U.S. Workers Taking on International Remote Roles

U.S. professionals are increasingly finding opportunities with international companies. According to the State of Global Hiring Report by Deel, a specialized HR platform for global hiring, the number of American workers hired by foreign-based companies saw a remarkable 62% growth last year. This surge is notably attributed to the diminishing availability of remote roles within the United States.

Deel CEO Alex Bouaziz observes a trend where individuals are leaving positions with in-office requirements, prompting a migration towards international remote opportunities. He shares, “A couple of our competitors did that, and we hired their best people. So I welcome them to keep doing it.”

The primary countries seeking U.S. talent for remote positions are the U.K., Canada, France, Singapore, and Australia. International employers are drawn to the vast U.S. talent market, aiming to infuse their companies with the cultural richness that has driven some of the world’s most influential enterprises.

Professionals in cities such as San Francisco, New York, Chicago, Austin, and Miami are particularly sought after. These economic hubs serve as a breeding ground for highly skilled individuals, especially in areas like research, sales, software engineering, content, and product development.

While the prospect of working for an international company remotely holds great appeal, it comes with its challenges. Beyond navigating tax and compliance issues, adapting to different time zones and cultural nuances is crucial. Bouaziz emphasizes the need for flexibility and understanding when it comes to cultural differences, acknowledging that acclimating to diverse work cultures can be both intense and rewarding.

The report indicates that roughly half of American workers engaged in contracts with Deel fall within the 25 to 34 age bracket. However, the age distribution is diverse, with 18% between 35 and 44 and 25% aged 45 or older.

For those considering a remote position with an overseas company, Bouaziz advises using job boards like LinkedIn or specialized platforms like Otta, which lists opportunities at international startups. Ultimately, he encourages a pragmatic approach: “Don’t overthink it too much. You’ll find that people, wherever you go, tend to be nice.” As the remote work landscape continues to evolve, professionals may discover unique opportunities beyond their domestic borders.

Source: CNBC

Family Dollar and Conduent Remote Jobs

Melecia at Home shares valuable insights into three remote-based job opportunities, catering to a diverse audience seeking various roles. The video kicks off with Melecia’s warm greeting, setting the tone for an informative session.

She starts by mentioning the wintry weather and encourages viewers to share their current weather experiences in the comments section, creating a sense of community engagement. Melecia then dives into the job leads, beginning with high-paying remote positions at Family Dollar and Dollar Tree.

The first opportunity highlighted is a Health Care Customer Service Representative position at Conduent. Melecia emphasizes the entry-level nature of this job, offering valuable remote experience to those looking to start their work-from-home journey. She breaks down the pay rates, training process, and the company’s commitment to providing necessary equipment.

Next, she introduces a non-phone-based remote job from Maximus – the Affordable Connectivity Plan Lifeline Reviewer role. This position stands out for its simplicity and accessibility, requiring only a high school diploma and offering a fair hourly wage of $15. Melecia encourages viewers to explore this opportunity, especially if they are looking for an entry-level, low-stress position.

The final job lead is a more specialized role – Workers Compensation Analyst at Family Dollar and Dollar Tree. Melecia emphasizes that this position requires experience, specifically seven-plus years in multi-state workers compensation. Despite the higher experience threshold, she highlights the enticing $70,000 starting pay and the comprehensive benefits package.

Throughout the video, Melecia maintains a personable tone, sharing her insights and advice on each job lead. She provides details about the application process, key qualifications, and potential interview questions, offering a well-rounded overview for her audience. To conclude, she encourages viewers to share the information with others and teases the possibility of a live stream in the evening, creating anticipation for future interactions.

In this informative video, Melecia blends professionalism with a friendly approach, effectively guiding her audience through diverse remote job opportunities while fostering a sense of connection and community.

Work at Home Data Entry Jobs With TELUS, AccuTran Global and More

Shay from Dream Home Based Work kicked off the new year by sharing valuable insights on data entry and typing jobs available in 2024. With a warm greeting, Shay wished her audience a blessed and prosperous year ahead.

Shay first introduced AccuTran Global, a Canadian company offering work at home typing jobs in the US, UK, and Canada. Emphasizing the importance of a typing speed of at least 70 words per minute, Shay highlighted the company’s longstanding reputation of over 20 years. She guided viewers on how to apply through the official website, providing a glimpse of the current openings.

