Technicolor did not have the experience or skills to successfully fill critical leadership roles. Previous recruitment firms underperformed during the Global Account Director search. The business needed a trusted and experienced talent partner to deliver key hires. Starting in June 2016, a global talent acquisition partnership was initiated to meet Technicolor’s leadership hiring needs. Global Account Directors were placed for key accounts including BT and Telefonica. That early delivery built confidence and led to an exclusive retained arrangement for future hiring. The collaboration expanded beyond initial account leadership needs into additional strategic senior roles. VP NLATAM and an R&D Site Director were also placed as the partnership matured. These placements reinforced the provider’s position as Technicolor’s preferred global hiring partner.

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Splose needed to hire and manage a UK-based employee as part of its global expansion. The company wanted to enter the United Kingdom without establishing a local entity. It required a flexible, compliant approach to employ someone abroad. It also needed support across payroll, HR, and legal compliance. An Employer of Record (EOR) solution was implemented to support the UK hire. The provider handled payroll, HR administration, and the legal and compliance requirements for employing in the UK. Contracts were issued and managed through an online platform to keep the process simple and visible. This approach reduced the administrative burden so Splose could stay focused on expansion. Splose hired a UK sales representative and entered the UK market with ease. Payroll and monthly payments were handled through a streamlined process. HR and compliance matters were managed end-to-end, helping the team move forward confidently with international growth. The platform also provided clear visibility into payments and contract status.

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Pexip needed rapid placements in Sales and PreSales roles across Europe to support expansion efforts. The company required a dedicated partner to keep hiring moving quickly across multiple markets. The challenge centered on filling roles fast without compromising long-term fit. Starting in late 2018, a focused recruitment effort targeted Sales and PreSales roles in key European markets, including Germany, Spain, and Italy. The first 4 placements were closed within 8 weeks of initiating the partnership. The relationship later extended beyond Europe to include North America. The hiring initiative delivered 23 successful placements to date. Those hires achieved a 100% retention rate, reflecting strong alignment with Pexip’s culture and role requirements. Pexip also selected the partner as its preferred talent supplier, supporting ongoing growth.

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Red Hat needed to secure top talent to establish operations in Saudi Arabia and expand into a new market. The team also needed legal entity advice to ensure compliance with local regulations. The priority was building the right in-market capability quickly without compromising on hiring quality. A recruitment and market-entry support approach was implemented to address both talent acquisition and local compliance needs. The engagement included legal entity guidance alongside hiring delivery. Seven professionals were placed across Saudi Arabia and the UAE in roles spanning Sales, PreSales, and Business Development. The initiative delivered seven placements across Saudi Arabia and the UAE within nine months. All placed candidates remained with Red Hat, resulting in a 100% retention rate. The engagement also strengthened the relationship and led to further collaboration on regional recruitment needs.

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Sophos was dissatisfied with its previous US-based Employer of Record provider and faced challenges expanding into new regions. The company needed a more reliable partner to support smooth, compliant hiring as it entered additional markets. Their VP HR EMEA led the search for a solution that better matched Sophos’ expectations and way of working. The engagement began with hiring support in the Middle East as an initial expansion priority. The provider delivered support characterized by speed, in-depth market knowledge, and transparency, including clear pricing. From there, hiring initiatives were facilitated across additional countries, including South Africa, Egypt, and Finland. The partnership resulted in Sophos selecting the provider as its preferred global expansion partner. This enabled continued expansion efforts through effective talent acquisition strategies across the targeted regions. The relationship also grew organically as Sophos’ confidence in the partnership increased over time.

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Palo Alto Networks needed top talent for multiple critical roles across Europe to support its expansion across EMEA. The team also needed to navigate executive talent acquisition for pivotal leadership positions. Internal recruitment teams faced pressure as the volume and seniority of hiring needs increased. A recruitment partnership was implemented to identify and place high-caliber talent into key European roles. The work focused on executive talent acquisition for positions including VP EMEA & DACH, CMO, and several Senior Director roles. CV As A Service was used to build a structured, scalable candidate pipeline for ongoing hiring needs. The effort delivered 15 ‘A-player’ placements into crucial European roles, including VP EMEA & DACH, CMO, and Senior Director positions. A talent pool of 100 candidates was presented within 12 months through CV As A Service. The support helped reduce pressure on internal recruitment teams and contributed to Palo Alto Networks’ growth toward market leadership and one of the most successful IPOs.

