Going global? How to hire ethically while growing your business
By Tony Jamous | Published: 2025-10-29 10:30:00 | Source: Inc.com
I’ve noticed that whenever leaders talk about growth, the conversation almost always turns to global expansion. This makes sense – new markets and global talent can open up huge opportunities. But I saw that too how You expand things as much as you expand them
Some organizations expand responsibly, creating opportunities for workers and building long-term business resilience. Others slide into extractivism, chasing short-term gains at the expense of talent and local economies
We believe there is a clear difference between expansion and extraction. Our latest Global Impact Report highlights what responsible scaling looks like in practice through a review of data across our platform and direct feedback from those hired across Oyster. Based on this information, we see three areas of greatest importance: trust in and benefit from emerging markets, a commitment to fair wages, and equipping managers to lead with empathy.
To fully understand the difference between dilation and extraction, here’s a quick breakdown
Expansion occurs when companies enter a new market in a way that benefits everyone. Businesses gain access to skilled talent, while workers and communities gain new opportunities and investments. It’s a mutually beneficial model: as the company grows, the positive impact on people grows.
Extraction, on the other hand, occurs when companies enter a market to take advantage of short-term benefits, such as lower labor costs or weak regulation, without regard to fairness or sustainability. It may seem effective at first, but the damage to reputation can quickly erode a company’s ability to thrive in this market.
The difference is important. Global hiring is one of the most powerful ways to stimulate growth. But if done irresponsibly, it may backfire. That’s why ethical hiring practices, like the ones we’ll explore below, are the real difference between expansion and extraction.
Trust and benefit from emerging markets
When it comes to impacting people, scaling means meeting talent where they are and creating paths to long-term success. Our report shows steady progress in initial and subsequent hiring in emerging markets. Our definition of “emerging markets” is based on the IMF’s classification of emerging economies, which refers to regions with developing economies and vibrant talent that are often underserved in the global employment landscape.
On our platform, 37 percent of companies hiring through us bring talent from emerging markets. For subsequent hires, that number jumps to 48 percent. This increase between first and subsequent hires shows that employers’ confidence in emerging market talent often grows over time.
Remote work makes this possible. By building distributed teams, companies can recruit across borders without having to relocate or create local entities. The result is a democracy of opportunity. Skilled workers in once-ignored areas now have access to high-quality jobs, while companies benefit from new perspectives and diverse thinking.
In my experience, the best way for leaders to engage with emerging markets is to:
- Invest in development. Building skills and career readiness in emerging markets means you’re not just recruiting talent, you’re helping to fuel growth. Training, mentorship, and career development unlock long-term value.
- Engage as partners. Scaling works best when companies treat talent not just as workers, but as collaborators who shape business growth.
Fair pay is the basis for expansion
Even the best intention of growing through expansion can slide into extraction if compensation is not fair. An ethical compensation strategy is the foundation of responsible expansion. Without it, global hiring risks perpetuating inequality or devaluing local talent.
This is why benchmarking is essential. Leaders must ensure that salaries are competitive both locally and globally, and work to close gaps where inequalities persist.
Besides being the right thing to do, fair pay is also a strategic advantage. Employees who feel valued are more engaged and more likely to deliver their best work. Increasingly, it’s not just about values, as laws around pay transparency and equality are being enacted across countries, making compliance another reason for leaders to get this right.
For leaders, the idea is simple but crucial: Â
- Pay fairly. Fair and equitable compensation should be a non-negotiable part of your recruiting strategy across new and existing markets
Management needs to expand, not extract
The way companies lead their distributed teams is an important part of scaling. Too often, leaders fall into the trap of imposing their own cultural norms and expecting them to be one-size-fits-all. This form of leadership excerpts, because it prioritizes competence and control over empathy and respect.
True expansion requires managers to adapt their approach to local contexts. Empathy and cultural sensitivity are the hallmarks of leaders who can unleash the full potential of global teams
When I think about how best to support managers through global expansion, I always come back to this:
- Management is not one size fits all. It requires adaptation and understanding of local cultures. This cultural empathy is essential to global success.
- Autonomy should be encouraged, While continuing to respect local standards and hierarchies
Choosing to expand helps your company grow globally
Expansion fuels growth. Extraction undermines it.
The companies that will thrive in the next decade are those that expand responsibly, by trusting talent in emerging markets, ensuring fair wages, and training managers to lead with empathy. These practices strengthen teams and create shared value for both companies and communities.
At Oyster, we’ve seen firsthand that the more we grow, the more positive impact we can have. This is the promise of expansion rather than extraction. It is the future of global business: mutually beneficial and sustainable growth.
The opinions expressed by Inc.com columnists here are their own, not those of Inc.com.
(Tags for translation)Overseas Business
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