Building a Borderless Agency: Tips for Hiring Across Cultures

Expanding 5Four Digital into a borderless agency was one of the most rewarding decisions I’ve ever made. Hiring across cultures allowed me to tap into a world of creativity, expertise, and fresh ideas. But it wasn’t without its challenges—time zones, communication styles, and cultural nuances all required a thoughtful approach.

The payoff? A thriving global team that delivers incredible results while working together seamlessly. Today, I want to share the strategies that helped me build this team so you can apply them to your own agency.

1. Start with Crystal-Clear Job Descriptions

When hiring across cultures, ambiguity is the enemy. A strong job description not only attracts the right candidates but also weeds out those who might not be the best fit.

At 5Four, every job posting is structured to ensure clarity. Here’s what we include:

• Title: Be specific (e.g., “Experienced Webflow Designer for Conversion-Focused Websites”).
• Responsibilities: Clearly define tasks, such as “Design responsive Webflow sites optimized for mobile” or “Collaborate with the development team via Slack and Notion.”
• Skills and Tools: List the software or platforms they’ll need to know (e.g., Figma,  Shopify, or Clickup).
• Portfolio Requirements: Ask for relevant examples of their past work to evaluate their skills.

This structure ensures candidates know exactly what’s expected and self-qualify before applying, saving you time during the hiring process.

2. Look Beyond Technical Skills: Evaluate for Cultural Fit

While technical skills are essential, hiring for cultural fit is just as important when building a global team. Your team members need to align with your agency’s values and thrive in a collaborative, remote-first environment.

During interviews, I focus on questions that reveal how candidates approach teamwork, feedback, and challenges, such as:

• “How have you worked with teams across different time zones or cultures?”
• “Can you describe how you approach feedback on your work?”
• “What strategies do you use to stay productive when working remotely?”

I’m not just looking for their answers—I’m listening for how they communicate, their adaptability, and whether they’ll contribute positively to our team dynamic.

3. Embrace and Celebrate Cultural Diversity

One of the best parts of running a borderless team is the diversity it brings. Team members from different cultures provide fresh perspectives, innovative ideas, and unique solutions to problems. But to fully leverage this diversity, you need to intentionally create a culture of inclusivity.

At 5Four, we maintain a shared global calendar that highlights cultural and national holidays so no one feels left out. We’ve also encouraged team members to share traditions, recipes, and stories about their cultures during informal Slack chats.

One of my favorite moments? Celebrating Diwali with one of our developers in India. It brought our team closer together and helped us understand more about each other’s lives outside work. These little moments matter and build stronger connections across your team.

4. Master Time Zone Management

Time zones can be tricky, but with the right systems in place, they can actually work to your advantage. A global team lets you run your business almost 24/7, with projects moving forward even when you’re off the clock.

Here’s how we manage time zones effectively:

• Async Workflows: Tools like Slack and Clickup allow us to track progress without requiring real-time interaction. Team members can leave updates and ask questions whenever it’s convenient.
• Overlap Hours: We establish 1–2 hours of overlap where key team members can collaborate live if needed.
• Clear Deadlines: Instead of specifying “end of day,” we clarify deadlines using the specific time zone (e.g., “Submit by 5 PM EST”).

This setup ensures that projects stay on track while allowing team members to work at their most productive times.

5. Invest in Trust with Fair Compensation

Hiring globally can offer cost savings, but that doesn’t mean underpaying your team. Paying above the market average in their region not only builds loyalty but also ensures you attract the best talent.

When I hire someone, I research their region’s standard rates using platforms like Glassdoor or Payscale. I then add 20–30% to show I value their skills and expertise. It’s a small investment that results in long-term commitment and higher-quality work.

For example, one of our remote designers from East Africa has been with us for three years. Paying him competitively has led to consistent, top-notch work and a sense of mutual respect that strengthens our partnership.

6. Create Systems That Unite Your Team

The backbone of a successful borderless team is the systems you put in place to ensure alignment and consistency.

At 5Four, SOPs (Standard Operating Procedures) play a critical role in our workflows. Whether it’s how to onboard a new client, manage project deliverables, or conduct quality checks, our SOPs ensure everyone—no matter where they’re located—follows the same process.

We also use tools like Notion and Loom to document and share these processes visually, making it easy for team members to stay aligned.

The Takeaway

Building a borderless agency isn’t just about accessing a global talent pool—it’s about fostering collaboration, inclusivity, and trust across cultures. With clear communication, flexible workflows, and a commitment to celebrating diversity, you can create a team that’s not only productive but also connected and inspired.

Ready to start building your borderless agency? Grab a copy of my book, Borderless, for step-by-step strategies that helped me build a thriving, borderless team.

Let’s go borderless!