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Foundry Networks needed to establish a market presence across EMEA. They required strategic placements across diverse roles to build their regional presence from the ground up. The expansion demanded talent across multiple organizational levels. An exclusive partnership was put in place to support the EMEA expansion. The engagement focused on strategic placements across the region to strengthen Foundry’s market position. Roles spanned senior leadership and operational needs, including Country Managers and Directors. The effort resulted in 44 professionals placed across EMEA in various roles. These placements were instrumental in supporting Foundry Networks’ trajectory toward acquisition. The company was acquired by Brocade Communications in a deal valued at $2.5 billion.

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Rancher Labs needed to accelerate expansion across EMEA, APAC, and North America. They struggled to attract top-tier talent in a competitive market. They also had to navigate local compliance across multiple regions. Lengthy hiring cycles were delaying expansion initiatives. A combined talent acquisition and Employer of Record approach was implemented to support global hiring. Candidates were identified and secured for key roles while compliant local payroll services were provided. This enabled hiring and payroll management without creating new offices or entities beyond existing locations. The engagement later expanded to include onboarding, payroll, and management support for additional hires in the Netherlands, France, and Austria. The program filled 42 open roles within 30 days per position. It supported expansion into new markets spanning EMEA, APAC, and North America. Compliant local payroll support covered 14 employees across seven countries, plus three additional employees in three more countries. The provider became Rancher Labs’ preferred Employer of Record partner.

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Netcracker Technology needed a flexible hiring approach to expand into new markets while ensuring compliance with local labor laws. With employees spread across 13 countries, it faced market entry barriers and the complexity of managing a remote workforce across multiple jurisdictions. It also had limited access to specialised talent in emerging markets and lacked localised HR support and compliance expertise. After previously working with another provider, Netcracker sought a more strategic partner for more hands-on support. An Employer of Record (EOR) solution was implemented to support hiring across Netcracker’s key locations. This approach enabled the company to onboard talent without setting up local entities in each country. The delivery included support for compliance with local labor laws, as well as payroll and tax regulations. The solution also reduced administrative workload so HR teams could focus on strategic initiatives. Netcracker hired more than 100 employees across 13 countries, including Slovakia, Serbia, Denmark, Hungary, and the Philippines. The EOR model enabled international workforce expansion without the complexity of entity setup. The engagement ensured adherence to local labor laws alongside payroll and tax requirements. It also reduced administrative burden and supported continued global growth with fewer operational obstacles.

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Juniper Networks needed to source talent across diverse technology roles. The team also needed to respond quickly to strategic growth objectives. This required finding qualified candidates across multiple regions and role types. A primary talent acquisition partnership was implemented across the EMEA region. The approach supported hiring across Senior Sales Management, Pre-Sales, Marketing, and Post-Sales Support roles. Delivery was structured to cover multiple markets and varied talent needs. The engagement placed 150 professionals across under 20 countries. It delivered an average hire time of 6 weeks. The hiring mix spanned multiple functions: 8% Management, 50% Sales, 29% Pre-Sales, 4% Marketing, and 9% Post-Sales.

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FireEye needed to rapidly scale EMEA operations starting in 2011, with critical PreSales hires in the UK. The EMEA team comprised just six individuals at the outset. FireEye also lacked experience finding highly skilled professionals who could support technical and sales efforts while maintaining agility in a fast-growing organization. A talent acquisition partnership was implemented to support hiring across key EMEA markets. The engagement focused on PreSales expertise, including placing FireEye’s first PreSales professional in the UK. It also supported strategic expansion by recruiting for Sales and PreSales roles across key European territories. Support was provided during organizational change, including the company’s IPO period. The work resulted in over 35 strategic hires across EMEA, including Sales and PreSales roles. The effort supported FireEye through its 2013 acquisition of Mandiant by helping ensure integration of key talent. The relationship with senior leadership remained strong even after FireEye transitioned to an internal talent acquisition model.

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Fingerprint Cards, a Sweden-based biometric technology company, operated with costly and complex legal entities across multiple regions. The structure created administrative overhead and made global workforce management harder to run efficiently. The company also needed to retain key talent while simplifying how it operated. The goal was to streamline operations without sacrificing global hiring capabilities. Employer of Record (EOR) services were implemented in select geographies where Fingerprint Cards did not have legal entities. This approach enabled the company to retain essential staff, including senior roles, without managing complex entity structures. The implementation simplified legal and administrative processes so internal teams could focus on core business priorities. It also supported continued access to global talent. The partnership helped Fingerprint Cards streamline operations and reduce administrative costs while retaining key employees across global markets. It also delivered ongoing strategic value beyond transactional support. The teams regularly exchanged industry insights, benchmarking, and problem-solving discussions. This collaboration supported the business beyond EOR services.

