Deel Specific Questions Flashcards
(16 cards)
Why are you interested in working for Deel?
Product make sense, Deel is solving the complexities of global hiring, payroll, and compliance, making it easier for companies to hire and pay international talent. Allowing Businesses and contractors to focus on growth and productivity while reducing their administrative burdens.
Marketing is great, your recent ad to do with the Egyptians and the Aztecs was cool and I liked the animation.YT tutorials on product demos are easy to understand and the platform is user-friendly. Consistently positive reviews on G2, Reddit and Google. Clear growth within your compnay and looking at your Glassdoor reviews you really appreciate your employees’ growth.
What do you know about Deels products and services?
- Global Payroll
Summary: Streamlines payroll for employees and contractors in 150+ countries, automating compliance with local taxes and regulations. - Global Hiring and Onboarding
Summary: Facilitates international hiring through Employer of Record (EOR) services, contract generation, and automated onboarding processes. - Global Compliance
Summary: Provides tools and resources to ensure compliance with global employment laws, including a Compliance Hub and risk management features. - HR Solutions
Summary: Offers a global HR Information System (HRIS) for managing employee data, benefits, and performance across international teams. - Additional Services
Summary: Includes Deel IT for managing IT equipment for remote teams and integrations with various HR and productivity tools.
Who are Deel’s main competitors, and how does Deel differentiate itself in the market?
Deel’s Main Competitors:
Remote: A direct competitor with a similar focus on simplicity and ease of use.
Globalization Partners (G-P): A major player with a vast global presence, particularly strong in emerging markets.
Rippling: Offers a broader suite of HR tools, making it a strong competitor for companies looking for an all-in-one solution.
Velocity Global: Focuses on tailored solutions and personalized service for companies with unique needs.
Papaya Global: Specializes in global payroll with advanced automation and data analytics.
How Deel Differentiates Itself:
Extensive Global Coverage: Deel has a wide reach, enabling businesses to hire and manage employees in a large number of countries.
Focus on User Experience: Deel emphasizes a user-friendly platform with intuitive interfaces and streamlined processes.
Strong Technology and Automation: Deel leverages technology to automate key processes, saving businesses time and resources.
Agile and Adaptable: Deel has shown an ability to adapt quickly to changing market conditions and client needs.
Competitive Pricing: Deel’s pricing structure is often considered competitive.
What do you think are the biggest opportunities and challenges facing Deel in the current market?
Opportunity:
Remote work boom: The increasing prevalence of remote work fuels demand for Deel’s services.
Global expansion: Untapped potential exists in emerging markets.
Product diversification: Expanding into related HR areas like benefits and talent management.
Strategic partnerships: Collaborating with other HR tech companies.
Tech leverage: Further automation and data-driven insights.
Challenges:
Intensifying competition: The market is getting crowded.
Regulatory complexity: Navigating ever-changing global employment laws.
Data security & privacy: Protecting sensitive employee information.
Customer acquisition & retention: Winning and keeping clients in a competitive landscape.
Scalability: Handling increasing data and transactions reliably.
Why do you think Deel is a good fit for you, and why do you think you’d be successful in this role?
**I agree with your vision as there are so many talented people in the world that can can have huge contributions to a businesses growth but they dont go for it due to the admin burden, time it takes to complete contracts and abide to the tax laws, and uncertanty around payment and Deel solves these problems so contractors can grow and businesses can grow. I’m a young profession that is hungry to succeed. I have experience working in a tech scale up in an outbound role, I’m a fast learner, honest and always have a positive attitude I always seek for feedback so I can grow.
How would you approach developing a territory and building a pipeline for Deel’s products/services?
analysing the market and aligning with the ideal customer profile. I’d then generate leads through targeted outreach (outbound, inbound, networking, referrals). I’d focus on building relationships with prospects, providing value, and meticulously managing my pipeline in the CRM. Finally, I’d continuously analyse my performance and refine my strategies for optimal results.
What are some key strategies you would use to identify and qualify potential Deel merchants?
1) Defining my ideal customer profile (ICP) through market research and analysis of existing successful Deel merchants.
2) Identifying prospects via online research, competitive analysis, networking, partnerships, and Deel’s internal resources.
3) outreach and ask pain point questions to make sure Deels is a good solution for them.
How do you stay up-to-date on industry trends and competitor activity?
in my role at Uber Eats I used g-alerts ill have 1 email get sent in every monday that gives a breakdown of any news on competitors, new restos in my region from the prevous week. also following competitors on social media, and when im out on the field or from prospects.
How do you tailor your sales pitch to different types of businesses?
research business, research the DM and tailor my pitch by asking open ended pain questions specific to their industry, maybe find some new news around their industry.
If you were given a specific sales target, how would you develop a plan to achieve it?
Understand the target e.g. is number of meetings booked or is it blend of meetings booked, rev gained then work backwards from the target in terms of numbers: set myself smaller managable goals e.g. in a week / month I need to get x amount of meetings booked in. inorder for me to book x amount i need to call and email y amount.
What is the ICP at Deel ?
Up to 250 employees, someone who already has contractors or is looking to expand asap. Maybe someone who already uses a different solution and is unhappy with it
What was the 30 / 60 / 90 day plan for the role?
30 days: build a good relationship with AE, the team and understand how they work, Have good product knowledge and see how business can benefit understanding the value proposition of Deel, common objections and start building a solid pipeline and start selling.
60 days: starting to get more comfortable with my outreach methods, generating a good pipeline, and hitting targets
90 days: comfortable in the role, exceeding targets, coming up with new strats with AE to get more share in certain areas.
