High Level Marketing (HLM) is a full-service digital marketing agency dedicated to helping small and mid-sized service-based companies enhance their online presence and achieve growth in local markets. Established in 2009, HLM offers a comprehensive suite of services tailored to meet the unique needs of their clients. HLM serves over 2,000 businesses nationwide.

Tight talent market, soaring costs, and compliance risks

HLM needed to fill specialized roles to support a growing client base, but local hiring was too costly and slow – and it was nearly impossible to simultaneously reward existing employees while adding new staff under these constraints.

High Level Marketing (HLM) encountered talent shortages and rising costs in their US-based operations. To sustain their growth and meet client demand, the company expanded their talent search globally.

In the post-pandemic hiring landscape, HLM faced stiff competition for talent in the U.S. market. “The marketplace changed significantly,” said Lauren Anderson, VP of Workforce Development at HLM. “We wanted to keep our team happy – increase their pay, reward and retain them – but to meet the market demands in U.S. talent and also satisfy our existing team was extremely difficult.” 

The company had engaged contractors globally, but that ad-hoc approach introduced compliance risks and kept those workers at a distance. On top of that, with an HR team of just two people, HLM also lacked the bandwidth to manage multi-country payroll, benefits, and labor laws on their own. 

HLM realized they needed to “stabilize with a really good support system in place and make sure we were following compliance,” as Lauren Gann, HR Manager, put it. They required a way to hire international team members as full employees rather than contractors.

The company knew an external partner was necessary to handle these complexities and support their global expansion. HLM turned to Velocity Global for help.

A trusted partner in global HR

Velocity Global stepped in as HLM’s Employer or Record (EOR), giving the agency a one-stop shop for hiring in Brazil, India, Mexico, and the Philippines without forming separate legal entities. From day one, the goal was to simplify every aspect of global employment, so HLM’s small HR team could focus on high-impact initiatives instead of juggling country-specific compliance.

Once HLM identified roles like graphic designers and SEO specialists, Velocity Global handled the details. Employment contracts, payroll, benefits administration, and mandatory local requirements all flowed through Velocity Global’s platform, eliminating the need for HLM to track or interpret unfamiliar regulations. “Every person we have been in contact with at Velocity Global has absolutely met our expectations,” said Gann.

Velocity Global’s support went well beyond standard administration. According to Anderson, the real differentiator was the consultative approach: “We needed to look at the bigger picture – how to hire in a new region, what to pay, which benefits to offer. Velocity Global walked us through it step by step.” Monthly check-ins and dedicated contacts ensured HLM always had quick answers for emerging questions about holidays, probation periods, and evolving country laws.

HLM also leaned on Velocity Global’s local expertise to conduct a detailed pay analysis, ensuring international salaries stayed competitive and fair relative to market standards. That allowed the agency to manage currency fluctuations or unique provisions—like Brazil’s 13-month salary—without overextending their budget. For ongoing hiring needs, Velocity Global introduced HLM to their partner RAMP Global, expanding HLM’s access to specialized talent in new regions.

Meanwhile, HLM integrated Velocity Global’s platform with their own Bamboo HR system. This automated many time-consuming tasks, eliminating manual errors and giving the HR team real-time visibility into their supported employees around the world. 

Crucially, HLM’s new hires felt fully part of the team, thanks to Velocity Global’s emphasis on compliance and belonging. Bringing global workers on as full employees – and not just contractors – allowed them to participate in HLM’s culture, boosting morale and loyalty. “Everyone feels like a part of the team, and that’s key for us,” said Anderson. “If Velocity Global doesn’t have an answer, they find it or connect us with a resource. It really does feel like an extension of our HR department.”

Growth unleashed and savings reinvested for a stronger team

Within a year, HLM added eight supported employees in four countries without a single compliance hiccup. These global team members were seamlessly onboarded and integrated with no disruptions to the business.

By tapping talent in lower-cost markets, HLM also realized significant payroll savings. Those savings enabled HLM to boost salaries and benefits for the U.S. team and invest in new software – investments that had been difficult to afford before. No longer forced to run as lean as before, HLM can support new hires and reward existing staff more generously.

With more hands on deck, the agency has accelerated project delivery while maintaining high quality. Projects are completed faster and client needs are met sooner.

Internally, the impact has been just as positive. Relieved of dealing with local labor laws in multiple time zones, HLM’s two-person HR team reclaimed bandwidth for strategic work. They no longer had to tap their U.S. legal counsel for every question about international regulations, saving the agency from costly billable hours and potential compliance missteps.

Lauren Anderson rates the experience “10 out of 10.” “We aren’t fretting day-to-day if a question arises and we don’t know how to answer it,” she said, describing the peace of mind Velocity Global’s support provides. Freed from compliance worries, HLM’s HR team can focus on strategic initiatives.

HLM now has a proven model for global expansion. The company plans to continue hiring internationally as needed, with Velocity Global as a trusted long-term partner in their growth.

From talent crunch to global growth

High Level Marketing’s challenge

• Talent crunch: HLM struggled to hire specialized talent domestically amid intense competition and high costs.
• Budget constraints: Raising U.S. salaries to retain staff left little budget for new hires, making it difficult to scale the team.
• Global reach vs. compliance: HLM looked overseas for talent, but relying on contractors without a local entity raised compliance risks, requiring a new solution for compliant global hiring.

Velocity Global’s solution

• Global hiring: Velocity Global enabled HLM to hire in 4 countries with full compliance and no need for local entities.
• Seamless HR support: Velocity Global managed payroll, benefits, and contracts in each country and answered all compliance questions – effectively becoming an extension of HLM’s HR team.
• Expert guidance: HLM received advice on local employment norms that helped refine their global hiring strategy. 

Shared success

• Global team established: HLM onboarded eight employees in four countries with zero compliance issues.
• Savings reallocated: Hiring in lower-cost markets saved on payroll and allowed HLM to raise pay for U.S. employees and invest in new tools.
• Faster growth: With a larger team, projects are completed faster, and HLM now has a repeatable model for global expansion with a trusted partner to support them.