Employers Hub | Is there a disconnect between head office & local realities?

A common occurrence that I’ve seen when recruiting for local satellite offices that are run from overseas (especially new ones) is that there is often a disconnect. Examples of this include when marketing content and collateral haven’t been properly localised or when base salaries are benchmarked against rates in other countries, or when the local sales leader lacks autonomy. Sometimes it also includes a lack of support or appreciation of how buyers want to be approached and sold to.

Every country has its own individual “work culture”, pay scales and nuances regarding sales and marketing functions in tech. Australia is different to the US, for example, in much the same way that other countries vary. That’s not to say that there are no similarities because there’s often more in common than not, but the differences are where the issues arise when expectations are set based on a different market.

I find that early-stage tech companies that are new to the Australian market often have a steep learning curve and soon realise that the cost of living (for one thing) and the high tax rates mean that base salary expectations often exceed the corresponding rates in the US and Europe especially.

The challenge for a local leader is to explain these nuances without coming across as overly “demanding”. It’s a fine line and one that I have faced on many occasions with plenty of case studies and examples to back these decisions.

Here at Pulse, we talk to the local market every day and give you pointers on sponsorship visas, best hiring practices, and employer branding.

So, if you find yourself in this situation and are looking for someone to help navigate through these sometimes choppy waters, then reach out.

 

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