The challenge: expanding a lean NGO without letting regional red tape threaten grant funding
As a global non-profit, non-governmental organization (NGO) dedicated to advancing clean energy, the Regulatory Assistance Project (RAP) drives real-world change by putting the right experts in the right regions. However, securing fresh project funding meant RAP suddenly needed highly specialized energy policy experts on the ground quickly across distinct international jurisdictions.
For a lean organization, establishing and maintaining standalone legal entities in each new country was a massive barrier to their core mission.
Setting up local entities not only takes heavy financial investment, but it also creates severe administrative delays. Direct hiring previously took months to navigate regional labor laws, requiring endless contract reviews. These delays actively threatened RAP's ability to execute grant requirements and caused them to lose rare, highly specialized candidates to competing offers.
"We had just received funding for a new project and had to recruit really quickly,” explained Judith Miller, Director, Global Operations at RAP. “Setting up an entity typically takes three to six months, up to a year, and we had to make sure we bring the talent in order to satisfy those grant and project requirements. So an EOR was definitely the way to go for us."
The solution: AI-guided global onboarding backed by dedicated human support
RAP partnered with G-P to leverage their employer of record (EOR) solution, granting the NGO immediate access to compliant global talent without foreign entity establishment.
By utilizing G-P's AI-powered platform and onboarding experience, RAP was able to automate the heavy lifting of localized contract generation. The platform gave Judith immediate visibility into regional FAQs and transparent pricing, allowing her to build a clear business case for executive leadership down to the exact cost and time investment for each new international hire.
When touring different providers, I really loved G-P’s interface. I loved the FAQs and seeing exactly what it cost to hire someone, so I could quickly bring those numbers back to my program director. That accessibility was really helpful.”
Beyond the technology, RAP needed a partner that would ensure absolute legal compliance in highly complex markets. G-P's local expertise removed the risk of legal blind spots that a lean internal HR team simply couldn't track alone.
"Hungary is really specific in what social bodies need to be involved, so I would have definitely had blind spots, and we would have gotten fined eventually,” said Miller. “Compliance is always baseline, and I was really impressed how G-P walked through the contract with explanation points, showing us, 'This needs to be in this contract, and here's why.'”
Coupled with this legal expertise was an exceptional, localized support experience. G-P delivered dedicated regional contacts, ensuring that RAP never felt like a ticket number in a queue.
"I really appreciate the fact that I've hired four people in India now, and the same person responded to every ticket that I've put in,” said Miller. “It’s so helpful to see the same name at the bottom of an email — to know they actually know what the process looks like. You feel comfortable asking a question, and with G-P, you don't feel like you're just a ticket number."
The impact: cutting global onboarding from months to <10 days
By replacing the traditional entity setup process with G-P's AI-powered platform, RAP transformed their global talent pipeline. Candidate drop-offs caused by lengthy paperwork vanished as the global onboarding timeline dropped from a multi-month ordeal to just over a week.
Before G-P, international hiring could take months because we had to speak with different legal providers to make sure contracts were correct. By the time we were signing the contract, we lost candidates because they couldn’t wait around. Now it's 10 days max, depending on what jurisdiction we’re hiring in. With G-P, hiring is just the click of a button — it's a lot easier."
G-P's integrated legal team unlocked seamless global mobility for RAP's existing staff, saving the NGO the massive expense of hiring dedicated immigration attorneys.
"What has been an absolute cutting edge and an invaluable skill is that we can work with G-P on bringing people on and getting them Blue cards, residence permits, and global mobility, because there's a legal team behind it, versus going out to market to find my own," said Miller. "I couldn't do that myself, and I know it would cost me an arm and a leg."
Today, with their global compliance, global mobility, and onboarding running smoothly, RAP can focus on what matters most: fighting for a clean energy future while building a cohesive remote culture where every employee feels valued.
"RAP's name may not be on their paycheck, but our global team members are still very much part of the team," said Miller. "Company culture does not start with where we run payroll and where we provide benefits; it really starts with who we are as an employer."
What's your time worth? In the short term, how much time do you spend right now researching things, and what does a long time-to-hire cost you? In the long run, if the plan is to grow by more than five employees — three employees even — in a global jurisdiction you're not yet set up in, an EOR may be the way to go to save yourself the hassle."