Next on the list was Axion Data, known for regularly hiring data entry agents. Shay highlighted the need for 2-3 years of data entry experience and a typing speed of 50 words per minute. She encouraged flexibility, as the role allowed part-time independent contracting, offering potential earnings between $5 to $19 per hour.

Shay also brought attention to Pie Insurance, seeking a premium audit specialist in the US. The role involved examining manuals, records, and reports, with no requirement for a degree. Shay outlined the qualifications, including a high school diploma and three years of professional work experience, and shared details on the starting salary and benefits.

TELUS International was the final company Shay recommended for data entry and typing jobs. She mentioned the various positions available, such as data annotation and online raiders, though she cautioned about the lower pay rates. Shay outlined the simple requirements—just a high school diploma and residence in the country for three consecutive years.

As promised, Shay shared a resume hack using ChatGPT to extract keywords from job descriptions and generate customized resume introductions. She demonstrated the process step by step, providing a valuable tool for crafting the perfect resume summary.

Closing the video, Shay encouraged viewers to sign up for her free email newsletter, promising a list of 10 fast-hire remote jobs instantly. She also promoted her resume template bundle, designed to help job seekers stand out in the competitive remote job market.

In her signature friendly tone, Shay wished her audience the best in their job searches and invited comments for more resume tips. With detailed information on each opportunity and a touch of personal connection, Shay’s professional yet personable style resonated with her audience, making the complex world of remote job hunting more accessible.

Work at Home with Cigna, Stepes and Quick Text Pay

In her recent video, Boss enthusiastically shared exciting work from home opportunities for her audience, emphasizing the diversity of options available. The primary focus was on a remote position with Cigna Group, highlighting a fraud analyst role within the Payment Integrity Department. Boss underlined the competitive pay scale for this position, ranging from $22 to $33 per hour.

The fraud analyst’s responsibilities include preventing and identifying fraudulent, wasteful, and abusive expenses globally, showcasing the crucial role in upholding Cigna’s commitment to affordability. Boss pointed out the user-friendly application process, with minimal experience requirements, making it accessible to a broad range of candidates. The company values a minimum of two years of health insurance or healthcare provider experience, with a preference for prior fraud investigation experience.

Boss also introduced a unique opportunity with Stepes, a platform connecting professional linguists and freelance translators with diverse translation jobs. Stepes provides an on-demand platform, allowing translators to work at their own pace, and the jobs are available in over 100 languages. Boss emphasized the flexibility of the platform, allowing translators to work remotely from their mobile devices.

In addition to these main opportunities, Boss briefly covered other positions, including a data entry specialist role with BairesDev, offering a salary of up to $51,000 annually. She also highlighted positions with Keepsake and Quick Text Pay, providing non-phone opportunities with flexible schedules.

Throughout the video, Boss’s upbeat and personable delivery engaged her audience, encouraging them to explore these work-from-home options. She emphasized the value of these opportunities for individuals seeking flexibility, whether they are stay-at-home moms, students, or those looking to build a side hustle. The video concluded with a call to action, encouraging viewers to like, subscribe, and share the video for more updates on remote job opportunities.



SARS, Employers and Remote Workers

The South African National Treasury’s budget proposals for February 2023 have highlighted intentions to harmonize obligations for both local and foreign employers, particularly affecting remote workers. This move by the Treasury, in coordination with the South African Revenue Service (SARS), could lead to foreign employers being mandated to register as “employers” with SARS. This change is motivated by the growing global trend of remote work, which has been accelerated by the COVID-19 pandemic. It allows employers from different parts of the world to engage South African workers for remote positions, providing mutual benefits.

Currently, there exist disparities in legislation concerning the obligations of foreign employers. The proposed amendments aim to standardize the registration requirements for foreign employers, ensuring parity between resident and foreign employers. Foreign employers who previously didn’t have a “representative employer” in South Africa to handle remuneration and deductions might be required to comply with PAYE deductions, the 1% skills development levy (SDL), and Unemployment Insurance Fund (UIF) contributions.

