EditShare needed to hire internationally to support global expansion. They faced complex, time-consuming, and costly compliance requirements to employ workers in multiple countries. Managing employment across different jurisdictions created operational friction. These challenges made it difficult to scale quickly. EditShare partnered with an employer of record to hire globally without setting up legal entities in each country. This approach handled employment compliance across countries. It also enabled a consistent employee experience for international hires. The solution supported their expansion plans. EditShare expanded its workforce from about 50 to over 130 employees. The company also extended hiring and operations across 3 continents. This outcome supported its global growth goals. The approach reduced the burden of managing multi-country employment requirements.

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Aurora Expeditions needed to expand beyond Australia by hiring sales professionals in multiple jurisdictions. Setting up local entities was time-consuming and costly. It also created added compliance complexity across different countries. Aurora Expeditions used an employer-of-record approach to hire internationally. The company issued locally compliant contracts to new hires in each jurisdiction. It also streamlined onboarding and payroll to support international employment. As a result, Aurora Expeditions supported 100+ global employees across five countries. The company reduced the effort required to staff new markets. It expanded its ability to hire beyond Australia without creating new local entities.

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Following divestiture, SonicWall needed to rebuild HR systems and processes while supporting a globally distributed workforce. The company had to manage international hiring and employment administration without establishing legal entities in every market. The situation created urgency to maintain continuity for employees across multiple regions. SonicWall used an employer of record to manage international hiring and employment administration across multiple regions. This approach enabled the company to operate across different countries without setting up local legal entities. The implementation supported the rebuild of HR systems and processes during the post-divestiture transition. As a result, SonicWall supported 1,900+ employees across 16 countries. The company also met its ambitious Q1 2019 hiring goals on time. This outcome helped SonicWall maintain global workforce support while rebuilding internal HR capabilities.

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DevonWay needed to relocate an employee to the UAE while staying fully compliant. The company wanted to avoid the complexity and resource burden of setting up a local entity. It also needed to ensure the relocation did not introduce employment or compliance risk. DevonWay worked through its PEO, TriNet, which connected the company to an Employer of Record solution. The solution provided in-country HR support in the UAE. It handled employment liabilities, benefits, and compliance administration for the relocation. DevonWay saved significant time while maintaining compliance for the UAE relocation. The company avoided establishing a local entity to support the move. It remained positioned for continued national and global expansion while supporting its global user base.

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Wondermove struggled to gather credible local market knowledge to support recruiting as it began expanding into Europe. The company needed in-country expertise to hire compliantly in new markets. This created friction as it prepared to enter Germany and other European countries. Wondermove leveraged an Employer of Record partner to access local, in-country expertise and ensure compliant hiring. The approach enabled the company to launch quickly in Germany. It also streamlined international hiring and included visa support for an employee based there. As a result, Wondermove accelerated product development and continued its rapid growth trajectory. The company achieved 8x annual recurring revenue growth each year since its March 2020 launch. It also planned expansion across up to 10 European countries, starting with Germany.

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LivsMed wanted to expand into Japan but faced strict labor laws and high compliance standards. The company also had to contend with the time and cost of setting up a local entity. These constraints risked delaying market entry and stretching internal resources. LivsMed used an employer-of-record approach supported by HR compliance guidance. This enabled the company to deploy a pre-sales team quickly without establishing a local entity first. LivsMed also outsourced payroll, tax, and labor-law compliance to reduce operational burden. LivsMed entered Japan in weeks rather than months or years. The company maintained 100% compliance with Japan’s complex regulations. This approach also freed internal resources to focus on go-to-market execution.

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Biocartis needed to hire internationally without setting up local entities. Country-by-country payroll, legal, and compliance requirements slowed expansion. The complexity created delays in onboarding and entering new markets. Biocartis used an employer-of-record model alongside its payroll partner. This approach streamlined international hiring and onboarding processes. It also helped manage compliance requirements across new regions. Biocartis reduced onboarding time from 60 days to 10 days. The company cut market entry timelines from about 3 months to 1 month. It also lowered legal and compliance fees by 50%, and achieved up to 20% time and cost savings on administrative tasks.

