Sagar, we’re delighted to have you at HRTech Cube. Can you please tell us a bit about your background and what led you to start the company?
I’m happy to be here. Early in my career, I experienced firsthand the challenges of international expansion: the complex regulatory landscape, the daunting time constraints, and the substantial resource investments required to establish legal entities abroad. This experience ignited the spark that would become Multiplier.
We are so proud that Multiplier has helped more than 2,000 customers tap into global talent pools in 150+ countries, allowing them to hire the right people for the role—no matter where they are. We support our customers by taking care of their employment contracts, payroll, taxes, and benefits, eliminating the need to open a legal entity abroad.
Hiring talent globally is becoming more common, with companies focusing on skills rather than location. How do you see this trend shaping the future of work?
Tapping into the global talent pool means businesses can find the best person for the job without compromise. However, until recently, global hiring was out of reach for most companies. Multiplier provides technological support for companies that want to build skill-based teams.
Hiring for skills over location has lots of downstream benefits. Businesses with a global workforce are also more prepared to sell to a global customer base. It’s not just that they can operate around the clock, tapping into different time zones for continuous productivity. It’s because team diversity often translates directly to innovation, and global teams can better meet customers where they are.
We’re at the start of a movement toward decentralized and flexible work environments, where the focus is on output and outcomes rather than physical presence.
When it comes to hiring across borders, companies face challenges like visas, work permits, and data privacy. How does Multiplier help them navigate these hurdles?
As part of Multiplier’s Global Human Platform, we provide a comprehensive Employer of Record (EOR) solution that addresses these challenges head-on. As an EOR, we take on the responsibility of legal employment, ensuring that all employees are hired and managed in compliance with local laws and regulations. This includes managing visas and work permits, where required, and staying up-to-date on any changes in labor laws.
We prioritize data privacy and security at every stage: Multiplier is SOC2 Type 2 compliant and ISO 27001 certified. We give companies peace of mind at every stage of global expansion by streamlining administrative work so that they can focus on growing their business.
Employee classification can be tricky, especially on a global scale. How does Multiplier guide companies to avoid legal complications?
Companies often hire independent contractors precisely because people think they don’t come without the complexities of employment. However, misclassifying an individual as a contractor when they are legally considered an employee can pose a big risk for companies hiring abroad.
That’s where Multiplier’s Agent of Record (AOR) solution comes in. An Agent of Record assumes legal authority for managing your contractors, ensuring they are paid compliantly in accordance with all regulatory considerations.
But it’s worth noting that Multiplier also streamlines the complexities of hiring permanent employees abroad. This means businesses can hire and onboard contractors or international employees—whichever best suits them—without worrying about staying on top of complex regulations.
What are some common pitfalls companies encounter with employee classification, and how can they steer clear of them?
The most common pitfall we see is people using local assumptions to make global decisions. While it can be tempting to use your local context to inform your global policies, this can be a recipe for disaster.
There are many factors to take into consideration when determining if an individual should be classified as an independent contractor – and laws governing employee classification vary significantly across different countries and states and can be subject to change without warning. That’s why companies need to do thorough research or, better yet, seek expert advice on local employment regulations.
Managing tax implications is a big part of hiring internationally. How does Multiplier support companies in this area?
Multiplier handles payroll and tax compliance end-to-end for each and every country you’re employing in, ensuring that all tax obligations are met accurately and on time. And, of course, our team of legal experts is always up-to-date on the most recent laws, so customers don’t have to think about them.
We’re not just reducing companies’ administrative burden and mitigating their risk of tax-related issues. We’re giving companies peace of mind, knowing their compliance obligations are fully managed.
Effective communication is key for distributed teams. How does Multiplier leverage technology to keep everyone connected and on the same page?
At Multiplier, we recognize that communication is the backbone of any successful distributed team. That’s why we prioritize good documentation practices so that teams have all the context they need to collaborate asynchronously.
You need to have a foundation of technology in place – distributed teams are built on technological solutions – but how you leverage that foundation is where the artistry comes in. Notion, Slack, Jira – it doesn’t matter what tools you’re using as long as you’re centralizing information and making strong communication a key part of your culture.
Leading a global company must come with its challenges. What strategies do you personally rely on to stay ahead?
Leading a global company like Multiplier comes with its challenges, but we stay ahead by leveraging the diversity of our team as our greatest asset. With leaders in key hubs like Singapore, Bangalore, and New York, we benefit from a wide range of perspectives that drive innovation. Having a global team, as well as a culture where communication and feedback are highly valued, ensures that our global strategy is both cohesive and adaptable to local nuances.
For leaders considering expanding their workforce internationally, what’s the one piece of advice you’d give them?
Building a global team is not just a competitive advantage for companies looking to quickly scale – it’s a strategic necessity.
My advice is to cultivate a radical focus on getting the best person for the job, the best talent that you need to drive success in your organization. Don’t let artificial barriers, like geographic location, determine your hiring practices.
Before we wrap up, is there anything else you’d like to share about the future of global hiring or where Multiplier is headed?
The future of global hiring is bright – with technological advancements, we’re moving toward a world where there is no difference between local and global hiring.
Multiplier has an important role to play in that vision: Our goal is to become the end-to-end global employment solution. We’re busy rolling out Global Payroll and Global HRIS capabilities alongside our flagship Employer of Record (EOR) software, in order to provide an integrated Global Human Platform for streamlining and centralizing global HR processes.
We’re making global hiring as simple and efficient as local hiring, empowering businesses to reach their full potential.
