when a carve-out crosses borders: capturing value …

WHEN A CARVE-OUT CROSSES BORDERS: CAPTURING VALUE AND RETAINING GOOD PEOPLE

Your Global Sales StrategyThe increased growth that comes with international expansion – or a larger total addressable market – can dramatically improve a startup’s long-term outlook.

But even if most startups don’t rise to become billion-dollar companies, expanding internationally helps companies grow more rapidly and improve their likelihood of long-term success.

A recent survey of top global leaders by PwC showed that 45% percent of CEOs said they were shifting their supply chain strategy, and 25% said they were considering new territories.

(PwC, 22nd Annual Global CEO Survey)

A company needs to preserve its business momentum. Software and online-services companies that successfully moved from $100M in annual revenue to $1B were able to maintain rapid organic-revenue growth at 31% a year (McKinsey).

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Global Sales Strategy Workbook

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THIS GUIDE WILL HELP YOU BUILD A STRATEGIC PLAN TO ENTER NEW MARKETS

For many organizations, going global can bring new markets, fresh revenue streams, high returns on investment, and opportunities to revitalize product development.

Global expansion strategies can also make growth more structured and sustainable. When appropriately composed, these plans mitigate expansion risk and encourage efficient use of resources, timelines, and capital for global expansion.

International growth is a marathon, not a sprint. A methodical go-to market plan is critical in ensuring that your organization is set up for success.

Determine Where to Go – and Why




Once this has been determined, it is time to get this in writing…

To decide where to expand first, analyze the following:

What organic interest levels are you getting from the countries you are looking into?• Partners reaching out to you

• Inbound leads coming through

• Existing customers using your product/solution for their global teams

What countries have the highest number of keyword searches for your top campaigns?

What is the competitive landscape for your product in that market?

Would you be a first mover into this market?• Is your team set up to handle educating the market as a first mover, or competing

for share of voice with other players?



Prepare to step onto the world stage

MARKET READINESS CHECKLIST

Product ReviewProduct offering is ready

Pricing structure

Local language requirements

Data privacy/security

Competitive AnalysisBattle cards are ready

Key differentiators

Pricing and positioning

• What research has been done around pricing

in the new market?

• Will you need to reduce/increase pricing to

be competitive?

Ideal customer profile

Market AnalysisThere is growth potential

Market size analysis

State of the economy

Market channel research – how do people expect to buy?



Set clear and realistic goals to measure success

GO TO MARKET BUSINESS OBJECTIVES

1. Expansion Timeline and Location

Target date of expansion

Region to cover

Employee location

Employee role

2. Expansion SumaryYour expansion summary should answer questions like:• Why are you entering (Country)?

• What is the market opportunity in (Country)?

• What is the ease of doing business in (Country)?

3. Expansion ObjectivesYour expansion objective summary should answer questions like:• What KPIs will you be measuring?

• How are you defining success after 3 months, 6 months, 1 year?

Website Traffic

Inbount Leads

Target Account

Partnerships

Conversations

Database Growth

Branded Search

THE WORLD BANK – Ease of Doing Business Index

GLOBALPEDIA – Globalization Partners

https://data.worldbank.org/indicator/IC.BUS.EASE.XQ?end=2019&locations=IE&start=2019&view=map

https://www.globalization-partners.com/globalpedia/



Design the blueprint for a successful execution

BACKGROUND

There is good chance that you are already selling into these new markets through your team.

Take the time to summarize the current status of this and how it will change.

How are you selling into this market/region/country today?

Who handles these sales calls?

How many inbound leads are you getting?

What is your budget for this expansion?

4. Expansion TeamExpanding globally is a team sport. It requires input from all functional areas to ensure that this

exciting time doesn’t turn stressful. Your expansion team summary should answer who is responsible

for each of the following areas:

Operations Lead

Legal

Finance

Managing Team Members

Product

HR

Recruiting

Revenue



Methodical Demand Planning and Tech Stack

• Before you get leads, you need a tech stack that will support more volume.

• Before you enable a sales team, you need leads.

You’ve got a lot to do, but you don’t need to do it all at once:

Tech Stacks Analytics

Website

Events

Automation of Taks

Incentives

Paid

ABM

ABM

Email

Automation

Paid Search

Syndication

Email

MarketResearch

Training

Training

ABM

SWAG

SWAG

ReferralProgram

Quality

Display

Webinars

Reinforcement

KPIs

Forecasting

Content

Intent

Events

Incentives

KPIs

CompetitiveAnalytics

Brand

Outbound

Social

DigitalOptimitation

Enable BDRTeam

Enable SalesOrganizations

Support SalesProcess

Nurture LostBusiness

CustomerJourney

DiversifyLead

Generation

Your optimal revenue plan may look like this visually



A good tech stack is critical

Understanding how each technology influences different stages of the funnel is really important.

Next, think about the order of which you will engage different Marketing channels. This will allow your teams to focus,

drive results, and then build up. Here is an example of what that might look like at a high level:

Marketing technology(martech) stack

Brand awareness amplification of messaging and thought leadership 2-4 month lead time

on digital needed for CPL optimization

Spend controls output

Database & Public Relations

Digital OptimizationPrograms



Consider redesigning your internal infrastructureThese infrastructure plans include hiring international employees and executives, finding local vendors,

determining legal, regulator, and tax statuses, and positioning a physical facility or base if necessary.

