About

We worked with a large hybrid company supporting the pharma industry in Ireland. Our goal was to provide them with various talented candidates who had experience managing six department heads at once. They ended up inviting 18 of our recommended candidates to interview for the role. 

We provided a company with regular coaching sessions regarding the key operations of team members. Some of the topics we focused on included finance, compliance and HR. These sessions resulted in a stronger and happier team, which ultimately improved the organisation’s overall performance and retention.

A client who had worked with an Employer of Record contract for a year reached out as they wanted to switch to a cheaper provider with a better reach. They also wanted a solution to process contractor payments within the same platform. We built a report showcasing 30 EORs, shortlisted three, and then recommended the best one.

We had a British client with an employee in Germany who was hired using EOR. However, you can only hire people in Germany via EOR for a maximum of 18 months. They came to us for an alternative solution. Therefore, we helped them set up a direct hiring model that didn’t require a separate entity. 

A European-based company with employees in 8 countries came to us asking for help surrounding salary benchmarking. As a result, we evaluated the salaries of 30 employees while also considering local and European remote wages, costs of living, experience, and tenure within the organisation. 

Many clients come to us for a simple solution for a large task. This specific client wanted a calculator where they could calculate the total employment costs and net salaries for all of their international employees. We also provided them with custom tools that consistently tracked employee tenure and turnover.  

One of our clients had a singular employee in Portugal who was hired via EOR, but over a few weeks, they started to make additional offers to candidates in the same country. They wanted to cut the cost of EOR and simplify their payroll process. So we set up a direct employment model that didn’t require the need of a separate entity.

A SaaS company advertised a Head of Engineering role on multiple recruitment portals, but the CEO wanted wider diversity since 98% of their applicants were white males. So we were asked to help attract more female engineers from different ethnic backgrounds and then strip the applications from personal data for anonymity. In the end, a female engineer was hired.

We worked with a client with over five years of processes spread out among multiple applications. Our team is migrating these processes, workspaces, and projects into Notion. They’ll then maintain a higher level of consistency, and all relevant information will be accessible to all team members.

Our client decided to offer private health insurance to employees working in countries where public insurance is either inaccessible or extremely expensive. Our team conducted extensive research on all global and local options. We then found the best providers and plans to offer employees across several countries.

One of our main clients is a remote business based in the UK. However, they were now looking for a Finance Manager who is based within 20 kilometres of the company’s head office. Although we usually only handle recruitment for remote roles, we identified ten excellent candidates, and an offer was made and accepted within three weeks.

We worked with a client who had been hiring remote employees for many years, but they had never run a background check before hiring them. They needed to perform background checks for their key staff worldwide as part of their regulatory requirements. We offered recommendations for the best providers and launched the system to run the searches.