A guide to creating 


the ideal HR tech stack

This guide explains why an all-in-one, global-first HR tech
solution will be an advantage in 2023.
A guide to creating
the ideal HR 

tech stack

Contents

3–5
Introduction

6–9
Audit your existing tech

10–13
Create a flexible HR ecosystem

13–24
Prioritize global-first tech

24–25
Streamline your tech with Deel’s full-stack
global HR platform
3 Introduction

¹ HR Brew, January 2023, The pandemic forced organizations to explore how effective people can
Most companies
surveyed have be in a remote work environment across many industries. This change
employees in more than caused the tech industry to explode with tools to manage remote and
one country 

distributed teams, which companies bravely signed up to in hopes of

streamlining their HR processes.

² LinkedIn, April 2022,


In a First, Remote Jobs
Attract a Majority of Before investing in your HR tech stack, read this guide to understand the
Applications on LinkedIn

importance of a flexible and intuitive HR platform, the essential HR

functions for a globally minded company, and why an all-in-one solution
such as Deel HR will be the advantage in 2023. 

To kick off, let’s look back to 2022 when we saw significant changes;
global hiring grew triple digits across all major geographies, 54% of
voters operated in two or more countries¹, and remote jobs received
50% of all applications on LinkedIn². 

4 Introduction

While these uptakes in remote working, technology, and global hiring have
produced tremendous benefits and opportunities for businesses and
employees worldwide, they’ve also caused two poignant challenges:

Companies now have a glut of HR tech, which costs them a lot of

money and time to run and doesn’t integrate well with new and
emerging tools and technologies
HR teams are trying to navigate a global workforce with HR tools
built for single geographies causing data silos and compliance issues

The above pain points drove the idea behind Deel HR, a global HRIS (Human
Resources Information System) that enables you to consolidate multiple HR
platforms into one, manage onboarding, payroll, and compliance in any
country, and view your global workforce data in one place. 

Free resource: A Case Study on Deel: How We Saw the Need for an HRIS

5
casey bailey

head of people (troophr)

deel

” Once your knowledge and

tools are in place, there are
no bounds in what you can do
and build to support your
workforce. You will be able to
unlock future programs,
scale, and iterate alongside
your business.”

6 Audit your 

existing tech
7 Audit your 

existing tech

³ LinkedIn, April 2022,
 Before comparing new tech providers, audit your existing tech to establish
In a First, Remote Jobs
Attract a Majority of
what’s working well and what isn’t. Even if you’re starting from scratch, this
Applications on LinkedIn
section will help you understand what you should look for in future tech. 

In 2021, companies worldwide invested $24 billion in tech to upgrade their

HR processes³ and create efficiencies in storing employee information,
recruitment, reporting and analytics, and many more essential HR
functions. Some companies opted for standalone HR systems, attempting
to build their own tech stacks. Others opted for more integrated systems
that perform multiple HR functions. 

Whether standalone or integrated, many of these tech modules don’t

address the workforce’s specific needs and, unfortunately, weren’t built to
play well together, causing data silos, system inefficiencies and increased
pressures on both budget and HR team resources.
8 Audit your 

existing tech
⁴ MuleSoft, 2022, 2022
Connectivity
The following statistics paint a clear picture of the problem
benchmark report
Companies now use an average of 976 applications, 133 apps more
⁵Jitterbit, September
2021, Jitterbit’s 2021 HR
than a year ago. Only 28% of these apps are integrated
Integration Survey 45% of HR professionals say accessing and combining data from
Reveals a Consumer-
Like Approach to Digital
several HR-related systems is their top problem
Transformation at All 45% of organizations rank poor integration across applications to be
Touch Points of the
Employee Experience 

the second main barrier to the effective application of technology, with

poor data quality ranking as the number one problem⁶
⁶ Deloitte, 2021, G
​ lobal 38% of IT leaders see the integration of siloed applications and data as
Chief Procurement
Officer Survey 2021
their biggest challenge to digital transformation within their organization⁷


⁷ MuleSoft, 2022, 2022 Ask the following when reviewing your tech stack:
Connectivity
benchmark report 

Are your objectives being met without compromise?

