Key Takeaways
- Hiring expats in China is complex; companies must set up a local entity or use an EOR, and the process often takes 3–6 months.
- Visa and permit requirements are strict, with candidates classified into A, B, or C categories based on qualifications and experience.
- Costs are high in China due to relocation, housing, insurance, and compliance overheads.
- Africa offers a faster alternative, with remote-ready talent, lower costs, and onboarding timelines as short as 2–6 weeks.
- Betternship simplifies Africa hiring, connecting companies with pre-vetted tech professionals while handling compliance and payroll.
Introduction
Companies everywhere are exploring global hiring.
China often comes up as a destination because of its market size and rapid growth. Search terms like how to hire expats in China have gained traction because foreign workers are seen as a bridge between global business and the Chinese market.
But hiring in China is rarely simple.
Strict regulations, complex permits, and high costs make the process long and challenging. Before exploring Africa as a faster alternative, let’s first look at what it takes actually to hire expats in China.
Hiring Expats in China: What It Really Means
Hiring foreigners in China is heavily regulated. Many companies just want to hire foreigners in China. To employ an expat, companies must follow a structured system designed to ensure only qualified professionals enter the job market.
1. Employer Qualification
Only certain types of entities can legally hire foreign workers in China. These include:
- Wholly Foreign-Owned Enterprises (WFOEs)
- Joint Ventures (JVs)
- Some Representative Offices (via local employment agencies)
Without one of these setups, your company cannot legally employ foreigners on the ground.
2. Work Permits and Visas
China uses a unified Work Permit system. This includes two major permits:
- Z Visa: The standard work visa for foreign employees.
- R Visa: For high-level, specialized foreign experts.
Once approved, the candidate also needs a Residence Permit to legally live and work in China.
3. Worker Classification
Since 2017, China has placed foreign workers into three categories:
- Class A: High-end talent (scientists, senior managers, top university graduates).
- Class B: Skilled professionals with degrees and work experience.
- Class C: Temporary or low-level workers, often restricted.
Most expats hired by foreign companies fall under Class B.
4. The Application Process
In theory, the process looks simple:
- Employer applies for permission to hire a foreigner.
- Candidate submits required documents (degree, CV, police clearance, medical certificate).
- Government reviews and issues a Notification Letter of Work Permit.
- Candidate applies for a Z or R visa at a Chinese embassy.
- After entry, employer applies for the Work Permit Card.
- Candidate applies for a Residence Permit.
In practice, each step is time-consuming. Missing documents, incorrect translations, or failed medicals can cause long delays.
The Pitfalls of Hiring Expats in China
So, why is “how to hire expats in China” such a heavily searched term? Because the process is known for being difficult. Here are some common pain points:
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Bureaucracy and Red Tape
China’s labor laws are detailed and strict. Employers must provide proof that the role cannot be filled by a local, which adds extra paperwork.
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Long Timelines
From initial application to final Residence Permit, the process often takes 3–6 months. For fast-scaling companies, this delay can be costly.
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High Costs
Hiring expats usually comes with relocation packages, housing allowances, international health insurance, and even education allowances for children. The overall cost is far higher than hiring local talent.
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Cultural and Language Barriers
Even after securing permits, expats face challenges adapting to Chinese culture and business etiquette. This can slow integration into teams and projects.
Africa’s Growing Advantage in Global Hiring
While companies spend months navigating permits and paperwork in China, Africa offers a different path.
With a young, tech-savvy population and rising remote work adoption, Africa has become one of the fastest-growing regions for global talent.
Instead of long visa waits and high relocation costs, many African professionals are remote-ready. Employers can onboard in weeks, not months, and focus on skills rather than red tape.
China vs Africa: Side-by-Side Hiring Comparison
Here’s how hiring foreigners in China stacks up against hiring talent in Africa:
| Factor | China | Africa (Nigeria, Kenya, South Africa as examples) |
| Entity Setup | Often required (WFOE, JV) | Not always needed. EOR or contractor models widely available |
| Work Permits | Z or R visas, tiered classification (A/B/C) | Country-specific permits for relocation, but remote roles bypass this |
| Onboarding Timeline | 3–6 months average | 2–6 weeks through EOR or direct contracts |
| Costs | High (housing, schooling, flights, relocation) | Lower (remote pay, stipends, local market rates) |
| Remote Flexibility | Limited, tightly regulated | Strong adoption of remote-first work |
| Talent Pool | Focused on expats entering China | Large, young, English-speaking tech workforce |
The Remote Advantage
The biggest shift in hiring isn’t just about location, it’s about remote readiness.
In China, hiring expats typically means relocation, cultural adaptation, and heavy packages. In Africa, most professionals are already working with global teams remotely. This means:
- No visas or residence permits needed.
- Lower hiring costs.
- Faster start dates.
- Better timezone alignment with Europe and even the US.
Remote-first models give companies access to a broader talent pool without the compliance headaches of relocation.
Why Africa is the Smarter Bet Right Now
China remains attractive for companies entering its market, but for those looking for skilled talent, Africa is a stronger option.
With millions of young professionals in software development, data, and digital roles, Africa is a hub ready for global teams.
For fast-scaling companies, this difference is critical:
- Speed: 6 weeks vs 6 months.
- Cost: Competitive packages without relocation overhead.
- Retention: Remote professionals are used to global collaboration, reducing adjustment friction.
How Betternship Fits In
Betternship is designed for companies ready to explore Africa’s talent pool. Here’s what we offer:
- Pre-vetted tech professionals across Africa.
- Flexible hiring options: full-time, contract, or project-based.
- Easy onboarding with local compliance and payment handled.
- Global-ready teams that scale without the need for subsidiaries or endless paperwork.
Instead of wrestling with China’s complex system, you can build global teams faster and smarter with Africa’s remote-ready workforce.
Conclusion
Hiring expats in China is possible, but it is slow, costly, and heavily regulated.
Africa offers a faster, more flexible alternative. By tapping into Africa’s growing pool of remote talent, companies can scale teams in weeks, not months.
If you’re ready to explore Africa’s tech talent pool, Betternship makes it simple.
Book a call to connect with vetted professionals and start building your global team.
Frequently Asked Questions
1. Can foreign companies hire expats in China without a local entity?
No. To hire directly in China, a company usually needs a legal entity such as a Wholly Foreign-Owned Enterprise (WFOE) or Joint Venture.
The alternative is to work with an Employer of Record (EOR) or Professional Employment Organization (PEO) that can legally employ staff on your behalf.
2. How long does it take to hire expats in China?
The process often takes 3 to 6 months, depending on permits, document legalization, and visa approvals. Delays are common if the paperwork is incomplete or not properly translated into Chinese.
3. What are the main challenges of hiring foreigners in China?
The biggest challenges include:
- Complicated visa and work permit requirements
- High relocation and benefits costs
- Cultural and language barriers
- Strict compliance with local labor laws
4. Is it possible to hire foreigners in China remotely?
China regulates remote hiring tightly. While some roles can be performed remotely, most foreign workers need proper work permits and residence status.
This is why many companies compare China with other regions where remote hiring is easier.
5. Why is Africa considered an easier alternative for hiring global talent?
Africa has a large, young, and English-speaking talent pool. Many professionals are remote-ready, which removes the need for relocation, visas, or complex permits.
Companies can hire through EORs or direct contracts in 2 to 6 weeks, compared to months in China.