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CloudHealth needed to establish a presence in the UK and Israel markets during a period of rapid international expansion. They required support finding top-tier talent across sales, presales, and technical roles. They also needed to identify a VP of EMEA to lead regional efforts. The company aimed to ensure scalable, compliant growth across EMEA. A recruitment partnership was implemented to support CloudHealth’s EMEA expansion starting in 2017. The team worked closely with CloudHealth’s leadership to understand the business, product, and regional goals. This approach supported talent acquisition for UK and Israel market entry. It also focused on filling sales, presales, and technical roles across multiple EMEA countries. The engagement resulted in the placement of Marcus Chambers as VP of EMEA within months. Over 10 key hires were made across Sales, PreSales, and Technical roles spanning the UK, France, and Germany. These hires strengthened CloudHealth’s market presence across the region. The partnership continued even after CloudHealth’s acquisition by VMware.

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AppsFlyer needed to expand its teams across EMEA to support rapid growth. The company required a skilled Agency Channel Director in the UK. It also needed key talent across the DACH region. These roles spanned Sales, Technical Sales, and Customer Success. A targeted recruitment engagement was implemented to source and secure high-caliber candidates under tight timelines. The Agency Channel Director role in the UK was prioritized to accelerate the buildout of agency relationships. After that placement, additional hiring efforts focused on critical roles across the DACH region. The approach supported recruiting across Sales, Customer Success, and Technical Support. The Agency Channel Director role in the UK was filled in six weeks. Six strategic hires were completed across the DACH region to support regional development. The successful delivery helped support AppsFlyer’s international expansion across EMEA. The collaboration continued as a long-term talent acquisition partnership.

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Atheer, a Silicon Valley AR company, needed to hire a VP of EMEA but lacked legal entities outside its HQ. This constraint made it difficult to employ senior talent in-region. The company needed a way to move quickly without setting up local entities. An executive search approach was implemented alongside rapid contract deployment through a local entity. Full employer-of-record services were put in place to enable compliant hiring outside the headquarters. Payroll and related employment support were provided to sustain the new international footprint. A VP of EMEA was hired within 48 hours. After that hire, Atheer expanded headcount further by hiring in additional European markets. The company completed 4 more hires across the Netherlands, UK, France, and Austria.

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HashiCorp required strategic hiring for sales and presales roles across Europe during rapid EMEA expansion. The team needed a dedicated Recruitment Process Outsourcing (RPO) partner to support growth into new markets. They also had to build foundational commercial teams across multiple countries. A specialized RPO engagement was implemented to support strategic commercial hiring and help propel the brand into new European markets. The work focused on establishing foundational Enterprise Sales and Solution Engineering teams. These teams were built across Germany, the Netherlands, France, and the UK. The initiative placed 18 professionals across Germany, the Netherlands, France, and the UK. It also maintained a 100% candidate retention rate. The engagement included over 10 retained assignments, reinforcing support for continued growth across EMEA.

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Human Security needed to scale its team across EMEA without establishing separate legal entities. Managing HR, payroll, and compliance across multiple countries created operational complexity. They required localized support to hire and manage talent across regions while avoiding the overhead of setting up entities. An Employer of Record (EOR) approach was implemented across key EMEA locations. Recruitment support was provided, and payroll and compliance were managed in-country. This enabled Human Security to add sales and pre-sales talent without setting up physical offices. Human Security scaled its team across EMEA with minimal delays. The engagement streamlined recruitment, payroll, and compliance activities across the supported locations. Human Security met hiring goals quickly and maintained focus on its core cybersecurity mission.

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Scilife managed a fully remote workforce across multiple regions, including India. The company faced complexities with compliance, payroll, and other requirements tied to operating in different jurisdictions. Managing these obligations internally created operational friction. Scilife determined that opening new offices was not the right approach. An Employer of Record (EOR) solution was implemented to move Scilife’s Indian employees off a local entity. This approach removed the need for a local office and simplified compliance and payroll administration. The platform supported day-to-day employment management, and proactive customer service helped guide decisions. HR-related operational complexity was handled through outsourced payroll and HR management. Scilife dissolved its Indian entity and transitioned its workforce to a fully compliant EOR setup. The shift enabled the team to operate without the burden of managing complex HR operations tied to the local entity. Scilife redirected focus toward developing its SaaS product. The company also supported continued expansion of its global team.

