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.

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.

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.

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.

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.

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.