Why hire remote employees in Mexico?

Why hire remote employees in Mexico?

Mar 3, 2023 | Employer Of Record, EOR, Latin America, Mexico

Why hire remote employees in Mexico?

Late-night tacos on busy streets, grand old cathedrals, ancient ruins, and some of the best remote talent in all of Latin America. If you want to hire a new team member in Mexico, continue reading this article.

remote employees in Mexico

Mexico’s become a popular spot for hiring remote talent—and a popular place for remote workers to live.

Mexico’s vibrant and diverse employee market holds huge potential for growing a competitive workforce and right on the United States’ doorstep.

This is why ‘nearshoring’ is on the up, with increasing numbers of quality Mexican professionals able to offer competitive remote working services.

This exciting new era is turning the heads of HR departments south, yet they find themselves having to contend with familiar issues when hiring employees in Mexico, including:

  • Spanish language barriers and cultural differences clouding the recruitment process
  • Making sure employment contracts meet the nuances of Mexican federal labor laws
  • Finding the funds for paying local recruitment, finance, and legal experts
  • Dealing with the mountain of paperwork that comes with foreign hires

But the good news is that RootsEOR can help you sort out these barriers!

EMPLOYER OF RECORD IN MEXICO

If you’ve read up until now, you’ll know that hiring employees in Mexico it’s a good option! What to know how to do it? Contact us

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Optimizing home office

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Optimizing home office

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Optimizing home office

We share four-time management techniques. Working from home has excellent opportunities for both productivity and distraction. We give you some ideas to avoid falling into the trap.

Home office

To optimize your time at home, we advise you to follow these tips.

1. Start with a to-do list

Your to-do list can set the tone of your entire day. Try creating a manageable to-do list the night before, and follow it throughout the day. Include everything from a big project to a creating your grocery list on your lunch break and include how long you think each task will take. Check the items off or cross them out when you’re finished.

2. Stop multi-tasking

You may think multitasking saves you time, but your brain takes at least 15 minutes to refocus whenever you switch tasks. As you multitask on two or more things, your mind has to shift focus continuously, and it can hurt your productivity. Try focusing on one task at a time and switch focus only when you finish. You’ll be less distracted, and you may even complete tasks quicker than if you tried to do them all at once.

3. Stay away from personal tasks

This is one of the biggest downfalls of working at home. It may seem quick to wash a couple of dishes, but then you’re also putting in a load of laundry, paying bills and taking out the dog. You wouldn’t do those things in an office, so you need to treat working from home the same way.

4. Don’t surf the web

4. Don’t surf the web
Many jobs today require using the internet, sometimes during your entire shift. However, the internet can also turn into a black hole. Surfing the web can lead to large amounts of wasted time — not to mention if you start scrolling through social media. Turn your phone off, so you’re not tempted to check it during the day, and take breaks from your computer if you feel tempted to check on the news or the weather.

If you manage to put into practice any of these tips you will see how your work improves remarkably. Do you dare to try it?

work at home for any country

Remember that working from home allows you to do it legally for any company anywhere in the world. Do you want to know how? Contact us

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Want to work for a company in another part of the world?

Want to work for a company in another part of the world?

Jul 1, 2022 | EOR, Remote work, Teleworking

Want to work for a company in another part of the world?

The benefits could be tempting . Find out how to do it!

Work abroad

Finding a job in a foreign country may seem like an overwhelming task. Here some tips:

1. Use social media to inform associates you’re looking for work overseas. Take advantage of social media websites to look for positions. In addition, use social media to promote yourself. Create a LinkedIn account. Establish a professional profile on Facebook and Twitter. By using social media, you’ll expand your reach

2. Establish and strengthen connections you have in the country. The more people you have in your network, the higher the chances that you’ll find a position in the country and industry you want to work in.
Attend conferences and join trade associations in the country you want to work in.
Spend extra time socializing at conferences and other meetings. You may meet someone who can help you get a job.
Reconnect with old associates (by phone, email, or by meeting for lunch or coffee) who may have connections in the country you want to work in.

3. Search the job sites of multinational companies. Depending on your career and skill set, you may be able to find a job by looking at the job openings on the employment pages of large multinational corporations.
Focus on companies in industries that you have the skills to work in.

4. Look on international job search websites. Set aside some time and look through job postings on international job websites. International job sites will have more postings outside your home country than other websites. Consider websites like:
jobs.goabroad.com
OverseasJobs.com
searchjobsabroad.com

5. Learn about the culture of specific companies you want to work for. Before submitting your resume or interviewing, do some research on the company itself. Visit the company’s website and read news articles about the company. By doing this, you’ll gain more of an idea of the type of candidate the company is looking for, and you will be better able to market yourself to the person in charge of hiring.

work abroad

And once you have found a job in another part of the world, don’t worry about the legal conditions of your contract: we take care of that! do you want to know how? Contact us

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Frequently asked questions about EOR (Part II)

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Although more and more companies use this method of contracting, there are still unresolved questions. We already answered some in our blog, but we were left with some important ones without doing it.

EOR FAQs

Always with the aim of helping your company, we share some of the most frequent questions that come to us from our customers:

Do they have operations in the destination country?

Not every Employer of Record has experience working in every country. The ideal scenario is for the EOR to have substantial experience working in-country with local expertise.

Are they internationally compliant with local employment law?

