Sound familiar? Because that is the sound of millions of employers all over the world repeating the same old tired line. If I had a penny every time I heard some small-time Towkay-wannabe mouth off about how they'd save so much money by hiring foreign workers remotely rather than letting local talent work from home, I'd be absolutely rolling in it.
 |
| If I had a penny... |
If you think this makes me sound dismissive, that's because I am. I am dismissing this line as nothing but bluster and hot air. And sit tight; I'm also about to explain why... in the Singapore context, naturally.
When it makes sense
If it's a huge MNC like, say, IBM, whose head office is in the USA and opening a regional office in Singapore, then yes, it makes total sense. Because they're already doing it. Their hiring and legal infrastructures are made for this. Even if the company is not at the scale of a large corporation, but still a respectable size, it might still make sense. It has to; plenty of these companies are doing it. The alternative is that all of them went nuts at exactly the same time... which is scarily plausible in these crazy times. |
| A game of expansion. |
When hiring is done by the book, the host country (in this case, Singapore) and the remote country (in this case, Vietnam), both have agencies that will handle the legalities. I know because I've worked as an Agency Contractor before. These are absolutely a thing.
And of course, these agencies aren't doing it out of the goodness of their hearts. They're a business; they expect to get paid. This will eat into whatever employers think they're saving by hiring foreign workers, remote or otherwise. But that's OK - even if these tech companies don't save that much per foreign worker they hire, at scale, it tends to add up. Enormously.
When it makes less sense
A tiny tech startup trying to follow in the footsteps of a large corporation without understanding basic realities of scale, is on what I would charitably refer to as a "fool's errand". How many would such a company hire? Five programmers? Maybe ten? Whatever the company saves in wages, is nowhere what a larger company saves when hiring hundreds of these people. And if that pittance actually counts as a win, I would be deeply concerned about the finances of said company. |
| You sure you can follow in those footsteps? |
I remember a time when Steve Jobs was considered the man to emulate. He was known to be a bit of an asshole, but he had undeniable talent, and thus he succeeded in spite of being hard to work for, or with. People took it to mean that in order to be as successful as Steve Jobs, one had to be an asshole. The end result was that we had quite a few Jobs-wannabes - basically talentless assholes with big dreams and even bigger mouths.
My point is, imitation may be the highest form of flattery; but for those ill-equipped to carry out said imitation, it becomes a liability quickly.
Also, consider this: any employer who isn't comfortable with employees working remotely on an island as small as Singapore, will be significantly less comfortable with employees working remotely out of Singapore.
If your employer is threatening to stop all this WFH nonsense by hiring more WFH programmers from beyond Singapore's shores, it doesn't take a genius to understand that the math does not quite add up.
When it starts being stupid
And it's at this point, where some employers will go, "Well, I'll just skip the red tape and hire direct from Vietnam, then."Really? You're going to bypass all the legal and pertinent protections that hiring through the proper channels brings you?
How well do you know your own local employees, much less ones you hire from overseas? Do you know their residential address? And even assuming it's a verifiable genuine address, have you ever tried to navigate Vietnam using just a residential address without any understanding of the local language and conventions?
Pray tell, if the foreign software developer whom you don't know from Adam (or Minh, or Rajasamy) decides to sell your IP to the highest bidder, introduce malware into your code base or do any manner of damaging and illegal acts for profit or simply for amusement, how well do you expect to enforce your legal rights? Remember, they're not operating in Singapore, your home turf. Unlike local employees, these are foreign developers under a different jurisdiction where legal enforcement is already significantly harder - now made even more difficult because, y'know, you so cleverly bypassed the proper channels.
That's just the most extreme cases. Let's consider some less extreme but still very real considerations.
Time zones aren't that big an issue. This being Southeast Asia, assuming the employer is not adventurous (or foolhardy) enough to hire from further abroad, the time differences are off by a couple hours at most - an hour tops in the case of Vietnam. It'll need work, but it can work.
What's arguably a bigger issue, is culture. Just because you are all presumably communicating in English does not mean you speak the same language. Nuance gets lost in translation, especially if you're speaking through a computer screen. Honestly, colleagues have enough problems just communicating face-to-face, in the same culture, in the same language.
 |
| Don't cut through this red tape. |
And the most relevant question of all: Why, in the name of all that's right and holy, would anyone put themselves in this position just to save a few thousand bucks a month? Does a company that needs to save that kind of chump change so badly, really inspire confidence in you as an employee?
Anyone old enough to run a business, is too old to be this fucking dumb.
Hiring foreigners isn't foolish inherently. Hiring foreigners remotely isn't either, though significantly riskier. Hiring foreigners remotely without going through the proper channels? Reckless, and potentially illegal. Don't do it.
Conclusion and disclaimer
This is not meant to be any kind of statement against Vietnam. Vietnam absolutely does have a wealth of tech talent at affordable prices. I've worked with quite a few. I was only using Vietnam as a convenient example. I could easily have said Myanmar or India.My point isn't that employers shouldn't hire foreigners remotely. My point is that it's not something that can just be hand-waved. Employers who have the experience and capability to carry this out, won't be talking about it because they are already - as Nike likes to say - just doing it. Or at the very least, taking cautious first steps. And the ones who are bringing it up casually as leverage during a discussion about remote work, will in all probability continue to just talk.
Your employer is not stupid. But if he's using hiring remote foreigners as a threat, he probably really hopes you are.
Tạm biệt hẹn gặp lại,
T___T
T___T
