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.

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.

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.

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.

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.

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.

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.

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.

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.