We keep going strong in Africa

We keep going strong in Africa

We keep going strong in Africa

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We guarantee quickly and compliantly hire, pay, and manage a global workforce in many parts of the world.

In a world of ample employment choices, companies need to remain relevant to this segment, incentivizing new ideas and concepts that increase people’s appeal and desire to form part of them.

Attracting talent from different parts of the world has wide benefits. Years ago, it was unexpected that someone from another country worked for a company physically in another place. Today, thanks to technology and companies like us, responsible for the legal part when hiring people, it is possible and profitable.

An employer of record (EOR) can hire staff locally and carry out the legal and regulatory requirements of employment, payroll, and even immigration obligations, but do not participate in day-to-day work activity.

Today we bring you good news. Thanks to the applied success and the demand we decided to expand borders: Now we also work with African countries such as Nigeria, Kenya and Uganda.

RootsEOR Nigeria

No. 128B, Association Way, Dolphin Estate, Ikoyi, Lagos State

RootsEOR Kenya

Ngong Road, Professional Centre, 1st Floor,P. O. Box 13913-00800 Nairobi, Kenya

RootsEOR Uganda

Kisinde Estates suit 31, Gayaza Road Behind Total Kalerwe Petrol Station

As a legal Global Employer of Record, we utilize our global infrastructure to hire and pay your supported employees. You maintain day-to-day control of your team, while we manage payroll, benefits, risk mitigation, compliance, and ongoing employee support.
If you want to save time, money and hire employees anywhere in the world quickly, compliantly, and without establishing a foreign entity with this global expansion solution. Contact Our Advisors 

5 tips to find the best jobs for you

5 tips to find the best jobs for you

5 tips to find the best jobs for you

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Guidance on how to find the work you will love.

Identifying how your personal ambitions, goals and needs align with a particular job opportunity is no easy task. But outlining these factors is essential when searching for a job that’s the right fit for you. Here are some tips to help you identify if a job is a good fit for you:

1. Decide what you want in a job

At the start of your job search, spend some time reflecting on what has prompted you to look. Are you interested in doing the same job for a different employer? Do you want to change career paths? Are you entering the job market for the first time? Are you returning from an employment gap?

 

2. Research job titles and descriptions

You can review different job titles to get a better understanding of what a certain role entails and what skills may be required. The Bureau of Labor Statistics also provides up-to-date information on a comprehensive set of occupations.

 

3. Review salary trends

Salary trends is a tool that lets you see the trends in compensation for specific jobs in different locations. Enter a job title and you’ll see the salary range in various cities and with different employers.

 

4. Identify your must-haves

Another method of finding the jobs that are right for you is to identify your non-negotiables and areas where you may be more flexible.

5. Experiment with different job searches

The best way to get a feel for the jobs that are available to you is to try out different search terms. As you search, you’ll get better at recognizing the jobs that feel right and those that don’t.

If you’re not sure where to begin, it’s a good practice to start with broad search terms and steadily narrow it down.

Finding the ideal job is not easy. Many times, you can find it in another country. Did you know that you can be hired and hire people without being in the same physical location in a simple way? Contact Our Advisors 

Tips for making the best first impression at your new job

Tips for making the best first impression at your new job

Tips for making the best first impression at your new job

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The first impression, counts. How to prepare your first day.

1. Research, research, research

Before your first day, experts recommend doing as much research about the company as possible, including checking out social media posts to get a feel for the office culture and appropriate attire.
Depending on your role, it may also help to research your company’s competitors, test out any software you’ll be using on the job, and look up your colleagues’ LinkedIn profiles.

 

2. Make contact with your manager

Before day one, send them an email or a Slack message to check in with them.
Ask about how people in the office generally dress for work (even when working from home!), whether there is anything specific that would be helpful for to know on your first day, if you’ll need to bring or prepare anything special with you that day, and what might be expected of you in your first week. Demonstrating a desire to be proactive and prepared will make a great impression and show your employer that you want to have the best start possible and be effective from day one.

 

3. Confirm your schedule

Don’t assume you know what time to show up or when your lunch break is. Even if it’s in the job description, there might be an important detail missing.
To avoid a mishap ask about schedules and routines ahead of time. What time will you be expected to arrive? What time does everyone usually leave? When is your lunch break and for how long?

 

4. Do a test run of everything

If you’ll be working on-site, test your commute. If you’ll be working from home, test your internet connection, computer, software, and other equipment you’ll need for the job. Knowing that everything is working smoothly will help you relax for the big day.

 

5. Introduce yourself to the team virtually

Your arrival on-site (or online) should never be a surprise to the rest of the company. Usually, HR or your boss will introduce you to the team before you start, but even if they don’t, take the initiative to do so yourself. Ask your boss if you can send a company-wide email or a Slack message to the main channel to let your team know who you are and what you do.

The first impression, counts. That is why it is important that the first days you start on the right foot.

Are you thinking of changing your job? Do you know that you can work in a place that is not physically in the same place as you? ROOTS EOR makes this much easier.
How? Contact Our Advisors 

Should you hire more employees?

Should you hire more employees?

Should you hire more employees?

south american woman, free lancer.
3 things to consider before taking the decision.

It’s a decision that shouldn’t be taken lightly. Take the time to be cautious and strategic, and ask yourself these questions to know when to hire.

1. Can I afford it?

First, take a hard look at the realities of your business to understand when to hire. What drives revenue? Determine the leading indicators, those predictable factors that can forecast where your business is headed. Analyze these to see if you can justify additional help.

