Multiplier released its Talent Trends data on 27 October, drawn from more than 38,000 hires across 2,700+ companies. It reports that sales hiring through its platform grew 108% over the past year, against 53% for hiring overall, and that US-to-Canada hiring became its largest cross-border corridor.
What Multiplier released
In its announcement, Multiplier describes Talent Trends as an analysis of real contracts and wages from its Global Exchange for Work, a platform for hiring, managing and paying global teams. The data covers 24 months ending in June 2026 and spans employer of record (EOR) employees, contractors and freelancers. An EOR is a provider that legally employs a worker on a company’s behalf in another country.
Sagar Khatri, Co-Founder and CEO of Multiplier, framed the purpose this way: “As work goes global, decisions can no longer rely on blind instinct or outdated surveys.” Multiplier says the figures are broken down by country, role, seniority and industry, and refreshed every quarter. It also publishes profiles of 20 key global hiring markets.
Sales and support are growing faster than engineering
Engineering and data roles remain the largest single function, at 25% of all hires through Multiplier. Multiplier ties that demand to the continued volatility of H-1B visas. The fastest growth came elsewhere. Sales hiring grew 108% and customer support grew 59%, against 53% growth in overall hiring through the platform.
The split by market is just as specific. Sales is the top hiring function in Germany at 26%, Australia at 28% and the UK at 22%. Multiplier calls these mature international markets and reads the pattern as hiring driven by commercial expansion.
Leadership sits in hubs, delivery sits elsewhere
Director-level and executive roles account for 29% of hires in the UK and 26% in Singapore, and nearly 23% in the US and Canada. Multiplier describes this as a divide between regional hubs that hold leadership and markets that supply operational delivery. The release does not name the markets on the delivery side of that divide, so each percentage is a share of that market’s own hires and the markets cannot be ranked against one another on delivery work.
Nearshore corridors lead the growth
Multiplier reports growth of 302% in Canada and 210% in Colombia, driven largely by US companies. US-to-Canada hiring expanded 170% year over year in the second quarter of 2026 and became the single largest cross-border hiring corridor through Multiplier. The release gives growth rates and does not publish the underlying hire counts for either country, which matters when a fast-growing corridor starts from a small base.
Contractors are paid in dollars, EOR employees in local currency
The pay-currency data separates the two worker types sharply. In Colombia, 91% of contractors are paid in US dollars, and in Brazil the figure is 75%. In Brazil, 100% of EOR employees are paid in local currency. A company hiring in Brazil therefore sees two different currency exposures depending on the contract type it chooses.
Replacement hiring and hiring calendars vary by country
Multiplier found that replacement hiring varies more than tenfold across borders. Nearly a quarter of hires in India and 20% in the Philippines replace departing employees, compared with 7% in the US and 2% in Canada. Seasonality differs as well. Onboarding peaks in April in Australia, at 16% of starts, while January is the busiest month in China at 18%, Spain at 15% and Germany at 13%.
How the data was built
Multiplier states that every figure rests on at least 50 hires, and that it omitted figures where a single customer makes up more than 35% of the data. Both rules reduce the chance that one large client drives a headline number. The data still describes Multiplier’s own customers and hires, so it describes hiring through one provider and covers a slice of the cross-border market. The release does not say how the 2,700+ companies are distributed by size or industry.
What it means for the HR leader
In our reading, the replacement-hiring figures are the most usable part of the release for workforce planning. A requisition in India or the Philippines is often a refill, and one in Canada or the US is far more often growth. Budget owners who treat all international requisitions alike will misjudge both the cost and the timing of hiring in each country.
The sales and support growth carries its own planning question. Roles that sell and serve customers in Germany, Australia and the UK tend to need local-language skills and local employment terms from the first day. A company opening a sales team there can ask its EOR provider what the onboarding timeline looks like in each country before it commits to a start date, and can ask payroll how commissions will be calculated and paid under local rules.
The pay-currency split points to a second check. Before choosing between a contractor and an EOR hire in a market like Brazil, finance and HR can agree on which currency the company is willing to carry and who bears the exchange-rate swing. The hiring calendar data supports a third: an onboarding plan for Germany or Spain built around January will meet peak demand for payroll and equipment setup in the same weeks.
Global hiring tooling is also changing on the vendor side. We covered Deel’s launch of Pangaea models for payroll and global work last week, and the US work-authorization pressure Multiplier cites sits alongside the DHS proposal on optional practical training fees. For a team deciding where to open its next role, the practical step is to request country-level data from each provider it evaluates, including how much of it comes from replacement hiring.
Source: Multiplier, “Multiplier Unveils Major Shifts in Global Hiring”