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After becoming independent on October 1, 2024, Black Duck needed to transition employees who had previously been employed through Synopsys’ global entities. The company did not have legal entities in every country where employees worked. Black Duck needed to avoid disruptions to employment while maintaining global operations during the transition. Black Duck implemented an employer of record approach to support the transition. This approach handled local compliance requirements across countries. It also managed employment contracts, payroll, and HR administration throughout the transition. Black Duck achieved 100% workforce retention during the transition. The company had 0 employment disruptions. Global operations continued to run smoothly during the changeover.

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Herb Pharm needed a faster, more centralized way to manage HR compliance across multiple jurisdictions. Manual research across 12 U.S. states and Indonesia consumed significant time. Outside counsel support also added cost and slowed decision-making.

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Rackspace Technology needed to maintain HR compliance with employment laws across 21 countries. Compliance research had been slow and inconsistent. The team had depended heavily on outside counsel and scattered sources to find answers and templates. Rackspace Technology adopted an AI-powered compliance guidance tool. The tool centralized legally vetted answers and templates for HR teams. This gave HR a single place to access guidance across multiple functions. Rackspace Technology received trusted answers in seconds. The team reduced reliance on outside counsel. HR efficiency improved across multiple functions while supporting compliance across 21 countries.

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ISTS expanded hiring beyond the U.S. without an internal legal department. Its HR team spent significant time researching employment laws across new countries and 14 U.S. states. This manual effort slowed hiring support and increased the burden of staying compliant. ISTS implemented an employer-of-record approach for international hiring. The team also used AI-driven compliance guidance to accelerate access to vetted answers. This reduced the need for manual legal research while supporting both global and domestic employment decisions. The HR team saved 10 hours per week on compliance research. They found compliant answers in minutes instead of hours. They also gained confidence managing global and domestic employment across an operation spanning 14 U.S. states.

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Melexis needed to onboard a critical hire in the Netherlands while avoiding the time and complexity of setting up a local entity. It also needed to support international employment while staying compliant with local tax and labor requirements. Administrative overhead and compliance risk made the process difficult to execute quickly. Melexis adopted an employer-of-record approach recommended by its payroll partner, SD Worx. This enabled the company to hire in the Netherlands without creating a local entity. The same approach also supported a Turkey-based employee starting work in Belgium on day one while permits were processed. Melexis reduced its hiring timeline from months to days. It enabled immediate onboarding for international hires, including day-one starts during permit processing. It also reduced administrative burden while maintaining compliance with local tax and labor requirements.

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Five Star Franchising struggled with unexpected fees, rising costs, limited support, and invoicing limitations from its prior contractor management provider. The HR team faced friction in managing contractor processes and addressing cost predictability. These issues created inefficiencies and reduced confidence in billing and support. Five Star Franchising switched to a centralized contractor hiring and payments platform. The HR team used it to centralize contractor management and streamline payments. The implementation eliminated manual data entry and improved invoicing and reporting. The change saved approximately 5+ hours per pay cycle by reducing manual data entry and payroll processing work. It delivered 100% transparent pricing to remove uncertainty from contractor costs. The team also received faster, more proactive support and maintained coverage for 190+ markets.

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Canidium needed to expand hiring across EMEA, APAC, and the Americas without setting up legal entities in each country. The team also had to stay compliant with local employment and contractor laws. Managing workers across multiple regions created complexity for onboarding and policy development. Canidium implemented a single platform to manage both EOR employees and contractors. The HR team used AI-based country guidance to navigate local requirements. This approach streamlined onboarding and supported faster creation of HR policies. Canidium supported team members across seven countries while maintaining 100% compliant worker classification. The HR team drafted complex HR policies in minutes instead of hours. This reduced administrative friction and helped the company scale internationally more efficiently.

