What We do
Hiring that's designed to hold up over time
Hiring that's designed to hold up over time
Hiring that's designed to hold up over time
More than recruiting, Expand is an end-to-end hiring partner designed to support teams long after the offer is signed.
More than recruiting, Expand is an end-to-end hiring partner designed to support teams long after the offer is signed.
Built to reduce risk at every stage of the process
From candidate selection to onboarding and long-term retention, each step is designed to address where international hiring most often breaks down.
Leadership screen
Every shortlisted candidate spends an hour with a VP-level operator who's built and scaled teams at high-growth US startups. By the time you see a profile, someone with comprehensive hiring experience has already said "I'd interview this person."
Leader-validated expertise
Clear signal, not noise
A shortlist you can trust
63%
of employers say they receive too many unqualified applicants in their hiring process.
hiring Problems we solve
Leadership screen
Every shortlisted candidate spends an hour with a VP-level operator who's built and scaled teams at high-growth US startups. By the time you see a profile, someone with comprehensive hiring experience has already said "I'd interview this person."
Leader-validated expertise
Clear signal, not noise
A shortlist you can trust
63%
of employers say they receive too many unqualified applicants in their hiring process.
hiring Problems we solve
Leadership screen
Every shortlisted candidate spends an hour with a VP-level operator who's built and scaled teams at high-growth US startups. By the time you see a profile, someone with comprehensive hiring experience has already said "I'd interview this person."
Leader-validated expertise
Clear signal, not noise
A shortlist you can trust
63%
of employers say they receive too many unqualified applicants in their hiring process.
hiring Problems we solve
Day-one readiness
We handle the operational details that often slow down international hires, from locally procured hardware to device security and connectivity checks, so your new team member shows up ready to contribute from day one. No customs delays. No setup gaps. No waiting to get started.
Hardware, access, secured
Better onboarding experience for employee
Team momentum from the start
42%
of companies report operational delays — like equipment setup and secure access — as a top remote hiring challenge.
hiring Problems we solve
Day-one readiness
We handle the operational details that often slow down international hires, from locally procured hardware to device security and connectivity checks, so your new team member shows up ready to contribute from day one. No customs delays. No setup gaps. No waiting to get started.
Hardware, access, secured
Better onboarding experience for employee
Team momentum from the start
42%
of companies report operational delays — like equipment setup and secure access — as a top remote hiring challenge.
hiring Problems we solve
Day-one readiness
We handle the operational details that often slow down international hires, from locally procured hardware to device security and connectivity checks, so your new team member shows up ready to contribute from day one. No customs delays. No setup gaps. No waiting to get started.
Hardware, access, secured
Better onboarding experience for employee
Team momentum from the start
42%
of companies report operational delays — like equipment setup and secure access — as a top remote hiring challenge.
hiring Problems we solve
Ramp-to-retention system
The first 90 days determine whether a remote hire thrives or drifts. We stay involved through this critical period with structured check-ins to surface misalignment early, before small issues become real problems. We also fund a 12-month retention bonus paid directly to your hire. It’s our way of aligning incentives around long-term success, not quick placements.
Any misalignment surfaced early
Incentives that encourage staying
Support that doesn’t disappear
2x
New hires satisfied with their onboarding at 90 days are 2x more likely to stay with the company 1.5 years later.
hiring Problems we solve
Ramp-to-retention system
The first 90 days determine whether a remote hire thrives or drifts. We stay involved through this critical period with structured check-ins to surface misalignment early, before small issues become real problems. We also fund a 12-month retention bonus paid directly to your hire. It’s our way of aligning incentives around long-term success, not quick placements.
Any misalignment surfaced early
Incentives that encourage staying
Support that doesn’t disappear
2x
New hires satisfied with their onboarding at 90 days are 2x more likely to stay with the company 1.5 years later.
hiring Problems we solve
Ramp-to-retention system
The first 90 days determine whether a remote hire thrives or drifts. We stay involved through this critical period with structured check-ins to surface misalignment early, before small issues become real problems. We also fund a 12-month retention bonus paid directly to your hire. It’s our way of aligning incentives around long-term success, not quick placements.
Any misalignment surfaced early
Incentives that encourage staying
Support that doesn’t disappear
2x
New hires satisfied with their onboarding at 90 days are 2x more likely to stay with the company 1.5 years later.
hiring Problems we solve
Employer-of-record, handled
Compliance, payroll, and contracts are managed for you - with a single, predictable monthly invoice. We also pass the majority of our service fee directly to your hire as a healthcare stipend and workspace support. No hidden fees. No opaque markups. Just a structure designed to support people who want to stay.
Compliance and paperwork handled
People-first structure
Cost transparency designed for trust
42%
of organizations hiring cross-border report friction when paying and managing international worker payments and compliance.
hiring Problems we solve
Employer-of-record, handled
Compliance, payroll, and contracts are managed for you - with a single, predictable monthly invoice. We also pass the majority of our service fee directly to your hire as a healthcare stipend and workspace support. No hidden fees. No opaque markups. Just a structure designed to support people who want to stay.
Compliance and paperwork handled
People-first structure
Cost transparency designed for trust
42%
of organizations hiring cross-border report friction when paying and managing international worker payments and compliance.
hiring Problems we solve
Employer-of-record, handled
Compliance, payroll, and contracts are managed for you - with a single, predictable monthly invoice. We also pass the majority of our service fee directly to your hire as a healthcare stipend and workspace support. No hidden fees. No opaque markups. Just a structure designed to support people who want to stay.
Compliance and paperwork handled
People-first structure
Cost transparency designed for trust
42%
of organizations hiring cross-border report friction when paying and managing international worker payments and compliance.
hiring Problems we solve
Nearshore demand is rising fast
80% of U.S. companies are actively exploring nearshore partnerships to improve collaboration and access top talent.
Deloitte
Outsourcing trend reports
Nearshore demand is rising fast
80% of U.S. companies are actively exploring nearshore partnerships to improve collaboration and access top talent.
Deloitte
Outsourcing trend reports
Nearshore demand is rising fast
80% of U.S. companies are actively exploring nearshore partnerships to improve collaboration and access top talent.
Deloitte
Outsourcing trend reports