A Wellington, New Zealand-based pharmaceutical company needed to expand into the United States without any established U.S. presence or infrastructure. Rapid growth created urgent staffing needs near its major customer base in Dallas, Texas. The team also lacked familiarity with U.S. employment laws and regulatory requirements. They needed to hire quickly while remaining compliant. The company implemented an Employer of Record solution to hire U.S.-based talent compliantly. This approach enabled compliant multi-state employment management without building U.S. infrastructure. The solution supported the company’s rapid hiring needs as it entered the Dallas, Texas market. The company hired a sales person in 14 days. The employee was retained for 1+ year. The company entered the Dallas, Texas market while maintaining compliance across multi-state employment needs. It did so without requiring U.S. infrastructure.

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A Wellington, New Zealand-based pharmaceutical company had no established presence or infrastructure in the United States. Rapid growth created urgent staffing needs, but the team lacked familiarity with U.S. employment laws and regulatory requirements. They needed to quickly hire talent near their major customer base in Dallas, Texas. The company partnered with an Employer of Record (EOR) service to support U.S. hiring. The EOR managed payroll, compliance, and onboarding processes. This approach allowed the client to stay focused on business growth while hiring in the U.S. A salesperson was hired within 14 days in Dallas, Texas with Dallas-specific employment law compliance. The employee remained with the company for over a year. This hire supported U.S. market expansion and helped establish and grow the company’s American client base without the company managing complex foreign employment compliance.

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A private, independent Texas-based university with a strong emphasis on engineering, business, and arts programs faced difficulty retaining and recruiting top talent after remote work shifts following COVID-19. The university also experienced multi-month system downtime during a software implementation. It had limited ability to hire across state lines without establishing separate entities. An Employer of Record (EOR) solution was implemented to support compliant hiring outside Texas. The approach enabled the university to hire employees across multiple departments and locations without creating separate state entities. Payroll and compliance processes were automated to reduce administrative burden. The university hired employees across four states: North Carolina, Pennsylvania, Washington, and Texas. Positions were filled within hours, improving speed-to-hire. The approach also eliminated the need to establish separate state entities. Employee retention increased while payroll and compliance were automated.

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A private, independent Texas-based university struggled to retain and recruit top talent after remote work shifts following COVID-19. It also experienced multi-month system downtime during a software implementation. The university had limited ability to hire across state lines without creating separate entities, which constrained access to candidates outside Texas. An Employer of Record (EOR) solution was implemented to enable compliant, nationwide hiring across multiple departments and locations. The platform automated administrative work such as payroll, compliance, and onboarding. This approach allowed the university to employ candidates in multiple states while handling out-of-state taxes and workers’ compensation. The university successfully hired employees in four states: North Carolina, Pennsylvania, Washington, and Texas. Roles were filled within hours instead of traditional timeframes. The organization avoided setting up separate state entities while maintaining compliant operations for out-of-state hires.

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Eisenhower Health faced major challenges managing multi-state employment after the COVID-19 pandemic as employees relocated while remaining in remote roles. The organization encountered complex compliance requirements and HR obligations across different jurisdictions. These hurdles made it difficult to consistently employ and manage remote W2 contract workers across state lines. An Employer of Record (EOR) platform was implemented to support multi-state W2 employment for remote contract workers. The solution provided payroll, compliance, and onboarding support to help ensure workers were properly managed regardless of location. This approach enabled the organization to handle multi-jurisdiction requirements while maintaining remote work arrangements. The organization successfully onboarded remote workers across 18 states. It established hiring capability across all 50 states. The engagement also resulted in strong employee retention and expanded remote hiring beyond the initial retention need, giving the organization confidence to continue scaling remote talent acquisition.

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CB Partners, founded in 2019, specialized in recruiting for accounting, finance, organizational support, and supply chain roles across Colorado, Chicago, and Kansas City. The company lacked the infrastructure to establish entities across all 50 states and secure nationwide insurance coverage independently. It also needed substantial capital investment for compliance technology and administrative systems. These gaps limited its ability to scale contract staffing nationwide. CB Partners partnered with an Employer of Record (EOR) platform to employ contract workers in all 50 states without building separate state entities. The implementation enabled the firm to leverage existing compliance and technology infrastructure rather than investing in its own. It also removed the need to independently obtain nationwide insurance coverage. This approach supported scalable administration of a growing contract workforce. CB Partners placed hundreds of contract workers across the United States in roles including accountants, managers, AP professionals, customer support, data entry, and operations. The partnership avoided hundreds of thousands of dollars in infrastructure and insurance costs. It expanded the firm’s ability to operate in all 50 states. It also established a recurring revenue stream through contract staffing services to supplement its direct hire business.

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Rev identified that legal-sector customers needed higher levels of service customization. Meeting those expectations required a shift from traditional employment to a W2 contractor model. Rev lacked the infrastructure to employ and pay individuals compliantly across all states to satisfy client demands. Rev implemented an Employer of Record approach to support the new W2 contractor model. This setup enabled compliant employment and payroll administration for contractors nationwide. It also supported building a specialized, US-based legal transcription team aligned to customer requirements. Over a 2-year period, Rev expanded its US-based worker population. Rev built a specialized legal transcription team using the W2 contractor model across all 50 states. The company continued serving over 1M+ users and 125K+ companies and had transcribed 18 billion words from 6.5 million hours of speech data.

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Rev, a speech technology company founded in 2010, needed higher levels of service customization for customers in the legal sector. Meeting those requirements meant shifting from traditional employment to a W2 contractor model. Rev lacked the infrastructure to employ and pay individuals compliantly across all states while maintaining the service standards legal customers expected. An Employer of Record solution was implemented to enable compliant W2 contractor hiring nationwide. This approach supported hiring W2 contract workers across all 50 states. It also enabled Rev to build a specialized US-based transcription team focused on serving the legal market with customized support. Over a 2-year period, the partnership expanded Rev’s US-based worker population. Rev grew its specialized legal transcription team to meet rising client needs. The approach supported Rev’s goal of building its population of US workers over time to support continued demand.

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