Meet Karolina Andrijevskaja, Senior Partner Manager at Lano:

Karolina is a Senior Partner Manager at Lano, specializing in international employment and payroll solutions. With personal experience navigating compliance risks during her move from England to Germany, she joined Lano to help businesses expand globally while ensuring compliance with local regulations. Karolina’s expertise and insights make her a trusted resource in the field of international employment.

Listen Up: Karolina Andrijevskaja, Senior Partner Manager at Lano — Full Podcast Episode on Spotify

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Quick Read: Karolina Andrijevskaja, Senior Partner Manager at Lano, Interview Highlights

How does Lano manage the intricacies of global employment regulations, keeping up with changing laws, and adjusting its platform to help companies hire globally without legal risks?

Karolina acknowledged the challenges of staying updated with local laws and regulations in 170 countries while emphasizing the importance of compliance and quality of service. Unlike other employer record platforms, Lano has adopted a partner-powered model. Instead of maintaining direct entities in various countries, Lano collaborates with local partners who are experts in their respective jurisdictions. These partners have extensive experience and a deep understanding of local employment laws, ensuring a higher compliance guarantee for Lano’s clients.

“We have adopted a fully partner-powered model. That means that we work with local partners who own their entities. They are experts within their field. They have probably been offering their services for longer than Lano existed. So therefore the compliance guarantee is much, much higher.”

Whether Lano relies on partners in most countries or not?

Karolina clarified that Lano only has its own entity in Germany. In other countries, Lano collaborates with local partners who specialize in employment law. This partnership model ensures that Lano can offer the best compliance services to its clients, providing them with reliable and flexible global hiring solutions.

What control and authority do companies have over their remote employees when working through Lano’s partner-powered model?

Karolina explained that Lano’s primary responsibility is compliance, ensuring that employees can legally work for companies internationally. While the employer retains control over the employee’s duties, Lano consults on local benefits and ensures adherence to the employment contract. Lano acts as a legal mediator between the employer and the employee, facilitating promotions, contract changes, or terminations according to the agreed-upon terms.

What are the common challenges and misconceptions companies face when considering hiring talent abroad?

Karolina mentioned that one prevalent misconception is that opening a local entity is necessary for expanding internationally. She highlighted the lack of awareness surrounding employer record services as a viable alternative. Many businesses remain unaware of the benefits and flexibility offered by this model. Educating companies about the employer record model and dispelling misconceptions is an ongoing challenge in the industry.

“The amount of misconceptions is probably impossible to mention in the 20 minutes that we have, but one of the most frequent ones is that in order to expand internationally, that you will need a local entity. That is simply not true.”

What is the future of remote work and global hiring, given the uncertain landscape?

Karolina emphasized that the future of remote work is influenced by the preferences of talented individuals. As remote work becomes increasingly appealing, companies must adopt more flexible models to attract talent. She mentioned examples of companies like Airbnb and Spotify that saw a surge in interest when they announced remote work policies. A Stanford University study revealed that workers would require a significant pay raise to return to the office full-time. Karolina concluded that the shift to remote work is irreversible and that companies need to adapt their hiring strategies accordingly.

“The talent will be demanding it [remote work], and in order to compete in this market, and in order to actually get the talent that you’re after, you will have to be a little bit more flexible than you used to be.”