This interview is with Nick Esquivel, CEO at Globaltize.

Nick Esquivel, CEO, Globaltize

Could you share a bit about your background and what led you to become an expert in the realm of Human Resources, Hiring, Global Talent, Virtual Employees, Staffing, Marketing, Entrepreneurship, or Startups?

My journey to becoming an expert in hiring and global talent began with scaling my e-commerce business to $100,000 per month in under a year. After testing nearly every business model, I found success with B2B wholesale combined with agency services for smaller brands. To scale further, I realized I needed a core team to support growth, which led me to hire global talent.

I focused on Latin America and the Philippines for their cultural compatibility, skills, and affordability. I built a talented team, including a sales representative from Latin America and two full-time employees from the Philippines. They played key roles in operations and executive support, allowing me to systemize and grow my business rapidly while significantly reducing costs.

This experience highlighted the transformative power of global talent. Inspired by these results, I launched Globaltize, a full-service hiring agency connecting businesses with exceptional global talent. My journey proves that with the right team, systems, and vision, any business can scale beyond its limits, and I am passionate about helping others achieve the same.

What were some pivotal moments in your career that shaped your perspective on this industry?

Several pivotal moments in my career have shaped my perspective on the importance and potential of global talent in the industry. The first came during my journey to scale my e-commerce business. After testing various business models, I found success with a combination of B2B wholesale and agency services for smaller brands. However, I quickly realized that to scale to $100,000 per month, I needed a strong team and efficient systems to handle growth. That’s when I turned to global talent.

Hiring a core team from Latin America and the Philippines was a game-changer. These regions offered not just affordability but also cultural compatibility and exceptional skill sets, allowing me to streamline operations while cutting costs significantly. Another defining moment was when I saw the impact of this approach on my business. With a talented and diverse team managing operations, warehouse communication, and executive support, I was able to scale faster than I ever imagined. The realization that I could access highly skilled professionals at a fraction of the cost of U.S. hires completely transformed my outlook on hiring.

The final turning point was seeing how this approach could help others. After sharing my story and success, countless business owners reached out for guidance on hiring overseas. This inspired me to launch Globaltize, where I’ve dedicated myself to helping businesses unlock the same growth and efficiency through global talent. These experiences have cemented my belief that leveraging global talent is not just a cost-saving strategy but a transformative tool for building scalable, successful businesses.

Can you describe a time you successfully navigated a challenging hiring process? What key lessons did you learn that could benefit others?

When I was scaling my e-commerce business to $100,000 per month, one of the biggest challenges I faced was hiring the right talent without the budget for local employees. I knew I needed a core team to handle critical tasks like operations, purchasing, and executive support, but the cost of hiring locally was prohibitive.

This challenge forced me to think outside the box and explore hiring global talent. I turned to regions like Latin America and the Philippines, where I found highly skilled professionals who were not only affordable but also culturally aligned and fluent in English. I hired a sales rep from Latin America and two full-time employees from the Philippines: one to handle operations and one as an executive assistant with e-commerce experience.

These hires allowed me to scale quickly and effectively, providing the expertise and support I needed without breaking the bank. Today, I am now building Globaltize, helping businesses all over the world utilize global talent.

With the rise of remote work and global talent pools, what strategies have you found most effective for building and managing high-performing virtual teams?

Hire for Remote-First Competencies: Look for candidates with self-motivation, digital communication skills, and adaptability. Emphasize experience in remote environments during the hiring process. Set Clear Expectations: Define roles, responsibilities, and measurable goals upfront. Use tools like project-management platforms (e.g., Asana or Trello) to maintain transparency and accountability.

Invest in Cultural Competence: Global teams thrive when cultural differences are embraced. Provide training on cross-cultural communication and establish norms for time zones, languages, and collaboration styles. Foster Connection: Create opportunities for virtual team bonding through informal check-ins, virtual coffee chats, or team-building activities. Personal relationships strengthen collaboration and trust. Prioritize Communication: Use synchronous tools like Zoom for team meetings and asynchronous channels like Slack for updates.

 Maintain a structured cadence for team updates and one-on-ones. Empower Autonomy: Give team members the tools and trust they need to take ownership of their work. Avoid micromanagement while remaining available for guidance. Regularly Assess Team Health: Use surveys or open feedback channels to gauge satisfaction and address challenges. Data-driven insights can guide adjustments to improve team dynamics.

How can companies best adapt their hiring and onboarding processes to attract and retain top talent in today’s competitive job market?

To attract and retain top talent in today’s competitive job market, companies must make their hiring and onboarding processes efficient, candidate-centric, and aligned with their employer brand. Here are the key strategies:

Streamline and Simplify: Long, complicated application processes deter candidates. Use applicant-tracking systems (ATS) to make applying easy, and keep interview stages focused and efficient.

Showcase Flexibility and Values: Highlight perks like remote work options, career development opportunities, and company values during recruitment. Candidates want to see how your organization aligns with their personal and professional goals.

Leverage Technology: Use AI-powered tools for résumé screening and pre-interview assessments to reduce biases and speed up hiring. Virtual-interview platforms make the process more accessible to global candidates.

Focus on Candidate Experience: Maintain transparent communication and provide feedback at every stage. A positive experience, even for those not selected, can enhance your employer brand.

Personalize Onboarding: Tailor onboarding to each role and region. Include a mix of practical training, cultural orientation, and mentorship to ensure new hires feel equipped and connected from day one.

Create a Feedback Loop: Gather input from new hires about their experience and use it to refine your processes. This also demonstrates your commitment to continuous improvement.

Invest in Employer Branding: Use platforms like LinkedIn to share success stories, employee testimonials, and company culture content. A strong, authentic online presence attracts high-caliber candidates.

