How Modern Companies Build and Run Global Remote Teams in 2025

Remote work isn’t the future. It’s just work.

Most high-growth companies today, whether in tech, finance, or manufacturing, don’t operate from a single HQ. They hire across time zones, onboard globally, and manage talent without borders. What started as a pandemic response has evolved into the default model for growth.

But building a global team isn’t just about offering “remote flexibility.” You need real infrastructure: the ability to hire, pay, relocate, and support employees across 10, 20, or 50 countries, without legal or operational chaos.

In this guide, we’re not talking about Slack tips or digital whiteboards. We’re breaking down the systems that modern companies actually use to build and run distributed teams, end to end.

1. Global Hiring & Employment Infrastructure

Hiring someone in another country used to mean opening a legal entity, setting up local payroll, and figuring out benefits from scratch. In 2025, that’s not just inefficient, it’s unnecessary.

That’s where Employer of Record (EOR) platforms come in. Tools like Omnipresent, Deel, and Remote let you legally employ full-time talent in over 150 countries without establishing a local presence. You still manage the person day-to-day, but the EOR handles the local contracts, tax compliance, payroll, and benefits.

What separates modern EORs isn’t just geography, it’s depth of service. For example:

• Omnipresent doesn’t just “hire and pay,” it also integrates with your HR systems, offers localized benefits packages, and handles compliance with changing employment laws across jurisdictions.
  
• For fast-scaling companies, this model lets you onboard in weeks, not months, and stay agile without legal risk.
  

Whether you're hiring a senior engineer in Argentina, a product lead in Kenya, or relocating someone from Germany to Spain, having an EOR partner makes global expansion less about red tape and more about strategy.

2. Visa & Mobility

Hiring globally is one thing, moving people across borders is another. Whether it’s relocating a new hire to HQ or transferring a top performer to a strategic region, global mobility adds layers of legal, logistical, and emotional complexity.

That’s why companies increasingly rely on specialized partners to manage the process end-to-end.

Companies Making It Work

• Jobbatical helps teams navigate the immigration maze, visas, work permits, dependent support, and local registrations. They’re fast, transparent, and work directly with governments in multiple countries.
  
• Localyze, based in Germany, focuses on employee relocation within Europe. Their platform helps HR teams manage the paperwork, timelines, and communications in one place, without juggling lawyers in every country.
  

These services don’t replace your HR team, they take care of the parts your HR team shouldn’t have to become experts in.

The goal isn’t just to “move people legally.” It’s to give employees a smooth transition and avoid the kind of delays or errors that derail trust, momentum, and even retention.

3. Remote-Ready Equipment & Setup

A laptop and Wi-Fi aren’t enough. If you’re serious about distributed teams, you need a consistent way to equip people wherever they are, without depending on the office, local vendors, or endless reimbursement processes.

That’s where hardware-as-a-service providers come in. Companies like Firstbase and GroWrk help you ship, manage, and maintain remote workstations, globally.

Here’s how it works:

• New hire joins from Bogotá? They get a pre-configured desk setup, monitor, keyboard, ergonomic chair, delivered to their door.
  
• Device fails in Lisbon? A replacement gets shipped, and the old unit is picked up.
  
• Employee leaves in Cape Town? Equipment is recovered and redeployed.
  

It’s not about perks, it’s about control, consistency, and uptime. These services plug directly into your onboarding/offboarding workflows and take a major burden off your IT and Ops teams.

For fast-growing companies, this isn’t a nice-to-have. It’s how you keep productivity high and chaos low across geographies.

4. Culture & Connection at Scale

Slack channels and Zoom calls don’t build culture. At best, they keep the wheels turning. Real culture, the kind that builds trust, retention, and momentum, takes more intention when your team is spread across time zones.

That doesn’t mean forcing “virtual happy hours.” It means designing moments where people connect, share, and show up as more than just avatars on a screen.

Here’s what companies that get it right are using:

• Donut: Randomized coffee chats, peer bonding, and onboarding connections, all baked into Slack.
  
• Teamraderie: Structured team experiences led by experts (think collaborative workshops, not forced fun).
  
• Airmeet: Virtual spaces that feel more like events, not meetings, great for kickoffs, all-hands, or company-wide sessions.
  
• Surf Office: For when you do want to bring people together physically. They plan team retreats, end-to-end.
  

The point isn’t to copy office culture online. It’s to build something that actually works for how distributed teams operate, and how real humans want to work together.

5. Global Benefits & Well-being

You can’t offer a gym stipend in Berlin and nothing in Bogotá. But you also can’t build a custom benefits plan for every country. That’s the challenge: how to create a global benefits experience that’s fair, scalable, and actually useful.

That’s where global-first platforms come in.

• SafetyWing lets you offer health insurance to your entire team, no matter where they live or move.
  
• Ben gives employees flexible benefits budgets they can spend locally (on wellness, childcare, learning, etc.) through a single platform.
  
• Remote Health and similar tools help you roll out country-compliant healthcare coverage without opening entities or getting buried in paperwork.
  

Well-being isn’t just a perk. It’s what keeps people engaged, especially in remote environments where isolation and burnout are harder to spot early.

When done right, global benefits aren’t “equal”, they’re equitable. And they show your team that they’re seen and supported, no matter where they work from.

6. Learning & Development

In distributed teams, growth doesn’t happen by osmosis. No one’s overhearing a great sales call or getting pulled into a product brainstorm by accident. If you want your people to level up, you have to build that in, on purpose.

Here’s how modern companies are doing it:

• Hone offers live, virtual leadership programs built specifically for remote managers and teams.
  
• CoachHub and Sharpist provide digital coaching at scale, so your people can get one-on-one development no matter where they are.
  
• Some teams run async learning tracks, others host global masterclasses, but the through line is the same: learning is structured, accessible, and ongoing.
  

Distributed or not, ambitious people want to grow. If your company doesn’t offer that, they’ll find one that does.

Where Omnipresent Fits In

Most companies don’t struggle with the idea of remote work, they struggle with the logistics behind it. Contracts, payroll, compliance, benefits, onboarding across 20 different countries… That’s where it breaks.

Omnipresent solves that.

We act as the infrastructure layer behind your global team. Whether you're hiring in Mexico, relocating someone to the Netherlands, or building out a team across Southeast Asia, we make sure it’s done legally, cleanly, and fast.

We take care of:

• Employment contracts and onboarding
  
• Local payroll and tax compliance
  
• Benefits aligned with local expectations
  
• Visa and relocation support via trusted partners like Jobbatical
  

You manage the person, we handle the complexity. And everything runs through one platform, with one point of contact, no matter how many countries you're hiring in.

If you’re scaling globally and want to do it without chaos, we’re ready when you are.

→ Book a consultation and let’s make global hiring simple.

‍

 Brought to you in collaboration with Playfair Capital.