Paige needed to consolidate international hiring to support growth and improve the talent experience. Managing hiring across multiple countries created complexity and operational overhead. The company required a way to support employees globally while maintaining a consistent experience. Pebl provided an employer of record (EOR) solution to streamline international hiring. The approach centralized global hiring support through a single partner. This enabled Paige to support its distributed workforce across multiple countries with a more consistent process. Paige supported 35+ employees across 11 countries through the consolidated global hiring approach. The streamlined model helped the company power growth while improving the talent experience. Centralizing international hiring reduced the need to coordinate multiple country-specific processes.

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Array, a fintech platform serving millions of users globally, found that relying on contractors limited its ability to scale and retain top talent. The approach also made it harder to meet client data privacy standards. Array wanted to offer high-caliber candidates benefits and continuity that contractors could not provide. However, the company lacked legal entities in key markets and needed a compliant path to hire internationally. Array selected Pebl as its employer of record (EOR) partner to support a shift from contractors to full-time international employees. Pebl hired and supported full-time engineers and sales staff in Canada and built tailored benefits packages to help secure top candidates. Pebl also collaborated with Array’s HR team to improve onboarding. When integrations were requested across Pebl, Greenhouse, and BambooHR, Pebl led a collaborative build to connect the systems. The move helped Array streamline global hiring and automate onboarding workflows needed for efficient scaling. The partnership increased confidence in compliance and improved the employee experience. Array was able to recruit and retain talent in competitive markets while building a full-time international workforce. Overall, the company gained a faster and more scalable way to hire globally.

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Challenge: Onyx CenterSource needed a workforce that matched its international customer base. Launch Global sourced strong candidates worldwide, but many top hires lived in countries where Onyx had no legal entity. Creating new entities would have taken significant time and cost. Onyx needed a way to hire globally without compromising compliance or the employee experience. Solution: Launch Global introduced Onyx to an employer of record (EOR) partner, Pebl. After vetting providers, Onyx selected Pebl for coverage in 185+ countries, compliance expertise, and dedicated account support. Pebl provided a single point of contact across markets and customized local HR services. This setup streamlined onboarding and ongoing employee management as an extension of Onyx’s HR team. Results: Onyx hired over 35 international employees in less than six months. The hires spanned six countries and enabled expansion into markets including Mexico, Portugal, China, and Sweden. Pebl delivered payroll, benefits, and HR support across key markets. Onyx gained flexibility to scale internationally without needing to establish local legal entities.

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Challenge: After acquiring Microsoft’s feature phone assets and securing exclusive rights to the Nokia brand, HMD Global inherited a global workforce overnight. Hundreds of employees needed to be onboarded across dozens of countries where HMD and their partner had no legal presence. Waiting to establish local entities was not an option to keep the acquisition on schedule. They needed a compliant short-term approach that maintained business continuity and protected the employee experience. Solution: HMD used an Employer of Record (EOR) service to immediately hire and support employees in countries without existing legal entities. This enabled the acquisition to proceed while internal teams focused on building permanent local operations. Local in-country expertise supported compliant hiring and onboarding requirements. The setup also supported a future transition away from the EOR model once entities were established. Results: HMD compliantly onboarded hundreds of employees across 50+ countries. Onboarding was completed in under two weeks, enabling the completion of the Microsoft acquisition. As local entities came online, employees were transitioned off the EOR model through a structured offboarding process. Continuity and compliance were maintained throughout the transition.

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Challenge: Great Kids, Inc. wanted to expand its mission from the U.S. into Nova Scotia and needed a local expert to create culturally relevant developmental materials. The nonprofit had never hired internationally and was unfamiliar with Canadian employment law. Setting up a local entity was too costly and time-consuming. Using an independent contractor was not an option for the role, so they needed a fast, compliant way to hire in Canada. Solution: Pebl provided an Employer of Record (EOR) service to hire the employee in Canada on Great Kids’ behalf. The team guided Great Kids through Canadian benefits, compliance, and onboarding requirements. Great Kids selected Pebl over other providers because of responsive communication and sensitivity to nonprofit needs. Pebl also supported both Great Kids and the new hire end-to-end through onboarding. Results: Within weeks, Great Kids onboarded its first international employee in Nova Scotia without legal risk or administrative burden. The organization launched new developmental materials for at-risk families in both the U.S. and Canada. Great Kids gained confidence in its ability to hire internationally without setting up a local entity. The nonprofit was positioned to scale its impact globally using the same compliant hiring approach.

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Scaled Agile faced surging demand for SAFe adoption across India and ASEAN and needed an in-market expert to support its growing Partner Network. The company had to fill a critical, partner-facing role in India under an expedited timeline. Internal sourcing efforts fell short on both candidate quality and speed. It also needed someone who could represent the brand, navigate India’s business landscape, and align with Scaled Agile’s culture. Scaled Agile engaged a trusted hiring partner it had already used for hiring in Sweden, Germany, Brazil, and Mexico. The approach focused on international recruiting with a high-touch, localized process. Support covered sourcing top talent, negotiation, and onboarding. Cultural fit remained a top priority throughout, even with a compressed timeframe. Scaled Agile hired its first in-country partner leader in India within the expected timeline. A customized hiring package and a 24-hour offer turnaround helped prevent delays. The effort supported continued international expansion and reinforced the partner as Scaled Agile’s go-to resource for future global hiring. The team’s growth spanned 5 countries, including Sweden, Brazil, and Germany.

