Introduction

If weibo frequently appear “cut kidney” trendings, make Chinese people interested in traveling to Southeast Asia greatly reduced. The release of the movie No More Bets has expanded the scope to the Southeast Asian job market. The movie opens with Pansheng and Anna being attracted to a high-paying overseas job, who want to go abroad for gold, but end up falling into the trap of fraud. This kind of scam, under the guise of high-paying recruitment, but actually “human trafficking”, has been staged in Southeast Asia time and again. From the manufacturing industry to web3, from ordinary customer service to the tourism industry boss, Southeast Asia, “false recruitment” of the claws of the pervasive.

Chinese enterprises are seeking new developments in the SEA

While news about “false recruitment” in Southeast Asia is common on the Internet, the enthusiasm of Chinese companies to go to Southeast Asia has not subsided. Electronics, games and software, retail manufacturing, food and beverage, beauty, automotive and other industries actively “go to SEA”, increasing business opportunities.

According to Autolife Thailand’s sales chart of electric vehicles in Thailand from January to June 2023, except for Tesla’s Model Y and Model 3, the rest of the electric vehicle brands are from China, accounting for about 80% of the total market share. Coupled with the Thai government’s tariff policy and consumer policy, it is not surprising that Thailand has become a popular site for China’s new energy automobile industry to go overseas, attracting battery and raw material enterprises such as Ningde Times, BYD, Guoxuan Gaoke, and Beehive Energy, etc. to carry out relevant investment and cooperation in Thailand.

While the domestic lithium industry coincidentally put the line of sight on the 278 million people in Indonesia, where the rich manufacturing demographic dividend is waiting for the sea enterprises to dig.Plus Indonesia has nearly 20% of the world’s nickel reserves, which makes China’s lithium industry chain can not bypass this country.

In addition to the secondary industry to go to sea to make a living, the tertiary industry to go to sea in Southeast Asia is more frequent. In terms of the game industry, domestic game makers fierce competition, many manufacturers will be Southeast Asia as the first station of the sea, especially and China, as interested in martial arts, three countries and other traditional RPG theme of Vietnam is the most eye-catching. At the end of March this year, the mobile game Jianxia World: Origin was launched in Vietnam, it directly topped the Vietnamese IOS Android double best-seller list.

The above three examples are not the only ones of Chinese enterprises going to the South China Sea for business. According to the 2023 EqualOcean Going to Southeast Asia Report, the trend of Chinese companies going to Southeast Asia in the future will be more categories and more segmented at the same time. In order to go overseas smoothly, localization will become the core of the strategy for Southeast Asia. Only enterprises that respect local culture and consumer habits can get better development.

Global hire localization, compliance.

Therefore, it is crucial for Chinese enterprises to go overseas to lay out and hire employees locally.So the key to the development of Chinese enterprises overseas is how to local layout, how to hire employees. Taking the above new energy vehicle overseas in Thailand as an example, BYD chose to set up a new factory in the local area, making full use of the local automotive industry heritage and cheaper labor. Companies that want to set up a Southeast Asian team quickly may also consider EOR (Employer of Record) or Contractor (Flexible Employer) to work with locals. According to the virtual assistant agency, There Is Talent, there are about 40 million virtual assistants worldwide, a significant portion of whom are Filipinos, and there is already a pool of skilled, English-speaking professionals in the Philippines. As for some small and medium-sized overseas vendors, they will adopt a slightly conservative attitude in the face of emerging markets and prioritize sending employees to work in Southeast Asia to reach the market.

Knowing is easy and practicing is difficult. Overseas enterprises to establish the main body of recruitment overseas, often tens of thousands of dollars, not to mention, but also always pay attention to policy changes, in the complex international market, to master each country’s employment policy is a difficult task. At the same time, the lengthy application process and communication costs are also restricting the progress of enterprises going overseas.

In the “2023 EqualOcean Overseas Southeast Asia Report”, it is also mentioned that “one-stop overseas service providers are gradually becoming the first choice”.

What PayInOne can provide？

And PayInOne, as a one-stop SaaS platform for global employment and payroll management designed and developed specifically for overseas and globalized enterprises, encompasses regional payroll, benefits, tax, human resources and laws, lowering the threshold of globalization and localization for enterprises; and provides compliance solutions according to the needs of enterprises.

• 1. Legal and regulatory compliance

PayInOne products and systems cover the employment guidelines of various countries, including laws and regulations, policy changes, labor protection, investment policies, entry thresholds, etc. PayInOne products and systems ensure that enterprises’ employment complies with the employment standards and legal processes, assist enterprises in maintaining control of data management, mitigating the impact of accidents, and avoiding fines for non-compliance and lawsuits. Meanwhile, the PayInOne system has built-in Chat Gpt search function for global employment and payroll management, which allows customers to inquire related issues independently and further save related human communication costs.

For enterprises, PayInOne’s one-stop automated onboarding audit service verifies and recognizes the true identity of employees, helps enterprises extract key personal information and provide risk alerts, and is compliant with the EU GDPR privacy policy.

• 2.EOR (Employer of Record)

EOR is the best option for organizations that do not have a presence in Southeast Asia and want to recruit full-time local employees. Nominal employers take on the legal responsibility of being an employer of employees and are responsible for complying with local laws, regulations, and compliance requirements, including payroll, tax, work visa, and benefits processes.PayInOne has self-managed entities in North America, Europe, Asia, and other mainstream countries of the overseas business, which helps companies to comply with the hiring of employees in the absence of a local entity. At the same time, PayInOne minimizes compliance risk by updating you on new laws and regulations as they are introduced.

• 3.Contractor

In addition to full-time contracts, PayInOne also offers contractor service agreements. By signing a flexible contractors, generate automated billing, companies only pay for the actual hours worked or tasks actually completed on a project, with no fixed hiring or management costs. The online contracting process can be completed in as little as 5 minutes, so companies only need to focus on communicating with their employees.

• 4.Global Work Visa

Nowadays, when the demand for global labor is more diversified, PayInOne relies on SaaS one-stop service to make the whole process more concise and convenient, saving valuable time and energy for both enterprises and employees. For companies that do not have a company overseas, PayInOne provides compliant overseas company employment enables an efficient process, for the audit and processing of work visa qualification, and at the same time, synchronizes the completion of the contract signing and other onboarding processes for employees.