Optimize your talent strategy
to accelerate your growth

We align global workforce strategy with financial forecasting and product roadmaps by integrating workforce analytics into hiring decisions. This ensures FTE (full-time equivalent) headcount is mapped correctly to revenue targets, minimum wage policies, and employment laws in each market. By balancing full-time hours, 1099 employees, and salaried employees, businesses can scale efficiently without compliance gaps. We also address international labor laws during global expansion, ensuring both cost optimization and compliance risk management.

We tie performance reviews, employee benefits, and compensation structures to measurable business outcomes. Using gross to net payroll models and payroll audit processes, we link employee retention, employee tenure, and upskilling with compensation strategies. Bonuses and equity plans are aligned with compliance management and tax compliance requirements (e.g. TDS (tax deducted at source), form W-4, and form 1099-MISC for contractors). This approach builds a high-performance culture while ensuring alignment with international tax compliance and labor law obligations.

Yes. We run workforce analytics simulations to model various headcount strategies, including the use of employer of record (EOR) or PEO (professional employer organization) for rapid scaling. These models factor in gross income, currency exchange impacts, cross-border payments via SWIFT, and cutoff dates for payroll. Whether it’s restructuring, hiring 1099 employees, or supporting expatriate management with work permits and employment passes, our scenario planning shows clear outcomes for unit economics, cash flow, and P&L health.

We provide structured compliance management frameworks combined with leadership enablement training. This includes employee onboarding optimization, leave management, and clear communication of notice period and redundancy rights. For distributed companies, we also incorporate remote work policy guidelines that comply with working time directive, employment agreements, and VAT (Value Added Tax) considerations. By equipping leaders with global HR outsourcing and in-country partner support, we reduce resistance and drive faster adoption of workforce transformation.

We measure ROI using global payroll data, tracking Employee Onboarding speed, reduced time-to-productivity, and stronger employee retention. metrics include savings from international PEO adoption, improved social security wages compliance, and lower severance pay liabilities. ROI is further validated through benchmarks in Unit economics, employee benefits, and retention driven by compliance with End of service gratuity, provident fund (PF), and central provident fund (CPF) obligations. By tying HR initiatives to tax compliance and international labor laws, we demonstrate value in financial terms.