What are some common misconceptions companies have about global talent acquisition, and how can they overcome these to access a wider pool of candidates?

Many companies have misconceptions that limit their ability to tap into the global talent pool effectively. Here are some key ones:

Language and Education Barriers: A common belief is that talent outside of familiar markets lacks English proficiency or sufficient education. In reality, many regions, such as Eastern Europe, Southeast Asia, and parts of Africa, produce highly skilled, multilingual professionals. Companies can address this by leveraging AI-driven assessment tools and prioritizing skills over assumptions.

Time Zone Challenges: While time zones might seem like a hurdle, they often don’t impact productivity. Modern teams use asynchronous workflows and collaboration tools like Slack and Notion to work seamlessly across time zones. Flexible work practices can turn these differences into an advantage, ensuring round-the-clock operations.

Regulatory Complexities: Employers may believe hiring globally is too complicated due to tax laws, labor regulations, and compliance issues. Partnering with an Employer of Record (EOR) simplifies this process, handling local compliance while allowing businesses to focus on finding the right talent.

Cost Assumptions: Some assume global talent is either too expensive or too cheap to meet quality standards. Instead of focusing on cost, companies should look at value—often, talent in emerging markets provides a balance of affordability and high skill levels.

Cultural Misfit: There’s a fear that remote international workers won’t align with company culture. To counter this, organizations can invest in cultural sensitivity training and inclusive team-building initiatives, creating an environment where diverse perspectives thrive.

By addressing these misconceptions, companies can unlock access to a global talent pool, driving innovation and growth.

From a marketing perspective, how can businesses effectively position themselves to attract talent that aligns with their company culture and values?

To effectively attract talent that aligns with their company culture and values, businesses need a strong employer-branding strategy that authentically communicates their unique identity. Here’s how:

Define and Showcase Culture: Clearly articulate your mission, values, and what makes your workplace unique. Use storytelling to highlight real examples of your culture in action—like team success stories or community involvement.

Optimize Your Online Presence: Ensure your careers page, LinkedIn profile, and other social channels reflect your culture and values. Include videos, employee testimonials, and behind-the-scenes content to provide an authentic glimpse into daily life at your company.

Target the Right Channels: Use platforms where your ideal candidates are active. For instance, creative roles might thrive on Instagram or Behance, while technical candidates may frequent GitHub or Stack Overflow.

Leverage Employee Advocacy: Encourage employees to share their positive experiences on social media. Genuine endorsements carry more weight than corporate messaging and amplify your reach organically.

Align Job Postings with Values: Ensure your job descriptions reflect not only the technical requirements but also the cultural attributes you value, such as collaboration or innovation.

Highlight Growth and Purpose: Today’s top talent seeks roles that offer personal growth and meaningful impact. Share stories that demonstrate career-development opportunities and how employees contribute to the company’s mission.

Measure and Adjust: Use metrics like application-to-hire ratios or employee engagement surveys to assess how well your branding attracts the right talent. Refine your messaging based on this data.

For entrepreneurs and startups with limited resources, what are your top recommendations for building a strong team and fostering a positive work environment?

Entrepreneurs and startups with limited resources can build a strong team and foster a positive work environment by focusing on strategies that emphasize alignment, agility, and culture over costly perks. Here’s how:

Hire for Fit and Potential: Prioritize candidates who align with your vision, values, and mission. Look for versatile individuals who thrive in dynamic, fast-paced settings and are eager to grow with your startup.

Leverage Freelancers and Remote Talent: Utilize global talent platforms to access skilled professionals on a flexible, project-based basis. This approach allows you to scale your team without the overhead of full-time employees.

Be Transparent About Your Vision: Share your startup’s goals and the impact each team member can make. A clear sense of purpose fosters intrinsic motivation and attracts mission-driven individuals.

Invest in a Positive Culture: Build trust and camaraderie by promoting open communication, celebrating wins (big and small), and encouraging work-life balance. A supportive environment matters more than extravagant perks.

Offer Equity or Long-Term Incentives: If cash is tight, equity or profit-sharing options can attract talent willing to bet on your startup’s success while aligning their incentives with the company’s growth.

Provide Growth Opportunities: Offer training, mentorship, and challenging projects that help team members expand their skills. Startups are an ideal environment for employees seeking accelerated development.

Stay Flexible and Adaptable: Be willing to iterate on processes and roles as the company evolves. Agility ensures you can optimize team structure and morale as challenges arise.

Looking ahead, what emerging trends do you see shaping the future of work, and how are you preparing for these changes in your own practices?

The future of work is being shaped by trends like hybrid and remote work becoming the standard. To prepare, businesses must invest in digital tools and practices that support seamless collaboration and employee engagement. Automation and AI are also driving significant changes, shifting the workforce’s focus to creative and strategic roles.

Preparing for this involves upskilling teams in areas like data literacy and innovation. Another key trend is the growing emphasis on employee experience. Companies are increasingly prioritizing mental health, flexibility, and purpose-driven work to attract and retain top talent. A strong emphasis on diversity, equity, and inclusion will also continue to reshape hiring and workplace culture.

Finally, the rise of global talent markets means organizations must be ready to manage culturally diverse teams effectively while navigating legal and logistical complexities in hiring internationally.

Thanks for sharing your knowledge and expertise. Is there anything else you’d like to add?

Global talent is undoubtedly the future, as businesses increasingly recognize the value of diverse perspectives and expertise from across the world. Embracing a global workforce not only enhances innovation but also helps companies remain agile in an ever-changing market.

At Globaltize, we work every day to help organizations tap into this vast talent pool, simplifying the process of hiring and managing the best professionals from around the globe. By breaking down geographic barriers, we empower businesses to build world-class teams that drive growth and success.