is a lot to consider—where to locate your operations, how to navigate the laws, language, and cultural differences of a new country, who to hire and how to integrate new international employees with your existing workforce under the same unifying purpose.
When expanding internationally, a few simple steps can help you plan with purpose, get ahead of potential problems and save costs:
Work from a three-year plan.
As an organization that works with many start-ups, we often see companies that think only six months ahead when internationalizing their operations. In doing so, they risk neglecting larger, longer-term needs.
For example, if you’re a tech company expanding into Europe, you may have identified software engineers as an immediate need for your new operations. But by looking further into where you expect your international operations will be longer-term – like at the three-year mark – you can better plan for the broader range of functions and skillsets you’ll need. That, in turn, can help you better define your workspace needs and costs – and identify how hybrid or remote workers will fit into the equation.
Working from a longer-term plan can also help you utilize government support .
For example, building an engineering team in Ireland could make you eligible for an R&D tax credit and possible employment grants, depending on the team’s size and function.
Spend the time to get your first hire right.
Your first hire will be your most important at your new location. That person will be responsible not just for leading and growing the operation from the outset, but also for establishing and driving company culture.
That’s why it’s essential to devote as much time and effort as necessary to identify the right person for the role. Ideally, this person will bring a robust skillset and a strong professional network and can leverage their in-country connections to fill key positions and support an efficient scaling of the operation.
Some companies send a senior leader to new international operations to lead the first-hire process and aid culture integration. It is also vital to partner with local recruitment firms experienced in filling critical roles for international companies. We at IDA Ireland provide support to companies in this area with employment permit assistance for overseas and long-term relationships with all of the leading specialist recruitment firms in Ireland.
Define employee contract terms early.
As part of your growth planning, you must be aware of employment laws across international jurisdictions. Work with a local legal provider knowledgeable in their country’s employment laws to help you define employment contracts.
One reason North American companies choose to expand into Ireland is, in addition to a shared language and similar business culture, the relative similarity between U.S. and Irish employment laws.
Expand with Ease
Expanding internationally opens the door to– access to diverse talent, wider markets, new customers, fresh opportunities to collaborate with academia and industry, and more. By taking simple steps like those outlined here, you can break down barriers to global opportunities, and expand your operations with greater ease, less cost and fewer headaches.