Practical implications arise from these changes. Foreign employers may lack certain credentials necessary for SARS registration, such as a CIPC registration number or a South African bank account. In response, experts suggest employing an Employer of Record (EOR) company that acts as the in-country employer, managing payroll compliance obligations on behalf of the foreign entity. This arrangement ensures adherence to local employment laws and tax regulations while allowing the foreign employer to maintain control over day-to-day supervision and work-related decisions.

The proposed alignment aims to streamline the regulatory landscape for remote workers and foreign employers in South Africa. The draft Taxation Laws Amendment Bill for 2023, expected in July, will likely provide more specific wording for these amendments. This effort to establish consistent rules for both resident and foreign employers reflects the changing dynamics of the global workforce, driven by the surge in remote work opportunities.

The proposed changes to South African employment regulations seek to address the growing prevalence of remote work by establishing uniform obligations for foreign and local employers. While these changes pose practical challenges, the adoption of an EOR arrangement could serve as a viable solution for foreign employers seeking to navigate the new compliance landscape efficiently. The envisioned amendments represent a broader global trend in adapting legislation to the realities of remote work in the digital age.

Source: BusinessTech South Africa

Future Work at Home Outlook for Australians

The COVID-19 pandemic prompted a massive shift in the global workforce, with many employees transitioning to remote work. In Australia, this shift has led to significant changes in work patterns and attitudes towards remote work compared to working in an office.

Before the pandemic, a Melbourne property surveyor employed 180 staff who worked in the office every day at 9 a.m. Now, employees work from home, allowing for more flexible schedules. For instance, drone operator Nicholas Coomber can start his fieldwork as early as 7:30 a.m., affording him more family time and the ability to pick up his children from daycare earlier.

While corporate leaders such as Jamie Dimon of JPMorgan Chase and Elon Musk of Tesla and Twitter call for a return to in-office work, Australian unions are pushing for remote work (WFH) to become the norm. Unions have taken legal action against Australia’s largest bank and are working with the government to advocate for continued remote work opportunities.

Australia has a history of embracing labor market changes during crises, often setting precedents for other English-speaking countries. For example, Commonwealth Bank of Australia (CBA) faced a challenge from its staff who took the bank to an industrial tribunal to contest a directive requiring office work half the time. Similarly, National Australia Bank (NAB) reached an agreement with a union allowing employees to request WFH, while Canada’s federal workers lacked similar protections.

In the European Union, lawmakers are updating telework protections to align with the post-lockdown economy. However, the demand for WFH remains strong globally. A survey found that employees with WFH experience prefer two days of remote work per week, twice as much as what bosses prefer.

Despite the benefits for employees, there’s a potential for conflict between workers and employers over remote work arrangements. The Australia Institute’s Jim Stanford noted that rising unemployment could shift bargaining power toward employers, potentially leading to a “historic confrontation.”

This shift to remote work has already impacted office landlords, with a notable decrease in demand for office space. Around one-sixth of Australian capital city office space currently stands vacant due to reduced in-person attendance.

Overall, the article highlights the evolving dynamics of remote work in Australia, showcasing the contrast between employee preferences and employer expectations, and the potential for long-term changes in work patterns and labor market dynamics.

Source: Byron Kaye

The Alarming Impact of “Loud Quitting” on Workforce Engagement and Global Economy

BNN Bloomberg reports that, in a recent Gallup survey, it has come to light that a significant number of workers are engaging in what they call “loud quitting” – showing up for work but actively disengaging and taking actions to harm their organizations. This phenomenon is responsible for a staggering 8.8 trillion dollars in losses to the global economy, amounting to nine percent of the global GDP.

While “quiet quitters” still have a chance of being inspired or motivated to become more productive, the situation is more concerning with “loud quitters.” These employees have become a lost cause, as they demonstrate outright opposition to leadership and the organization.

Managers are faced with the daunting task of dealing with this disengagement crisis, as nearly 60 percent of workers worldwide admitted to quietly quitting their jobs. This leaves less than a quarter of the workforce who are actively engaged and contributing positively to their workplaces.

It’s not just a matter of job dissatisfaction; the lack of engagement is making people miserable, and it is taking a severe toll on the global economy. Addressing this issue and finding ways to re-engage disheartened employees is vital for organizations and economies to thrive in the long run.