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IRIS Software Group needed to rapidly build a new regional team in a market where it did not have a legal entity. Traditional expansion methods would have taken too long to meet timelines. The lack of local infrastructure created barriers to fast, compliant hiring and contracting. IRIS implemented an employer-of-record and contractor approach to manage employment, payroll, and compliance. This setup enabled the company to hire employees and engage contractors without establishing a local entity first. The approach streamlined onboarding and contracting processes to support accelerated team growth. IRIS made its first hire in 10 days. The first team member contract was turned around within 24 hours. In total, IRIS hired 55 people in 50 days, significantly accelerating its regional team build-out.

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Strada needed to expand its global payroll services into new countries and hire in-country payroll professionals. It faced delays and complexity from setting up local legal entities, especially during its carve-out from Alight. These constraints slowed hiring and onboarding timelines across multiple regions. Strada implemented an employer of record model to hire in-country payroll specialists without establishing local entities. The approach enabled compliant hiring, onboarding, and ongoing management of payroll professionals across multiple regions. This solution supported Strada’s expansion into new countries while maintaining compliant operations. Onboarding time dropped from about three months to less than one week. Strada expanded into 12+ markets while maintaining reliable payroll accuracy. It recorded no overpayments or underpayments, so no payroll corrections or escalations were needed.

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OneStream wanted to expand into new markets without overburdening its HR and legal teams. An earlier EOR partnership fell short on expense management and secure data transmission. These gaps created obstacles to scaling internationally with confidence. OneStream implemented a secure global employment platform with in-country support. The solution streamlined international payroll operations. It also strengthened confidence in compliance and data security as the company expanded. As a result, OneStream employed 35+ team members through an EOR. The company entered 11 countries across four continents. It also reduced administrative overhead while scaling internationally.

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Avionica needed to improve HR operations and compliance for both U.S. employees and an expanding international workforce. The company faced added complexity managing HR administration and compliance across multiple countries. Prior manual processes contributed to benefits and payroll errors. Avionica partnered with TriNet for U.S. HR administration. The company also used an employer of record to manage international compliance and guidance. This approach supported HR operations across its global team and reduced reliance on manual workflows. Avionica reported eliminating benefits and payroll errors that had resulted from prior manual processes. The company gained clearer workforce and compensation reporting. The improvements helped the team manage a global workforce across 6+ countries with more consistent oversight.

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Karger Publishers needed to expand its international presence and hire outside its home markets. It wanted to do so without setting up legal entities in each country. It also needed to manage local employment regulations and compliance across multiple locations. Karger partnered with an employer of record to support its global hiring needs. The solution handled local employment regulations, compliance, payroll, benefits, and workforce administration. This approach allowed Karger to hire internationally while maintaining consistent processes. As a result, Karger supported operations in 15 countries. It achieved an average onboarding time of one week for professionals. The company also supported a global workforce of 200+ employees.

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Feedzai needed to expand beyond Portugal to meet global customer needs. Setting up local entities in new countries proved too costly and too slow. This created barriers to hiring the right talent and moving into new markets at the pace required. Feedzai used an employer of record partner to support its international expansion. The approach enabled the company to hire, onboard, and manage employees in multiple countries. It also allowed Feedzai to do so compliantly without creating new local entities. Feedzai onboarded 65+ professionals through this model. The company expanded into 16 new markets. This enabled faster growth and positioned the organization to scale further over time.

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Repsol needed to wind down its Canadian entity while retaining more than 50 critical employees and avoiding business disruption. The closure process required transitioning its Canada-based team without interrupting operations. The company also needed to manage documentation, payroll setup, and compliance during the transition. Repsol implemented a structured transition for its Canada-based employees during the entity wind-down. The approach provided support for required documentation to keep employee records in order. It also set up payroll and ensured compliance requirements were met throughout the transition. All Canada-based employees were transitioned within three weeks. Repsol preserved more than 50 roles during the wind-down. The company saved approximately USD 3.7 million in onboarding expenses while avoiding business disruption.