• Human Resources

• Payroll

• Accounting and Bookkeeping

• IT

• Legal Counsel

How are you going to handle compliance within this new country?

• Setting up a subsidiary regional presence

• Opening local bank accounts

• Registering with tax authorities

• Acquiring local commercial certifications

• Maintaining corporate records and filings

• Administering compliant payroll, compensation, and employee benefits



Securing the right talent to work abroad seems like a daunting task. However, with the right infrastructure and focus, you can ensure that you acquire a more accurate workforce, in a more efficient way.

1. Break down your hiring process into bite-sized stages

2. Understand your Employee Value Proposition (EVP)

It’s not about you. It’s about the candidate.

According to multiple studies, the right candidate for specific roles is 4x more likely to be engaged across the entire hiring process if they find your EVP compelling. You can assume that 80%-85% of candidates you proactively seek will check your EVP before responding to your vacancy.

Firstly and most importantly, you must focus on who you want to hire.

Price Pace Positioning

How to acquire the right talent when growing your business

Who is a good candidate for your role?

Skillset Qualifications

Narrowed down skillset

Who is the right candidate for your role?

vs.Mindset Aspiration

Attitude

DefineTargetSource

Screen Interview Win offer



People & Workplace

Compensation & Benefits

Reputation of the company

Key characteristics of the role

3. Ensuring a consistent EVP is clear across multiple ‘safety net’ platforms

The most common downfall for employers is mobilizing an EVP so that they can better activate passive candidates. Passive candidates are candidates who are absolutely perfect for your position, however, aren’t actively looking to a point where they advertise their CV online. Your EVP needs to be mobilized to inspire and activate these profiles, whilst ensuring that you build up a pipeline of accurate candidates to benchmark.

A comprehensive job description

Updated career page

Social media

• Company intro & bio • Holistic positioning of the role in your business

• Video messages

• Motivate from within your career page • Full role description

• Shareable post • Attract current employee network • Expand the reach of your role

Develop a clear understanding of who you are trying to hire.

Define clear employer branding messages to attract the right people.

Maximize outreach to potential candi-dates through the suitable channels.

Screen all applications to shortlist top candidates using automated screening technologies.

Equip interviewers with skills to identify the best candidates. Improve efficiency with structured interview process.

Win offers and onboard new hires effectively.

Develop Define Source

Screen Interview Target

Secondly, you need to marry these factors to what the candidate wants in their jobs & working environment. Factors that may provide a more comprehensive brand to prospective candidates include:



Don’t let risks derail your growth plans

As an entrepreneur, you have big plans to take your business to

the next level. Don’t let risks derail these growth plans.

What are you top 3 business growth goals?

1.

2.

3.

What could prevent you from reaching your goals, i.e. what are the key risks for each of these business goals?

Risks to growth goal 1:

1.

2.

3.


1.

2.

3.


1.

2.

3.



What risks do you need to mitigate through changes in behavior?

1.

2.

3.

What risks do you need to actively identify, monitor, and mitigate?

1.

2.

3.

What insurance policies do you already have in place or need to get?

Directors & Officers – protects the personal assets of management and directors from lawsuits as a result

of running the company.

Already in place Need to get Not needed as risk deemed too low

Professional Indemnity – protects the company in case of lawsuits as a result of failure of product/services.


Cyber Liability – protects the company when cyber incidents happen.


Risk matrix for actionWhere do these risks sit in the matrix?

Major consequences

Minor consequences

Low likelihood High likelihood

Transfer risk through insurance

Risk can be safely ignored

Mitigate through changes in behavior

Actively identify, monitor, and mitigate

D C

A B



Find the right partners to help you succeed fasterABOUT GLOBALIZATION PARTNERSGlobalization Partners is an Employer of Record with owned entities around the world. We help companies expand internationally in 187 countries without having to establish a local entity.

You identify the talent, and we employ your team member via our in-country payroll. Quickly and easily hire around the world without the burden of HR, tax, and legal matters.

Work with us, and we will have your employees onboarded in the countries of your choice in a matter of days.



187Countries

Locally compliantemployment

contract

Locally compliantbenefits

Your employee, on our payroll

Your employee is100% assigned to

work for you

Start to Finish: A Matter of Days

1. Get first pick from the global talent pool – hire the best person in the world for the job.

2. Test new markets – with literally no risk.

3. Manage compliance – stay ahead of local labor laws and changing regulations.

An EOR is a growth hack for startups that wish to capture market share and expand quickly:

3 major benefits of using an Employer of Record

Learn more about the Employer of Record solution and how Globalization Partners can help you grow globally.

Read: What Is an Employer of Record?

https://www.globalization-partners.com/employer-of-record-services/#what-is-a-global-employer-of-record



globalization-partners.com

North America: [email protected], Middle East, and Africa: [email protected]

Asia-Pacific: [email protected]

GET IN TOUCH WITH US TODAY

https://www.globalization-partners.com/contact-us/

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