Interledger Foundation managed a globally distributed team, but employment operations were fragmented across multiple PEO and EOR providers. That patchwork setup created heavy admin overhead and made it hard to determine which platform to use for each region. Onboarding was often slow, typically taking three to four weeks. Tracking items like PTO and maintaining a consistent employee experience across countries was difficult. Interledger evaluated many EOR options and selected a single global employment platform in December 2022. They migrated their workforce from multiple providers into one centralized system with dedicated support during the transition. The platform’s country coverage, benefits guidance, and self-serve tools helped the team structure locally compliant, competitive offers. HR operations like expenses, benefits administration, and time off were then handled from one place. Interledger signed on in January 2023 and onboarded seven people by May across the UK, Jamaica, the Netherlands, Germany, India, and Singapore. Administrative fees were lower than the two previous EORs combined, enabling faster hiring and cost savings. They also reduced onboarding time in at least one case from three to four weeks to the same week, beating their prior timeline by about a week. The centralized approach supported a smoother employee experience for their global team.

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Standing on Giants was a London-based community engagement agency serving clients around the world. They needed to staff language-based community management roles that required highly specific skill sets. Hiring only in or around London limited their talent pool and made certain roles difficult to fill. After Brexit and a shift to remote work, visa sponsorship and relocation no longer made sense. Standing on Giants implemented a global employment partner in October 2021 to hire internationally. The approach supported compliant employment across multiple countries, including guidance on labor laws, taxes, contracts, and statutory benefits. It also helped the team build fair compensation packages and offer competitive local benefits to attract and retain talent. The platform and support model enabled HR to self-serve where needed while relying on expert advice. Over time, Standing on Giants built a globally distributed team spanning 10 countries across five continents. They hired team members in locations such as Canada, Lebanon, Colombia, the U.S., Egypt, and Hungary, which expanded where they could recruit. This broader access to talent helped them recruit more easily, scale faster, and better align hiring with where client communities were based. Global hiring also enabled them to expand service offerings, including more locally informed community support and in-person events and meetups.

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Chili Piper needed to scale its global team quickly and efficiently. Before implementing a dedicated solution, the company managed international employee compliance and taxes manually across 40 different countries. This manual approach created operational complexity as the team grew. Chili Piper implemented a platform to support global hiring and workforce management. The solution centralized and streamlined how the company handled international compliance and tax processes. This enabled the team to expand headcount without relying on manual country-by-country administration. Chili Piper doubled its headcount in less than a year. The company reached 250 employees distributed across 43 countries. The new approach reduced reliance on manual compliance management and streamlined international tax handling.

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Worldsensing needed to expand its technical sales team worldwide to meet ambitious growth targets as demand increased. The company had to hire in key geotech markets to strengthen its commercial presence outside its Barcelona headquarters. Opening multiple foreign entities to hire directly was considered too costly and complex. Relying on long-term contractors also became less ideal as hiring needs spread across more countries. Worldsensing implemented a global employment platform in July 2021 to hire full-time talent internationally without setting up local subsidiaries. The team used self-serve tools such as an employment cost calculator to budget hires by country and to structure locally competitive offers. They also relied on built-in guidance to understand statutory requirements for salary, PTO, benefits, and other terms. Fast customer support helped them navigate compliance questions, including in countries with strict labor regulations, and enabled rapid onboarding when urgent hires were needed. Worldsensing expanded its technical sales presence across eight countries on five continents, including converting contractors into full-time employees. By early 2023, the company had 12 platform-based hires supporting international sales efforts. Giuseppe Marrone estimated that Worldsensing achieved 20–25% year-on-year business growth from 2022 to 2023. The company also reduced costs, including saving $11,000 per year by switching from monthly subscriptions to an annual subscription model for five or more team members.

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