Octagon Professionals International is an HR solutions provider headquartered in The Hague, Netherlands. Founded in 1987, Octagon supports international organisations expanding across Europe and the UK with end-to-end HR services, from employer of record and payroll administration to recruitment and strategic HR advisory. With over 38 years of experience, offices in the Netherlands, Italy, France, Germany, Cyprus, and the UK, and a team representing more than 20 nationalities, Octagon partners with organisations such as Europol, OPCW, Shell, and Swisscom to turn cross-border complexity into operational clarity.
In this edition of Great Minds, we sit down with Andreas Hadjitofi, serial entrepreneur, to explore the forces reshaping how companies connect with talent across borders and what it takes to turn international complexity into a scalable operating model.
From your perspective, what is the single biggest shift in how companies are connecting with talent right now?
It is digital and online. The shift towards digital-first hiring and talent engagement is unmistakable. Face-to-face interactions are diminishing as companies increasingly rely on virtual tools to source, assess, and onboard talent. Digital platforms have made it possible to reach candidates across borders faster than ever, but this also means organisations need to be more intentional about how they build relationships with their people.
What is one specific strategy you use to ensure your remote or international teams feel truly connected?
We try to meet monthly face-to-face. While digital tools keep day-to-day operations running, regular in-person meetings create the kind of trust and rapport that virtual interactions alone cannot replicate. A monthly cadence ensures teams maintain strong personal connections without disrupting workflow or productivity.
How has your organisation adapted to the reality of the borderless workforce?
This has not been directly relevant in my current role. In previous roles, however, the approach centred on implementing flexible work policies that gave employees autonomy over where and how they worked. Flexibility became a core part of the employee value proposition, and a practical necessity for attracting international talent.
What are the biggest logistical or compliance challenges you face when managing your international workforce?
This has not been a primary focus in my current role. That said, in previous positions, the biggest challenge was navigating varying labour laws and employment contracts across different countries while still ensuring the delivery of client outcomes. Each jurisdiction introduces its own legal requirements, and aligning those with operational goals requires both specialist knowledge and scalable processes.
If you could improve one process in the global employment ecosystem today, what would it be?
Adding in face-to-face interaction where feasible. Despite the efficiency of digital tools, people build their deepest connections and strongest professional relationships through in-person engagement. The organisations that find ways to integrate meaningful face-to-face moments into a predominantly digital working model will have a lasting advantage in retention, collaboration, and culture.
How Octagon helps organisations navigate international employment
Octagon Professionals International exists to reduce the risks that come with cross-border expansion, from compliance failures and misclassification penalties to sick pay liability and payroll complexity. With over 38 years of experience and offices across Europe and the UK, Octagon provides end-to-end HR solutions that remove the administrative burden while the client retains full control over salary, benefits, and working arrangements.
Whether you are hiring your first employee in the Netherlands or scaling across multiple European markets, Octagon’s employer of record and payroll services provide the infrastructure to grow with confidence. Get in touch at info@octagon.nl to discuss how we can support your international ambitions.
