The challenge: attracting top global talent without taking on the heavy lift of legal entities
EditShare is built for the era of global remote work, enabling collaboration on video and multimedia projects across borders. However, as the company grew and looked to hire talent across key international markets, they realized that hiring internationally required navigating an intricate web of global labor laws that threatened to turn expansion into an administrative nightmare.
Finding specialized talent meant looking at returning markets bouncing back from economic shifts, requiring extreme flexibility in where and how EditShare operated. Establishing legal entities in every target country was not a viable path.
“We are constantly scanning the markets for talent,” said Jackie Hazan, Vice President of People Operations at EditShare. “Part of our current company strategy is to execute in returning markets. That means a degree of flexibility around where we are operating and how. And part of that, especially in the remote-first world, is looking at the best talent. How do we attract the best talent?”
Direct entity creation required too much time, capital, and administrative overhead for a scaling business.
"Establishing legal entities in each country requires a pretty heavy lift in terms of resources to maintain compliance," said Hazan. "In most instances, it also locks you into that country in a pretty big way. For a small and growing organization, it just doesn’t make sense."
The solution: choosing a wholly owned EOR model for local expertise and consistent employee experiences
To scale efficiently without legal risk or administrative burdens, EditShare partnered with G-P as their employer of record (EOR). Working with an EOR allowed the company to meet business needs in a cost-effective, scalable way.
Crucially, EditShare needed an EOR partner with a wholly owned global infrastructure—rather than an aggregator model reliant on varying third parties—to ensure international team members felt like equal, fully integrated employees regardless of where they were located.
“We want them to look and feel like regular employees, regardless of who is doing the administrative paperwork,” explained Hazan. “It’s no fault of their own that we don’t have a legal entity. We don’t want them to feel like their experience is less than any other EditShare employee.”
G-P’s extensive footprint of native entities and in-country legal and HR experts provided the exact foundation EditShare needed.
Having specialists that are either in-country or true experts in-country was pretty critical. As we started to look across the marketplace, our search criteria centered on organizations who had the highest instance of local entities that are truly their own.”
The impact: confident global scaling across Europe, APAC, and LATAM
Through its partnership with G-P, EditShare successfully expanded its remote workforce across three continents.
By eliminating the administrative hurdle of setting up and maintaining local entities, EditShare gained the agility to rapidly build out local presence and recruit team members across key European, Asia-Pacific, and Latin American markets, while laying the groundwork for continued expansion in China, Europe, the Middle East, and Africa.
The information was accurate. It was timely. There was clear communication. The feedback that I got from employees was very positive. With G-P, we're in good hands from start to finish.”