Can integrations be made to enhance functionality?
Is your current stack future-proofed or does it limit your ability to scale
Does it offer the flexibility or customizability you need?

Once you’ve narrowed down your legacy tech to the essential components,
the next step is to house them under one HR hub that allows you to
manage your entire workforce in just one system.

Learn more: Top Remote Work Tools and Software for a Productive Team

9
Lauren Frye

Director of people tech & data

deel

” Having everything in one system

allows for everything to be updated
in a much more streamlined way.
[...] Live and gather data from one
source of truth: the finance team
can use them, the access team can
use them for provisioning, the
culture team can use them for
swag sends, etc. If everything is one
system, it’s easier to get insights.”
10 Create a flexible
HR ecosystem

The best tech solutions provide all essential HR functions, integrate

with your existing tools, and can be modified to meet your needs.

The following HR functions are essential for any growing organization:

14 The solution:

Deel HR

Integrations

Eliminate duplicate administrative tasks with Deel’s 15+ integrations or

customize your own integrations with Deel API.

Core HR Contracts and

information document Recruiting 
 Onboarding and
database management and hiring offboarding

Performance Workforce Training and Time off and

management engagement development attendance
management

Payroll Reporting 
 Compensation Benefits 


and analytics and perks

Equipment and Flexible Background

Compliance
app provisioning workspaces checks
12
casey bailey

head of people

deel

” HR technology helps you build and

sustain trust with your team
members by showing them you have
accurate data about their work
engagement with you, have their
history of progression and
performance, and understand and
apply the compliance requirements
for them based on their
employment status and country.”
13 Prioritize 

global-first tech
14 Prioritize 

global-first tech

When designing a global strategy (hiring in more than one geography)

you must prioritize tech that enables you to set up and manage a
globally dispersed workforce. 

Global teams aren’t new, but the technology available to enable global
team management on a single platform is. Certain tech platforms, such
as Deel HR, provide the following tools and capabilities, making hiring
and managing global teams easy.

When creating your ideal tech stack, look out for providers with the
following capabilities.

15 Prioritize 

global-first tech

Global hiring
Deel’s HR platform integrates with Employer of Record (EOR) solutions
that enable companies to hire employees and contractors anywhere in
the world without opening an entity. 

Learn more: When to Hire Employees through an EOR Instead of Contractors

Global mobility
Today, global talent mobility enables competitive talent strategies for
businesses and provides workers with the ultimate employee experience.  

The Deel HR platform delivers in-house mobility experts who can help with:

visa eligibility and procuremen

application suppor
liaison with local government
relocation-related expenses managemen
streamlining and facilitating the relocation process.

Watch the webinar: The Future of Work: What Talent Wants

16
Dan Westgarth

chief operating officer

deel

” Deel HR is fully integrated into the

Deel hiring stack. With Deel HR,
you’re able to engage contractors,
direct employees, and EOR
employees globally in any country
that Deel supports. So when you’re
on that search for talent, and you
find the person you want to hire,
you can use Deel to hire them—no
matter where they are—and that
transaction seamlessly syncs into
Deel HR.”
17 Prioritize 

global-first tech 

Global insights
From the Deel platform, users gain immediate access to in-house experts
who are on hand to provide a wealth of experience and knowledge in the
following areas:

Global salary insights and compensation strategies

International talent hubs
Sourcing candidates locally versus regionally versus globall
Global HR policies

Global compliance
Deel’s in-house lawyers and partner relationship managers (PRMs)
worldwide ensure compliance with local laws and regulations, including

Localized contracts for over 150 countries, covering everything from

minimum wage and working hours to parental leave and termination
requirement
Compliance documentatio
Tax complianc
Mandatory benefit
Misclassification prevention 

Learn more: A Guide to Accounting and Compliance for SMBs 

18 Prioritize 

global-first tech 

Global payroll
Deel combines HR and payroll in one platform handling local payroll tasks for
your entire global workforce, regardless of their location or employee status. 

Many companies decentralize their operations, opening new entities or

setting up multiple payroll teams in the countries they operate in. Deel
unifies all types of payments toward your workers so you can streamline
your tech stack and reduce your operational overheads.

