EditShare 是一家為全球遙距工作時代而建立的公司。 其解決方案讓人們能夠在世界任何地方就大規模多媒體項目進行合作。 他們共享的儲存和媒體管理解決方案網絡正在改變媒體和娛樂行業的遊戲規則。 如果您可以與世界各地的人合作處理書面文件，為什麼不能以影片做同樣的事情？
這樣一家創新型公司需要不斷湧現的新人才。 但是，他們很快意識到在國際範圍內招聘需要導航複雜的程序網絡，這使其業務擴張努力變成一場噩夢。 也就是說，直到他們找到 G-P 為止。
Digital products know no boundaries. Neither does talent.
Digital innovation companies are global by definition: Their products can be used by anyone anywhere in the world, sometimes with little to no marketing required. That means that finding a new territory in which to expand to can be very straightforward — they just have to look at their own numbers. Which countries are using their platform the most? Where are most of their new users located?
But once they are ready to make a significant expansion push to a new country, they will need local experts: people who know the customs and culture and have strong local connections.
“We are constantly scanning the markets for talent. Part of our current company strategy is to execute in returning markets – meaning those bouncing back from COVID first. 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?” asked Jackie Hazan, Vice President of People Operations at EditShare.
As a result of that vision, the company has expanded its workforce from about 50 people to over 130 throughout three different continents.
The challenges of a global footprint
Scaling an organization across multiple countries can be challenging without the right partner — companies going into it alone must establish a legal entity in each country they wish to hire in, and it can take a lot of time and money to do that.
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【在每個國家建立法律實體】 需要相當大量的資源來維持合規性。 在大多數情況下，它還在很大程度上將您鎖定在該國家。 對於一個小型且成長中的組織而言，這並不合理。
Jackie 哈桑
EditShare 人事營運部前副總裁
這就是 EditShare 選擇最有效選項的原因：與名義僱主(EOR)合作。 Hazan 解釋說，這是「......以具有成本效益和可擴展性的方式滿足我們作為企業的需求的正確方式，而不會為團隊增加行政工作或法律風險的負擔。」
但 Hazan 也認識到，讓僱員感到自己受到平等對待很重要，無論他們是在馬薩諸塞州波士頓的公司總部工作，或者在世界其他地方遙距工作。 並非所有全球的名義僱主（EOR）都能保證這一點。
Not all Employer of Records are the same
Scaling an organization across multiple countries can be challenging without the right partner — companies going There are two types of Employer of Record companies: companies using the aggregator model and companies using a wholly owned infrastructure model. What does it mean for you and your company? If you choose an EOR with an aggregator model, your employees could deal with a different third-party provider in each country. And that could hurt not only the way your employees receive information, but overall morale.
“We want them [employees] to look and feel like regular employees, regardless of who is doing the administrative paperwork,” said 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.”
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擁有國內專家或國內專家相當關鍵。 當我們開始在市場【全球名義雇主】中尋找時，我們的搜尋條件以擁有真正屬於自己的最高本地實體實例的組織為中心。
Jackie 哈桑
EditShare 人事營運部前副總裁
A global EOR that you can rely on for years to come
It’s no surprise that EditShare plans to keep hiring people all over the world, including China, Europe, the Middle East, and Africa. They have the confidence to do so now that they’ve found the right partner to support them.
How can they be sure? Hazan has the answer: “The information [provided by Globalization Partners] was accurate. It was timely. There was clear communication. The feedback that I got from employees was very positive. We were in good hands from start to finish.”
