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🏁 1. Choose Your Global Hiring Engine
“You’ve closed the candidate. Now activate them — fast, clean, and legally safe.”
Pick your backend based on your growth stage: • Use Deel → For enterprise-grade compliance, deeper benefits packages, and robust country-specific legal support • Use Multiplier → For leaner teams seeking fast onboarding, flexible pricing, and minimal overhead
Both handle the legal complexity — you focus on getting the hire productive.
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Inside Deel or Multiplier: • Upload or auto-generate the signed contract • Set the official start date • Assign local benefits (e.g., healthcare, pension, paid leave) • Input bank details, tax IDs, and identity verification — all in-platform
Once you hit “send,” the platform handles: • Compliance with country-specific tax and labor laws • Government filings and mandatory employer contributions • Payslips, compliance logs, and payroll execution
💡 You’ve just legally onboarded a team member in Brazil, Serbia, or Vietnam — without needing a lawyer or setting up a foreign entity.
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“The first 7 days determine whether a hire ramps — or churns.”
After Deel or Multiplier completes the backend, run this activation flow: • Send async welcome email + tool stack walkthrough • Auto-add them to Slack, Google Calendar, and Notion • Include a Loom from their manager or founder to set context • Assign 3 micro-projects (small wins = fast traction) • Set expectations for 30/60/90-day outcomes, KPIs, and feedback cadence
🧠 This is where compliance ends — and activation begins. Velocity builds trust. A frictionless first week sets the tone for high output and long-term retention.
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By the end of Week 1, you now have: • A signed, compliant contract stored inside Deel or Multiplier • Full global payroll + benefits activated • First-week touchpoints logged in your async operating system