 

2. Is it the right time?

The key to success is matching hiring to the time when new employees can begin to generate revenue. In many cases, it takes eight to 10 weeks to hire someone. How quickly can you put new people to work?

Hiring too early – If the work is not quite ready, new employees sit on their hands. The upside is that you can use the time to train them.

Hiring too late – If you hire after you’ve made promises to clients or customers, you may not have enough time to get your new employees up to speed.

Therefore, you may not be able to fulfill your promises, which can cause you to lose business. Also, if you’re desperate, you may end up hiring someone who doesn’t mesh with your company’s core values.

Examine the utilization rates of your current employees – the percentage of their time that is billable versus gross profit.

If employees are overworked, for example, working overtime or not taking vacations, they’re at risk of burning out. Examine hiring new employees or making your processes more efficient.

If employees seem to be busy, but gross profit is too low, they may be inefficient, billing incorrectly or improperly trained. You may want to invest in training or improve your processes instead.

If your employees are busy, productive and gross profit is within target, it may be a good time to hire.

 

3. Do I understand the hidden costs?

Recruiting is one of the biggest expenses a company has – and one of most overlooked. Besides the obvious costs of salary, benefits and office space, a lot of hidden ones are lurking.

Each job candidate brought into the office is usually interviewed by at least three people, often your top performers or members of the team you’re hiring for – which is already stretched to do its work. Therefore, you’re losing production time of some of your most valuable people during this process.

The new hire will likely be trained by one of the best employees you have, meaning that individual will spend valuable time away from his or her core job.

People want more money when they change jobs, so you may have to pay new employees more than existing ones.

Also see The hidden costs of onboarding a new employee

New workers take a while to get to full functionality. You’ll still have to pay them their full salary while they get the hang of things. Hiring people also involves time and money. In addition to knowing about the labor laws of each country. But do you know that we can help you? Want more info about hiring? Contact Our Advisors 

The best countries in Latin America for hiring employers

The best countries in Latin America for hiring employers

The best countries in Latin America for hiring employers

south american woman, free lancer.
Some countries are becoming increasingly attractive to companies looking for expanding their teams.

With time zones close to those of the United States, strong communication in English and the availability of qualified employees, Latin America offers considerable benefits for companies seeking new opportunities for expansion.

 

Main countries of interest in South America

According to a study by Agile Engine, the top four countries to hire software developers in Latin America in terms of absolute numbers are: Argentina, Brazil, Mexico and Chile.

 

Argentina

It may come as a surprise, but if any company in the US is considering outsourcing software development to Argentina, they can expect top-notch service, smooth communication, and excellent developer quality. Among Latin American countries, it is considered the first option.

Seven Argentine universities are listed among the best global universities. In Coursera’s Global Skills Index Report 2020, Argentina ranked 22nd in the global ranking for skills in data science, including technologies such as Python, SQL, R, TensorFlow, Cloud APIs, NLP and others.

Argentina is the leading Latin American country in a technology skills category that includes technologies such as C, AI, JavaScript, Web Development, UX Design, Cybersecurity, Convolutional Neural Network, Cloud Computing, Internet of Things (IoT) and Application Programming Interface.

 

Brazil

The New Economy is breaking records! The Brazilian innovation ecosystem had, in the first half of 2021, a volume of investments 45% higher than the first half of 2020. There were US$ 5.2 billion in 339 rounds of investments, according to the Inside Venture Capital report. Analyzing the semester, the month of June was also historic: US$ 2 billion were invested in more than 63 rounds – the best result for a month.

Brazil attracts many global companies that want to take advantage of the benefits that remote engineers have to offer. Many talented developers have worked with global organizations on projects, learning new ideas and skills in the process.

The Brazilian economic scenario and the expansion of innovation in recent years influences the performance of the IT services market and lead companies to reduce expenses and focus on maintaining the operation and increasing efficiency with the adoption of emerging technologies such as cloud computing, intelligence artificial (AI), blockchain, Internet of Things (IoT) and 5G, operated by a mix of large, small and medium-sized companies.

 

Mexico

Mexico is no longer a hidden gem for software development outsourcing or nearshoring due to its proximity to the United States. As an outsourced partner, Mexico benefits from a strong technology sector workforce, competitive salaries and mature infrastructure.

Mexico has grown rapidly into a globally competitive market in the information technology outsourcing industry and is a dynamic business hub. The capital is an international city where English is common.

The country is among the 15 largest economies in the world. According to Kearny’s Global Services Location Index, Mexico was ranked 11th in the top 50 countries for providing IT. The Monterrey Institute of Technology and Higher Studies (ITESM), has 30 university campuses in 25 cities. ITESM is well known for producing outstanding talent with many industry ties.

 

Chile

The sanitary crisis, created by the COVID-19 outbreak, is accelerating Chile’s digital transformation. As a result of the pandemic, many firms had to adopt several digital technologies, such as video conferencing, document sharing, cloud solutions, information security, or online selling and buying, to keep their operations running.

Employers have been pushed to work with remote teams and employees have started to learn to interact with colleagues virtually and manage their time online from home. This is resulting in a steep learning curve. Authorities approved a telework act that entitles workers to provide their services from home or any other place other than the establishments of the firm, maintaining the same working conditions as onsite workers. Source: Organization for Economic Co-operation and Development (OECD) Economic Surveys: Chile 2021

 

From a population standpoint, Brazil and Argentina tend to be the best-known South American countries for IT staff augmentation. The reason for this is simple: a larger base of talent means better chances of finding strong developers suited to your needs.

It seems to be a good time to recruit employees from Latin America. Do you want to know how? Contact Our Advisors