What problems does the product solve ?
Deel is solving the complexities of global hiring, payroll, and compliance, making it easier for companies to hire and pay international talent seamlessly. The platform streamlines contract management, ensures legal compliance across multiple countries, and automates payments in various currencies.
Pretend I’m a prospect describe our product to me ?
Deel is solving the complexities of global hiring, payroll, and compliance, making it easier for companies to hire and pay international talent seamlessly. The platform streamlines contract management, ensures legal compliance across multiple countries, and automates payments in various currencies. Deel allows organizations to focus on growth and productivity while reducing administrative burdens
What are some key objections you will face at Square and how would you handle them ?
- “We already have a global payroll/HR solution.”
Handle: “I understand. Many of our clients did too before switching to Deel. Often, they find their existing solution lacks the flexibility, comprehensive compliance, or cost-effectiveness that Deel offers. Would you be open to a quick 15-minute call to explore if Deel could address any pain points you might be experiencing, even if it’s just to confirm your current setup is optimal?” (Focus on exploring potential gaps, not immediately pushing a sale.) - “Global hiring is too complex/expensive.”
Handle: “That’s a common misconception. Deel simplifies global hiring by handling the complexities of local compliance, taxes, and payroll. We act as the Employer of Record (EOR) in many countries, eliminating the need for you to set up legal entities. This significantly reduces both the cost and time involved. Could we discuss your specific hiring needs and show you how Deel can make it more manageable and affordable?” (Emphasize simplification and cost-effectiveness.) - “We’re not hiring internationally right now.”
Handle: “I understand. Many companies start exploring global hiring before they have immediate needs. It’s wise to be prepared. Deel can help you understand the possibilities and costs involved, so when you are ready to expand internationally, you’ll have a solution in place. Would you be open to a brief overview of how Deel works, so you have the information for future planning?” (Focus on future-proofing and providing information.) - “Deel is too expensive.”
Handle: “I appreciate your concern about budget. Deel’s pricing is designed to be transparent and often more cost-effective than managing global payroll and compliance in-house or with multiple vendors. Could we discuss your current costs and the specific services you require? We can then tailor a solution that fits your budget and demonstrates the long-term ROI of streamlined global hiring.” (Focus on value and ROI, not just price.) - “We’re happy with our current provider.”
Handle: “That’s great to hear! It’s always good to have a reliable partner. However, the global HR landscape is constantly evolving. Deel is known for its innovative technology and proactive approach to compliance. Would you be open to a quick chat to see how Deel can help you stay ahead of the curve and potentially uncover areas for improvement, even if you’re ultimately happy with your current setup?” (Focus on innovation and continuous improvement.) - “We don’t have the budget for this right now.”
Handle: “I understand budget constraints are a reality. Deel offers flexible plans to accommodate businesses of all sizes. Even if a full-scale implementation isn’t feasible right now, we can explore options like starting with contractor management or focusing on a specific region. Would you be open to discussing your budget and exploring potential entry points with Deel?” (Focus on flexibility and starting small.) - “We’re too small for a platform like Deel.”
Handle: “Actually, Deel is designed to scale with businesses of all sizes, from startups to large enterprises. We help small businesses access global talent without the complexities and costs typically associated with international hiring. Our platform is user-friendly and doesn’t require a large HR team. Would you be open to a quick demo to see how Deel can support your growth, even at your current stage?” (Emphasize scalability and ease of use for small businesses.)
What are some common pain point questions to ask?
“What are your biggest challenges when it comes to hiring internationally?” (Open-ended, gets them talking)
“How long does it typically take you to onboard a new international employee or contractor?” (Focuses on efficiency)
“Have you experienced any compliance issues related to international hiring or payroll?” (Directly addresses a key concern)
“What’s your current process for managing international payroll, and how satisfied are you with it?” (Explores current workflow and satisfaction)
“How do you currently handle benefits for your international team members?” (Uncovers potential gaps in benefits offerings)
“What are your biggest concerns about expanding your workforce globally?” (Identifies potential anxieties)
“Are you currently using any other global payroll or HR solutions? If so, what are some of the limitations you’ve encountered?” (Opens the door for comparison)
“How much time does your team spend on administrative tasks related to international hiring and payroll?” (Quantifies the time burden)
“Have you had any difficulties with local labor laws or regulations in specific countries?” (Pinpoints specific compliance challenges)
“What’s your experience been like with managing international contractors versus employees?” (Explores different hiring models and their challenges)
Growth and Scaling Challenges:
“What are your company’s growth plans for the next 6-12 months, particularly regarding international expansion?” (Gauges their expansion trajectory)
“Are you looking to hire in any specific countries or regions?” (Identifies target markets)
“Do you anticipate any challenges scaling your global workforce as you grow?” (Explores future scalability concerns)
“How important is it for you to have a scalable and flexible solution for managing your global workforce?” (Assesses their need for scalability)
Cost and Budget Concerns:
“What’s your current budget allocation for international hiring and payroll?” (Gives you a sense of their investment capacity)
“Are you looking for ways to reduce costs associated with international hiring and payroll?” (Identifies cost-saving opportunities)
“How do you currently track and manage the costs associated with your global workforce?” (Explores their cost management practices)
Compliance and Risk Management:
“How confident are you in your current processes for ensuring compliance with local labor laws and regulations in each country where you hire?” (Gauges their confidence level in compliance)
“What are your biggest concerns regarding compliance with international employment laws?” (Identifies specific compliance anxieties)
“How do you currently stay updated on changes in global employment laws and regulations?” (Explores their compliance monitoring practices)
