We cannot simply consider the low price of human resources as the primary factor to recruit international employees. There are many problems with this view: In the short term, it seems to save costs, but it may bring a series of risks: 1. **Cultural conflict**: The cultural differences between different countries are large, which may lead to poor communication and difficulty in teamwork, affecting work efficiency and quality. 2. **Skills and adaptability**: Low prices do not necessarily guarantee the professional skills required by the company and good adaptability to the company's business model and corporate culture. 3. **Legal risks**: In the process of recruiting and hiring foreign employees, if you are not familiar with the laws and regulations of relevant countries, it is easy to cause legal issues such as labor disputes, which will bring greater costs. It is better to start from the actual needs of the company, comprehensively consider the professional ability, experience, cultural adaptability, language ability, etc. of employees, and find the most suitable talents, rather than one-sidedly pursuing low prices. If you really want to explore international talent recruitment, different regions have different advantages: 1. **Some Eastern European countries**: Such as Romania, Bulgaria, etc., there is a certain reserve of professional talents and relatively reasonable labor costs, and the education system can also cultivate people with relevant skills. 2. **Some Southeast Asian countries**: Countries like Vietnam and the Philippines have a high level of English proficiency and improving labor quality, and can provide some relatively low-cost professional talents. However, they all need to be carefully selected and decided on the basis of comprehensive evaluation and legal compliance.