In this episode, James Bricknell, Head of Consulting - Expansion and Client Development of Bradford Jacobs, examines the primary considerations for successful international expansion. Companies need precise data on skills availability, talent costs, language and cultural differences and local laws to ensure affordable and effective hiring. He explores how varying local costs, taxes and contributions can blow up budgets. James also expands on the challenges of retaining international talent and emphasises the need to consider cultural and linguistic nuances.

Key Takeaways:

(01:50) Core drivers for international growth are cost, skills and market entry.

(03:13) Seventy per cent of employees prefer remote or hybrid work.

(05:06) Understanding local costs for a successful international expansion.

(08:38) Cultural diversity influences international decisions.

(14:04) Remote adaptability expands talent options.

(17:20) US firms face high costs for tech talent domestically.

(26:06) Local legislation varies greatly and must be understood.

(30:57) Local partners provide essential cultural insight.

(34:39) Market expansion should be data-driven and strategic.

(39:10) Understanding employer contributions in local markets to budget correctly.

Resources Mentioned:

James Bricknell -

https://www.linkedin.com/in/jamesbricknell/

Bradford Jacobs | LinkedIn -

https://www.linkedin.com/company/bradford-jacobs/

Bradford Jacobs | Website -

https://bradfordjacobs.com/

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#WorkforcePodcast #GlobalExpansion #WorkforceCompliance #RemoteWork

Understanding capital markets and listing reforms is essential for businesses aiming for growth. In this episode, Michael Jacobs, Partner at Herbert Smith Freehills, and Dylan Doran Kennett, Venture and Growth Capital specialist, and partner at the same company, share their expertise on IPOs, M&A transactions and the impact of UK listing reforms. They discuss the contradictions between fast growth and compliance and the benefits of upholding and creating a unified work culture during IPOs and mergers.

Key Takeaways:

(03:00) The impact of UK reforms on capital markets.

(05:22) Reforms have eliminated eligibility requirements for IPOs.

(08:43) ​​UK pension funds have massively de-equitised.

(14:01) Dual-class share structures and their benefits for founders.

(15:00) Examples of financial systems designed to channel money.

(21:06) The role of dual-track IPOs in giving companies flexibility.

(28:15) M&A as a growth strategy for IPO candidates.

(35:30) Balancing aggressive growth and structural compliance in IPO preparation.

(45:39) The challenges of IPO due diligence and preparation.

(53:22) Understanding the difference between listing in London and the US.

Resources Mentioned:

Michael Jacobs -

https://www.linkedin.com/in/michael-a-jacobs/

Herbert Smith Freehills -

https://www.linkedin.com/company/herbert-smith-freehills/

New Financial -

https://www.newfinancial.org/

UK’s IPO Reforms -

https://www.fca.org.uk/news/press-releases/fca-overhauls-listing-rules-boost-growth-and-innovation-uk-stock-markets

FTSE 100 -

https://www.londonstockexchange.com/indices/ftse-100

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In the age of globalised investments and workforces, creating a unified company culture and following each country’s regulations can be challenging.

In this episode, Nicola Ihnatowicz, Employment Law Partner at Trowers & Hamlins, discusses the evolution of UK employment law and its implications for global businesses. She explores the complexities of mergers and acquisitions, especially with TUPE regulations, and how businesses can effectively harmonise global workforces. Nicola emphasises the importance of building sustainable workforces that cater to generational shifts and evolving employee expectations.

Key Takeaways:

(02:17) The UK is a strategic access point for global businesses.

(04:28) Unfair dismissal becomes a day-one right in new reforms.

(05:29) Understanding the regulatory landscape when hiring in the UK is a must.

(06:43) Critical questions global businesses hiring in the UK should ask.

(10:48) A sustainable workforce means well-being and a talent pipeline.

(11:27) Four generations in the workforce bring different expectations.

(14:15) Global companies must align values and expectations across locations.

(17:03) Legal obligations vary based on how staff are engaged.

(19:21) TUPE surprises non-UK buyers with restrictions on restructuring.

(27:40) Local knowledge is crucial when navigating global hiring challenges.

Resources Mentioned:

Nicola Ihnatowicz - https://www.linkedin.com/in/nicolaihnatowicztrowers/

Trowers & Hamlins LLP - https://www.linkedin.com/company/trowers-&-hamlins-llp/

TUPE - https://www.gov.uk/transfers-takeovers

Thanks for listening to the “Global Workforce Podcast”. If you enjoyed this episode, please leave a 5-star review. And be sure to subscribe so you never miss any insightful conversations.

#WorkforcePodcast #GlobalExpansion #WorkforceCompliance #RemoteWork