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Boston Dynamics needed to quickly onboard specialized robotics talent and enter new international markets. They wanted to avoid the cost and complexity of setting up local entities while staying compliant. Managing global hiring and employment across multiple countries created operational and legal complexity. They implemented an employer-of-record approach to support international hiring without establishing local entities. They also used AI-assisted compliance research integrated with their HR system. This streamlined hiring and employment management across countries. As a result, they expanded into nine markets without establishing entities. They hired specialized robotics talent across nine countries in record time. They also improved compliance and increased HR process efficiency.

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Kraft Sports + Entertainment (KSE) needed to break into the German market after gaining rights through the NFL’s Global Markets Program. KSE identified a strong local candidate in early 2023. KSE needed to move quickly while navigating German labor laws. KSE also wanted to avoid creating a local entity in Germany. KSE used an employer-of-record approach to hire in Germany. This approach enabled KSE to proceed without setting up a local entity. KSE used the model to hire and onboard a Germany-based operations manager. The solution helped KSE navigate local employment requirements while moving the hire forward. KSE hired and onboarded 1 local employee in Germany in early 2023. The hire supported the launch of KSE’s Germany expansion. KSE also continued expansion beyond Germany. KSE expanded into Brazil, Switzerland, and Austria.

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Deliverect needed to expand into new countries quickly but found setting up local legal entities slow and costly when hiring needs were urgent. The delays made it harder to hire at the pace required to support growth. Establishing subsidiaries before onboarding talent created friction for international expansion. Deliverect implemented an employer-of-record partner to support international hiring. This approach let the company hire, onboard, and manage talent in new countries without first establishing local subsidiaries. It provided a faster path to building teams across multiple markets. As a result, Deliverect scaled from 30 employees in 5 offices in 2019 to approximately 500 employees across 40 markets in 4 years. The company entered 40 new markets over the past two years. It supported 40+ countries and 500+ global employees while serving 43,000+ hospitality businesses across 40 markets.

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Snyk needed to rapidly grow its workforce across multiple countries without losing control of compliance requirements. The company faced the challenge of expanding internationally while ensuring it remained compliant. It needed a way to scale hiring quickly without creating compliance risk. Snyk used an employer-of-record approach to hire and manage international employees. This approach supported hiring across countries while keeping employment administration organized. It also helped the company stay aligned with local compliance requirements as it expanded. Snyk increased its headcount by 4x while maintaining global compliance. The employer-of-record approach enabled the company to scale its international workforce quickly. This allowed Snyk to grow across countries without sacrificing compliance control.

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Boston Dynamics operated with 800+ employees serving customers in 35 countries and needed to accelerate global hiring. The team faced complex requirements to employ talent compliantly across multiple jurisdictions. They also needed to secure a rare expert in robotics animation quickly. Without local entities in every location, hiring speed and risk management were constrained. They implemented an employer-of-record approach supported by established entity infrastructure to hire internationally. This enabled immediate employment in Denmark for a specialized robotics animation role. The solution provided a single platform to centralize global employment processes. It also helped manage compliance obligations and reduce employment-related risk across countries. The company hired immediately in Denmark to secure a rare robotics animation skillset. They supported customers across 35 countries while using one platform to manage global talent. They planned to double the workforce over 5 years as global hiring accelerated. They maintained a compliance-focused approach to international employment and risk mitigation.

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Within three weeks, all Canada-based team members were seamlessly transitioned, which helped Repsol avoid operational disruptions. Retaining more than 50 positions saved Repsol approximately USD 3.7 million in onboarding expenses alone. The transition provided stability and reassurance to staff during the wind-down process and supported a positive work environment.

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