Global benefits and perks

Employee benefits for companies that hire globally vary by country. If you
hire a person outside of your country, you’ll need to ensure benefits are
compliant with local laws. With Deel HR, you can provide your
international employees and contractors with the best benefits
packages, perks, and stock options entirely compliant with local
regulations no matter where they live.

Learn more: How to Grant Stock Options to Foreign Employees

19
casey bailey

head of people

deel

” In 2023, I think we will see HR teams

look to consolidate their HR
technology stack, but also look for
technology that is smart—meaning,
how does my HR technology serve
up knowledge to allow me to
compliantly set up and manage my
workforce independent of where
they sit around the world.”
20 Prioritize 

global-first tech 

Global security
The rise of cloud-powered remote work introduced new vulnerabilities.
Companies must double down on device management, access
management, security updates, and security training to keep sensitive
company information safe. Companies that hire globally must also
comply with international data privacy laws and secure WFH setups
around the globe. 

Deel HR is built on the globally recognized security framework, ISO 27001,

and is also SOC 2 certified to ensure the highest international security
standards so you can be confident that your team’s sensitive data is
always safe and secure. 

Learn more: Everything you should know about our SOC 2 compliance

Global support
With international hiring, it’s not uncommon for complex, time-sensitive
scenarios to arise. Whether you need help with a relocation or payroll, our
dedicated support team is available in-app 24/7 to help you and your
workforce with any questions you may have across time zones and in
multiple languages.

Learn more: How to Hire a Customer Support Agent

21
casey bailey

head of people

deel

” HRIS is fundamental, a single source

of truth that feeds all your HR tech
stack. [...] All your metrics and data
should come from the HRIS, and
everything should be integrated
into that HRIS.”
22 Prioritize 

global-first tech 

Global view
A challenge many HR departments face when managing both local and
global teams is being able to view their entire workforce, inclusive of
direct employees, international workers, and contractors, in one place. 

With Deel HR, you can view and manage your entire global workforce in
just one HRIS system, providing you with a single source of truth for your
workforce data. From the platform, you can see whom you employ or
contract with, where they are located, their status of work, and how you
manage them compliantly through their life cycle with you.

Learn more: Limitations of Local HRIS Systems: Why Global HRIS 


is the Answer

23 Prioritize 

global-first tech 

Conclusion
How you build your tech stack influences much about your company; how
efficiently it functions, the culture and experience of its workforce, and
how effectively it will grow and evolve. 

In 2023, HR practitioners must think more strategically about their HR

tech to successfully position their organizations to navigate the new
reality of work. Consolidating your HR technology in one flexible, global-
first platform that enables you to manage your entire global workforce
and integrate your existing tech will significantly benefit you, your team,
and your closest partners in Finance and IT. 

With Deel HR, there are no bounds to what you can do and build to
support your workforce. You will be able to unlock future programs, scale
and iterate alongside your workforce, scale and business, workforce
strategies, reduce your operational overheads, and compete globally, all
while providing a seamless and engaging user experience for your team.

24 Streamline your tech

with Deel’s full-stack
global HR platform
25 Streamline your tech
with Deel’s full-stack
global HR platform

Deel HR is a global-first platform that enables you to manage your

entire global workforce—EOR employees, direct employees, and
independent contractors—in one powerful platform. Instead of using
multiple platforms to manage your global workforce, Deel HR covers
everything for everyone

Easy onboarding that covers equipment, workspaces, background

checks, localized contracts, and app provisionin
Consolidated people management that keeps expenses, time off,
documents, and your entire people directory in one plac
Visual reporting for headcount planning, retention, global costs, and
payroll to clearly understand the health of your entire organizatio
Deel Engage plugins for PTO (paid time off), Pulse Surveys,
Onboarding, Org Charts (feature coming soon), Referrals, One-on-
Ones, and more to help you track and increase engagement

To empower scaling teams, we’re offering Deel HR free to companies

with up to 200 workers, with no setup fees or monthly costs.

Book a demo to see Deel HR in action.