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Challenge Rapid7 needed to attract and retain cybersecurity talent worldwide, but fragmented headcount across multiple countries strained its lean HR team. Employee restructures and relocations made transitions especially difficult to manage. Legacy EOR providers delivered transactional service and slow support, which increased inefficiencies and raised compliance risk. Rapid7 also needed help navigating complex markets such as India. Solution Rapid7 partnered with an EOR to consolidate global employment under one provider with country-specific expertise and hands-on support. A dedicated account team advised on whether to set up entities versus using an EOR, helping Rapid7 make expansion choices with clearer tradeoffs. The partner managed sensitive employee transitions and provided timely guidance across employee lifecycle stages. Rapid7 also used feedback loops with the provider to improve workflows and speed issue resolution. Results Rapid7 expanded into 13 markets with greater confidence while reducing HR strain by shifting from scattered hires to more strategic hubs. Employee transitions became smoother, and compliance risks decreased. HR regained time to focus more on people-related work instead of administrative tasks. Expansion decisions were frequently guided by the partner’s expertise, supporting consistent execution across countries.

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Challenge: Hello Yellow rapidly expanded into Australia, Vietnam, and South Africa but struggled to manage international hiring compliantly. A tech-only, self-service EOR platform created administrative burdens, such as time-consuming efforts to obtain banking information. Compliance risk—especially around terminations—felt too high for a lean team. Setting up a South Africa entity also appeared to require a six-month timeline with high setup and ongoing maintenance costs. Solution: Hello Yellow replaced its self-serve platform with a full-service global EOR model. The company partnered with Pebl to hire quickly and stay compliant with support from in-country experts. Pebl provided end-to-end help across employment, immigration, payroll, and tax, plus proactive guidance from named HR specialists and a single point of contact. This approach also avoided entity setup delays and related costs while keeping onboarding high-touch. Results: Hello Yellow expanded into Australia, Vietnam, and South Africa with full compliance. It onboarded employees in as little as 48 hours, significantly faster than the entity setup route. The company avoided $45,000 in entity setup costs and $100,000 in annualized expenses. It also reduced operational costs by 60% while improving responsiveness to employee questions and support needs.

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Challenge: PruTech Solutions needed to hire specialized consultants in markets where it had no local entities. Geographic barriers limited access to technologists, developers, engineers, and solution architects. Ad hoc contracting created compliance risk, while payroll and local labor law requirements consumed internal resources. Delays in securing global talent threatened project delivery, customer expectations, and the ability to win new business. Solution: Pebl partnered with PruTech to design a tailored approach for global hiring. An Employer of Record (EOR) solution enabled compliant hiring in Canada and the U.K. Contractor Management streamlined onboarding, payroll, and compliance for short-term consultants. The combined setup reduced administrative burden while supporting multiple hiring scenarios. Results: PruTech accelerated hiring turnarounds and reduced compliance risk. Consultants onboarded more smoothly and were fully supported, improving satisfaction and enabling faster project starts. The company secured contracts it might otherwise have lost by removing barriers to accessing niche global talent. Overall, PruTech gained speed, scalability, and a stronger competitive edge while lowering hiring costs.

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Challenge: Following the acquisition of the ShareFile business unit, Progress Software inherited a team in Costa Rica. Without a legal entity in the country, they faced challenges managing employment legally and efficiently. The team was crucial to strategic growth, and the integration timeline was tight. Solution: Pebl’s Employer of Record (EOR) service provided the legal framework and local expertise needed to hire and manage employees in Costa Rica. Pebl managed compliance details such as probation rules, work-from-home allowances, offboarding, and a transportation reimbursement policy. They also ensured employees received the correct documentation, benefits, and on-time payroll. Results: Progress Software successfully onboarded 32 employees in Costa Rica in four weeks without legal hurdles. They also made 26 new hires post-acquisition. The transition supported smooth operations and improved employee trust and satisfaction during a period of significant change.

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Challenge Superpath faced mounting challenges in the tight U.S. labor market as hiring specialized talent was slow and costly. The agency needed to add roles like designers and SEO specialists while balancing rising U.S. salaries and budget limits. They relied on global contractors to fill gaps, which increased compliance risk and kept workers less integrated. With only a two-person HR team, they needed help managing payroll, benefits, and local labor laws. Solution Superpath used an Employer of Record (EOR) approach to hire internationally without setting up local entities. They implemented Pebl to compliantly hire full-time employees in Brazil, India, Mexico, and the Philippines. The provider supported pay benchmarking and benefits design to make offers competitive and compliant. They also integrated the platform with BambooHR to automate and expand HR capacity. Results Within a year, Superpath hired eight international employees with zero compliance issues. The company reduced payroll costs by hiring in lower-cost markets and reinvested the savings into higher U.S. salaries, improved benefits, and new software. Work was completed faster and client needs were met sooner. The HR team reclaimed time to focus on more strategic work and Superpath established a repeatable model for global expansion.

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Challenge Rancho BioSciences was entering a phase of international growth and needed to support an expanding global footprint. With a lean HR team and a growing international workforce, the company relied on manual processes and spreadsheets to manage operations. Navigating complex international labor laws without local expertise introduced risk and inefficiencies. Rancho needed a partner to help scale its workforce globally with confidence and compliance. Solution Rancho chose Pebl to simplify international hiring and contractor management. Pebl’s Employer of Record (EOR) services supported onboarding and helped ensure cross-border compliance. Pebl’s contractor management platform centralized global operations to reduce administrative burden and minimize errors. Ongoing expert support enabled HR to spend less time on manual work and more time on strategic growth. Results Rancho managed its global contractor workforce in a single dashboard. The company onboarded workers in three new countries without setting up local entities. HR administrative time was reduced by 50%, allowing the team to focus on strategic initiatives and advising leadership. The organization supported continued global expansion with improved compliance and operational efficiency.

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