The major upside to using an EOR is mitigating the risk of violating local payroll, tax and immigration laws. In-depth knowledge of such legislation is critical when selecting a provider.

Do they have experience with similar business owners in your industry?

If they understand the business, they can tailor a solution to fit the needs of the company.

Will you be assigned a single point of contact or an online portal?

When managing people, you don’t want to be treated as a number, with little human interaction.

Is the Employer of Record service part of their core business? If the EOR is an ancillary part of their business, it will not be a core focus. This can impact performance and employee morale.

we have a specialist to advise you

If you still have doubts about how we work or if you are interested in us helping you: Contact us

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Why hire remote employees in Mexico?

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Frequently asked questions about EOR (Part I)

Frequently asked questions about EOR (Part I)

Apr 20, 2022 | Employer Of Record, EOR, Featured, Why choose us

Frequently asked questions about EOR (Part I)

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Main post image
1. Are you an international PEO?

Professional Employment Organizations (PEOs) provide their services in most cases by co- employing the workers with their clients. Co-employment does not exist in an identical format outside of the US. Our EOR service is designed exclusively for companies with the need to hire employees outside of the US. So, while the service is modeled after PEOs in the US and does provide many of the same benefits of a PEO, we are not an international PEO.

2. How can we engage a worker in a country where my business has no presence or establishment?

We can employ foreign workers in many countries on our client’s behalf. This means that in countries where your company does not have a business entity, you can still legally employ local workers. Our clients do not have to form a local entity. That is one of the core benefits of our EOR service delivery mode.

3. Will we need to set up bank accounts in the country we wish to engage a worker in?

No, foreign banking facilities and local funds are not required. We manage the foreign payments in the local currency, and then invoice the client in GBP, Euros or USD. However, in most countries, the worker being paid will need to have an in-country bank account to receive funds in the local currency.

4. How do we know what benefits we must provide for the worker?

The laws on benefit provisions are completely unique to each country. By becoming the employer of record, become responsible for ensuring all statutory benefits are provided to the worker. In addition, we can offer clients insights into what is customary in each country and in many cases, will provide referrals to benefit experts who design supplemental packages, if desired. Our clients find that this is a great way to help workers feel unaffected by the alternative arrangement, which results in higher worker retention.

5. How can I pay my foreign worker compliantly?

All you need to do is to agree what to pay the worker, have them sign the approved in-country worker contract, adhere to the agreed upon payroll schedule and leave the rest to us.

Do you still have doubts?

With our services our clients no longer need to own a local entity to employ talent compliantly. We offer the most cost-effective way of growing internationally while maintaining legal compliance within the countries your experts work in. Contact us

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What an Employer of Record can do for your business?

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What is an Employer of Record?

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Feb 23, 2022 | Employer Of Record, EOR, Featured, Remote team, Why choose us

What is an Employer of Record?

The solution to hire people from all over the world. Do not miss this article!

Main post image
What is a Employer of Record (EOR)?

A Employer of Record is a company that takes on all employer-related responsibilities for small to large enterprise-sized businesses. The Employer of Record handles state-specific onboarding, payroll, taxes, payroll compliance, benefits administration, unemployment claim reporting, and other HR-related tasks.

Some important things to have in mind…

1. Full legal employer: An Employer of Record is liable for all employer-related responsibilities—from benefits and payroll to insurance and taxes. Working with an Employer of Record allows you to focus strictly on day-to-day oversight of your workforce.

2. State registration not required: With an Employer of Record partner, your company can expand its talent pool and compliantly recruit talent in any state—without going through the time-consuming business registration process.

3. Compliant, cost-effective benefits: When you bring on talent in new markets, your Employer of Record partner ensures you provide benefits that adhere to local regulations. An Employer of Record pools your talent with workforces from other companies, so you get access to lower-priced group rates from insurance providers.

 

What is a Professional Employer Organization (PEO)?

A PEO is a company that partners with small and medium-sized businesses to provide comprehensive HR services, including payroll processing, benefits administration, regulatory compliance, tax filings, and more. A PEO acts as a company’s outsourced HR department so internal teams can focus on their core responsibilities.

Some important things to have in mind…

1. Co-employment: When your company partners with a PEO, you are both legal employers of your workforce. However, you remain responsible for the day-to-day oversight of your talent.

2. State registration typically required: Working with a PEO usually means you must register your business in every state in which you hire.  As a result, it makes the most sense to partner with a PEO when you plan to hire in states where you’ve already registered your business.

3. Boosted benefits packages: A PEO helps small and medium-sized businesses provide the same robust employee benefits plans offered by larger companies. Like an Employer of Record, a PEO partner pools your employees with those from other organizations to qualify for more favorable group rates from insurance companies.

The critical difference between an Employer of Record and a PEO: An Employer of Record is the full legal employer of a company’s distributed workforce, while a PEO remains a co-employer.

If your goal is to quickly and compliantly hire top talent no matter where they’re located, partnering with an Employer of Record gives you the flexibility to easily enter to any country.

Working with an Employer of Record also gives you peace of mind knowing that experts compliantly handle every HR and employer-related responsibility, so your teams can focus on their core responsibilities. As a result, Employer of Record providers reduce the time, hassle, and cost required to build a distributed workforce across the world.

Are you interested in expanding your work team?

Roots EOR brings your company a turn-key solution to allocate staff abroad to be compliant with local labor requirements without forming a local legal structure. Contact Us

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