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How a US SaaS company got hiring, payroll and compliance right across four countries.
The company was hiring in the US, India, the Philippines and Poland, held together by spreadsheets and three payroll vendors. Skillfi put every employee on one HRIS, chose the right employment model for each country and built compliance into the workflow. It's how our HRIS implementation service supports global teams.
Hiring globally, running HR locally, and by hand.
In 18 months the company went from a US-only team to engineers in Bengaluru, support in Manila and product in Kraków, with US employees spread across 23 states. Each country had grown its own way of doing things: a local entity in India, contractors in the Philippines and Poland, and three different payroll vendors.
Nobody had a single list of who worked where. 62 people were on contractor agreements that looked a lot like employment, statutory benefits were handled inconsistently, and every new US state brought late registrations and tax notices. Leadership wanted to keep hiring internationally, but the risk was growing faster than the team.
We were hiring great people in Bengaluru, Manila and Kraków, and running it all on spreadsheets and goodwill.
COO, client
One system of record, the right model in every country.
We didn't force one setup on four very different countries. We chose the right employment model for each, then made the HRIS the single place every employee, contract and compliance deadline lived. Local legal review ran alongside through our legal and compliance partners.
A global HRIS for all 280 people
Every employee and contractor in every country on one system, with one org chart and real-time global headcount.
Entity, EOR or multi-state payroll
In-country payroll through the existing entity in India, an employer of record in the Philippines and Poland, and multi-state payroll in the US.
Built into the workflow
Country-specific contracts and handbooks, statutory benefits, a compliance calendar with alerts, and a new-location checklist for every first hire somewhere new.
Twelve weeks, step by step
From four countries run four different ways to one global system the team can grow on. Here's how the engagement unfolded.
- Week 1–262 contracts flagged
Global compliance audit
Every worker, contract, payroll run and filing reviewed across the US, India, the Philippines and Poland.
- Week 3–44 country plans
Employment model per country
Entity, employer of record or multi-state payroll chosen for each location, balancing cost, speed and risk.
- Week 5–74 countries live
Global HRIS & payroll live
All 280 people moved onto one HRIS, connected to in-country payroll and the EOR partner.
- Week 8–962 converted
Contractor conversions
Contractors doing employee-type work moved to compliant local employment, with clear communication and no gaps in pay.
- Week 10–114 handbooks
Contracts, handbooks & calendar
Country contracts and handbooks published in the HRIS, with every filing and renewal on a shared compliance calendar.
- Week 120 notices
Audit-ready
One system of record, compliant contracts everywhere and a playbook for opening the next country or state.
One playbook, four countries
Every country has its own rules for contracts, payroll and benefits. The playbook captured them in one place, so HR could hire anywhere without starting from scratch.
Multi-state payroll
- State registration & payroll tax
- I-9 & E-Verify workflow
- State handbook addenda
In-country payroll
- PF, ESI & gratuity handled
- Offer letters under local law
- Leave policies by state
Employer of record
- SSS, PhilHealth & Pag-IBIG
- 13th-month pay built in
- Local employment contracts
Employer of record
- ZUS social contributions
- Contracts under the Labour Code
- Statutory leave tracked
Two quarters after go-live
Days to get a new hire location ready
From a first hire in a new state or country to compliant payroll and contracts.
Now when we want to hire in a new country, the question is who, not how. That's changed how fast we can grow.
Head of People, clientHiring across states and countries?
We'll audit where your people work today, choose the right employment model for each location and put everyone on one HRIS. Our legal and compliance team keeps contracts and filings right as you grow.
- A global workforce compliance audit
- The right employment model per country
- One HRIS for every employee, everywhere
- A compliance calendar & new-location playbook
30 minutes. No obligation.
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