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Trellix needed to hire talent rapidly across the US, Asia, and Europe following its merger of McAfee and FireEye. The company also had to comply with local regulations in those locations without established entities. As a newly merged vendor in a mature cybersecurity market, Trellix needed to build credibility and compete effectively by securing high-calibre sales leadership quickly. A global talent acquisition and Employer of Record approach was implemented to support international hiring. Over 20 sales leaders were sourced and hired across the target regions. The full employment lifecycle was managed, including compliant contracts and onboarding, to ensure hires could be onboarded quickly and compliantly. Trellix secured over 20 sales leaders across the US, Asia, and Europe to support its expansion goals. The engagement resulted in becoming Trellix’s exclusive partner for international recruitment. The hiring program strengthened Trellix’s ability to compete in the cybersecurity market by upgrading talent quickly.

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Nokia needed to hire a large volume of sales professionals across EMEA in a short timeframe. The business also required added support to meet post-acquisition talent needs. The hiring demand was tied to a broader strategic plan and required consistent delivery at scale. A strategic talent acquisition partnership was initiated in 2014 and mobilised through Project 'Spring Refresh', aligned with the CEO’s 'Shift Plan'. The program aimed to hire 100 sales professionals across EMEA and began with an initial requirement of 36 hires. Delivery success expanded the scope to include an additional 35 positions. The approach focused on building target lists of organisations and individuals and managing an efficient interview funnel. Over 75 professionals were placed in under 18 months. Efficiency per hire was reflected in an average of 7 submitted candidates and 5 first interviews. Following 'Spring Refresh', the customer proceeded with 'Project Boost' to refresh global sales talent with 60 new hires. The partnership continued to support regional growth needs.

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Proofpoint needed to grow quickly in new markets without the delays, risks, or cost of setting up local entities. Its global talent strategy relied heavily on freelancers and remote teams, but compliance, contracts, and payroll across jurisdictions slowed execution. With limited local talent pools and no simple way to onboard full-time hires, the company needed a better model. An Employer of Record approach was implemented to make remote hiring seamless and compliant. The customer was supported with employment processes through a platform, including day-to-day activities like expenses. This enabled compliant employment across multiple countries, including the UK, Argentina, Portugal, Mexico, Belgium, Brazil, Colombia, Bulgaria, Australia, Canada, South Korea, Croatia, Ireland, Thailand, and India. Proofpoint operated across 15+ countries without establishing local entities. The company compliantly employed 40+ team members across its target markets. This reduced reliance on juggling freelancers and helped eliminate compliance headaches while supporting faster entry into new markets.

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Sciforma needed to hire a Chief Commercial Officer in Denmark without establishing a local entity. The team had to navigate complex local regulations while ensuring the hire was completed quickly. They also needed a compliant way to onboard the candidate in a new market. An Employer of Record (EOR) solution was implemented to employ the candidate in Denmark on Sciforma’s behalf. A rapid onboarding process was executed to manage the required employment setup and paperwork. This approach enabled Sciforma to proceed without creating a Danish entity. The candidate was employed within 24 hours. Sciforma was able to scale internationally without the burden of establishing local entities. The hiring process maintained a high level of compliance and efficiency while entering a new market.

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CyberArk faced a fragmented recruitment strategy across EMEA and APAC. Recruitment efforts were inconsistent across regions, and there was no centralised quality control when working with previous recruiters. CyberArk needed a streamlined, high-quality solution to support growth. A holistic hiring approach was implemented to reimagine CyberArk’s recruitment strategy across EMEA and APAC. The approach focused on simplifying the process by reducing the complexity of working with numerous recruiters and establishing a centralised recruitment model. It also prioritised precision hiring by aligning candidate selection to CyberArk’s needs across Sales, PreSales, Professional Services, Marketing, and HR. The initiative resulted in over 85 placements across EMEA and APAC in roles ranging from Inside Sales to Regional Director. It achieved a 3:1 first interview-to-placement ratio, indicating efficient candidate selection aligned to CyberArk’s talent needs. The improved delivery supported consistent growth by meeting evolving hiring demands with precision and expertise.

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Qualtrics needed to scale rapidly in the UK from a single salesperson into a robust, fully functioning sales organisation. The business required critical roles to be filled to support UK and broader European expansion. It also needed a trusted partner to deliver hires that would stay and perform. An exclusive search partner was engaged to build Qualtrics’ first UK sales team. A 7-person team was assembled to establish UK sales coverage and execution. Senior EMEA leadership hires were secured, including Head of PreSales and Head of Sales Operations. Additional specialist capability was added through the placement of a Subject Matter Expert for the Voice of the Customer solution, a pioneering UK role. The UK sales team delivered 300% year-to-date growth. The team rose to become one of the top 5 billing teams globally. Across over 40 assignments, 92% candidate retention was maintained, reinforcing the durability of the placements. The partnership continued as a trusted advisor relationship supporting European expansion.

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