Why? Because in an increasingly competitive market for talent and capital, going global early can be the ultimate startup advantage. 

Accessing talent without borders 

The most immediate driver for going global is access to skills. You don’t find the best talent clustered into one city or country – talent is distributed across the globe.  

By widening the talent search beyond the founding country, startups can find the expertise they need faster, rather than waiting for the right local talent to come to them. This matters especially for sourcing technical skills, where demand outstrips supply. 

A global-first hiring approach gives founders access to a deeper, more diverse talent pool, often at a fraction of the cost, which is critical to a startups success. 

Prioritising opportunities for growth  

For startups going global early, they’re often able to create a unique environment that fosters rapid learning, offers employees greater responsibility and gives them visibility beyond their own job role. 

By creating a motivating environment whereby employees get the opportunity to work with talent across the globe, startups attract – and retain – top talent as a result of their continuous learning opportunities, and the team's access to senior leadership. 

That being said, if you’re starting out on your own growth journey, it’s important to remember that employees thrive when there’s a clear structure and process in place. This means establishing clear roles and responsibilities for your team, helping team members to understand how their work contributes back to the broader business goals.  

When people know what’s expected of them and how to succeed, it becomes possible to create a culture that facilitates sustainable growth both for the business and for the team.  

The importance of rigour and trust 

Of course, building a global team does come with its challenges. Distance means fewer in-person interactions between colleagues and less day-to-day visibility. Success relies on embedding rigour and trust into the culture from the start. At Deel, with 7,000 people across 115 countries, we’ve seen first-hand that thriving remotely is less about the number of tools used and more about mindset. The highest-performing global teams share self-discipline, accountability, and the same end goal. 

Senior leaders, including founders - must have trust in their teams to get the job done. Over-checking or enforcing employees to remain visible at all times can cause frustration amongst teams. Rather, leaders should be empowering people to deliver in the way that works best for them. That trust not only drives performance but also fuels retention and engagement, critical to a startups success. 

The value of a strong connection 

Arguably the most critical piece of the puzzle is strong connection. Relationships don’t build themselves across borders. Startups that invest in regular touchpoints, be that encouraging virtual coffee chats, celebrating employee milestones, or periodic in-person gatherings. It’s the organisations that create a sense of belonging that sustains long-term performance. 

The proven playbook 

Going global early is no longer an experimental strategy, it’s a proven playbook. By combining global talent access with cultural rigour, trust, and deliberate connection, startups can grow faster, and smarter. In doing so, they’re not just future proofing their businesses, they’re redefining what it means to be “born global.” 

Get in touch with our experts to learn more about Deel.