London Workers Reluctant to Return to Office

A recent survey conducted by Bloomberg Intelligence reveals that nearly 75% of London workers prefer the flexibility of remote work and would contemplate quitting their jobs rather than giving it up.

The study, which included responses from 500 employees, highlights that 40% of respondents would require a raise of at least 16% to reconsider returning to the office.

The motivation behind the survey was to gain insights into the employees’ perspective on remote work, especially considering the significant impact it has on various industries, such as real estate with multinational tenants in prime spaces.

The survey’s results indicate a strong desire for remote work among London workers, with 95% already receiving work from home options from their employers.

Moreover, 70% of respondents believe that remote work is here to stay, becoming a permanent fixture in the workplace.

The data also shows a shift in attitudes towards remote work across different age groups. In June 2022, only 44% of the older generation favored permanent work from home arrangements, but that number has now risen to 77%, bringing it closer to the preferences of younger workers.

Various factors contribute to this trend. The survey reveals that reasons for employees preferring remote work include issues such as costly commutes, rail strikes, and overall convenience. Additionally, the opportunity for salary increases is a key consideration for those considering a return to the office. However, networking and knowledge transfer for younger staff are crucial aspects that motivate some employees to come back to the physical office.

The survey’s findings strongly suggest that remote work is likely to remain a dominant feature of London’s workforce. The allure of flexibility, cost-saving benefits, and the ongoing pandemic’s influence have solidified the preference for remote work, indicating a substantial cultural shift in the city’s working lifestyle.

Google Prefers In Office to Work at Home Workers

Joanne Lipman and Tom Gimbel join Brian Sullivan on CNBC’s Last Call to discuss Google’s decision to implement tough tactics in transitioning from full remote work to a hybrid model.

Lipman acknowledges the argument for returning to the office, highlighting the importance of serendipity and the limitations of productivity during Zoom meetings. However, she cautions that strict mandates requiring employees to be in the office can be arbitrary and may backfire.

Gimbel supports the idea of mandating office attendance, emphasizing the need for leadership and the challenges faced by companies like Google in switching their stance on remote work. He argues that these companies baited and switched their employees, falsely promising a permanent shift to remote work.

The discussion also touches on the consequences of these mandates. Lipman mentions that such policies disproportionately harm women and people of color, who benefitted from the flexibility of remote work, leading to increased participation in the workforce. She warns that forcing employees back to the office would result in losing valuable contributors.

Gimbel counters by suggesting that some employees who haven’t had the opportunity to work remotely should be considered. However, Lipman cautions that discriminating against those who prefer remote work or have limited face time in the office may result in losing talented individuals.

Workers Compete to Work from Home

The competition for work-from-home jobs has become intense in certain cities across the United States. According to LinkedIn’s Workforce Insights Report, Bend, Oregon, is one of the top cities where remote job applications have significantly increased. Nearly 75% of job applications in Bend are for remote roles, compared to just 42% two years ago. This trend is mirrored in other regions as well.

Nationally, only 11% of open positions on LinkedIn offer remote work, but they attract almost half of the total job applications as of May. The top ten cities with the highest interest in work-from-home jobs, based on the share of applications for remote-specific openings, are Bend, Oregon; Asheville, North Carolina; Wilmington, North Carolina; Myrtle Beach, South Carolina; Spokane-Coeur d’Alene, Washington; Sioux Falls, South Dakota; Medford-Grants Pass, Oregon; North Port-Sarasota, Florida; Wausau-Stevens Point, Wisconsin; and Crestview-Fort Walton Beach-Destin, Florida.

These cities, often referred to as “Zoom towns,” experienced an influx of residents during the COVID-19 pandemic when remote work became widespread. Bend, in particular, attracted tech workers from Silicon Valley and Seattle. However, as several big tech companies like Google, Microsoft, and Apple increase their return-to-office requirements, remote work opportunities may become scarcer. Individuals who relocated during the pandemic might have to let go of their newfound flexibility or explore alternative options.

The report suggests that if workers in these cities are unable to secure remote jobs, there may be an increase in entrepreneurship, a return to larger metropolitan areas, or a shift towards hybrid or in-office work. The competitive job market is likely to reshape the dynamics of remote work in these regions.

Source: CNBC