Grow your US team, without losing control.
Teams outgrow Employer of Record and contractor arrangements faster than the HR infrastructure built to support them. What worked for five people quietly stops working at twenty, and nobody plans for that until it is already a problem.
Grow Roadmaps exist so the transition happens on your terms, not in a rush. A dedicated team manages the move end to end, white glove service from planning through to your first year on the new model.
Tell us how your team is set up today, and we will tell you honestly what happens next.
Guidance for companies preparing to enter the US market or make their first US hire.
Launch
Market entry and your first US hire.
Support to register, bank and run your US business once you have decided to set up operations here.
Operate
Beginning US operations.
Support for companies scaling an existing US team and building out proper HR infrastructure.
Grow
Team growth and HR infrastructure.
“We can work with one partner through every stage of our growth.”
“Foothold America got us sorted, and has taken care of us ever since.”
“I could end my workday knowing Foothold America would take care of everything.”
Growth tends to outpace the infrastructure supporting it.
A team hired through Employer of Record or contractors works well until it does not. The point where it stops working is rarely dramatic. Benefits stop feeling competitive against direct hires, contribution structures need more flexibility than the model allows, and management starts asking for a level of autonomy the arrangement was never designed to give.
By the time that becomes obvious, the team is usually too established to move quickly without disruption. The transition itself becomes a project, not just a decision.
The same pressure shows up differently when a company is hiring several people at once. Without a staffing plan, timeline and budget agreed up front, the hiring itself becomes the bottleneck.
10-30%
$15K-$100K+
A plan built around you, not a package off the shelf.
Every team grows differently, and gets to this stage a different way. Whether you are migrating an existing team or building one out, we start with your business and shape the plan around it. That is what white glove service actually means to us.
Plan the transition properly
Full transition planning, benefits strategy and budget development happen before anything moves.
Bring managers along
US and non-US manager training is built into Team Migration, so the people leading the team are ready for the change too.
Hire against a real plan
Talent Pipeline starts with staff planning and job description work before recruitment begins, not after.
Wherever you are, there is a clear next step.
Two roadmaps, one stage. Find where you fit below.
Team Migration
A full, seamless transition from Employer of Record or contractor status to a PEO+ hiring model, with benefits search and contribution support on a multi-year plan, semi-annual growth checks, US and non-US manager training, and staffing guidance.
Current Employer of Record users, whether with Foothold America or another provider, or companies using contractors who want to move to a more autonomous hiring model, most often PEO+. This also covers companies going through an acquisition who need to bring multiple payrolls and benefits into one system.
- Full transition planning
- Benefits and contribution strategies and planning
- Budget development
- PEO+ implementation tasks
Talent Pipeline
For companies planning to hire five or more employees within an eighteen month period. Includes a staffing plan, job description development, timeline and budget, Exclusive Talent Acquisition and Cultural Intelligence Advisory.
Companies with a defined US growth plan, hiring five or more people within the next eighteen months, who want the roles staffed properly rather than filled reactively as the need becomes urgent.
- Staff planning
- Exclusive Talent Acquisition (ETA), for the relevant headcount
- PEO, for the relevant headcount
Seven reasons the US is worth the effort.
The scale of the opportunity is exactly why the sequence matters. Here is what makes the US worth entering properly.
$32.4T
341.8M
$7.6T
$94,430
$4,280
#1
Reserve currency
The three things decision makers ask about most.
Speed, control and cost are the honest concerns behind most first conversations. Here is how each one is handled.
Rushing a transition to PEO+ risks a gap in someone’s pay or benefits.
Fast, not rushed
Team Migration is planned end to end before a single person moves onto the new model.
US employment law is complicated, governed by fifty different states, each with its own requirements.
Compliance handled by specialists
We take care of the compliance so you can concentrate on building your business in the US.
A transition that costs more once headcount grows.
What you agree is what you pay
Talent Pipeline is priced against your actual headcount, agreed before recruitment starts.
Growth without the handovers.
Six ways a structured transition tends to look different from an improvised one.
One partner through every stage
The team that got you to Employer of Record can move you to PEO+, without you having to re-explain your business to someone new.
A new provider for every stage of growth, starting the relationship from scratch each time.
A plan for the transition itself
Team Migration includes full transition planning and manager training, not just the end state you’re moving toward.
A cutover date agreed with no real plan for what happens around it.
Hiring built around real numbers
Talent Pipeline is scoped against the actual roles and headcount you’re planning to hire, not a flat estimate.
A generic rate that doesn’t reflect what you’re actually hiring for.
Specialists in one market
Multi-year benefits planning and state-by-state hiring rules are specialist territory. It is what we do full time.
Generic HR guidance that was never built around US specifics.
A person who knows your team
A team who understands your business through the transition, not a queue you start over with each time you call.
Handled by whoever happens to be available when you reach out.
An honest view on fit
If your team isn’t ready for either roadmap yet, we will say so.
A sales process built to close a deal, rather than to find the right fit.
Do it once. Do it right.
Your team deserves more than a reactive fix. Growing properly, without losing the people you already have, means nothing missed, nothing left to chance, and someone who has done this before standing behind every step.
White glove service, from the first call
A dedicated team who knows your business, not a self-service platform. This is what proper support is supposed to feel like.
100% compliance
Every filing, every registration, every requirement, handled correctly the first time. Nothing left for you to discover later.
US experts, not generalists
We work on nothing but the US market. There is very little about this process we have not already seen.
No headcount left unplanned
Every hire in Talent Pipeline is scoped against a real staffing plan, not filled reactively as the need becomes urgent.
A transition your team will not feel
Moving from Employer of Record or contractors to PEO+ happens without your people noticing a gap in pay, benefits or support.
One point of contact
You are not chasing four departments to get an answer. One person, accountable throughout.
Every piece handled by an expert
Entity, banking, compliance, whatever the piece is, it is handled by someone who specialises in exactly that, not one generalist juggling all of it.
No surprises, ever
You always know what is happening and why. If something needs to change, we tell you before it happens, not after.
“Many people wait until the team has already outgrown the model before they call. Tell me how yours is set up today, and I will tell you honestly whether now is the time to change it.”
Laurie Spicer
Director of US Expansion. UK based.
- No sales pitch, just an honest read on your situation
- 15 minutes, 30 minutes or an hour, depending on what you need
- A clear next step by the end, whether that involves us or not
- Come as you are, no prep or documents needed beforehand
- Ask anything, there is no such thing as a question too early
Frequently Asked Questions
We're currently using Employer of Record or contractors. What's next?
Team Migration. It is built for a full, seamless move to a more autonomous hiring model, most often PEO+.
We're planning several hires soon. Is there a roadmap for that?
Talent Pipeline, if you are planning five or more hires within eighteen months. It includes staff planning, Exclusive Talent Acquisition and PEO for that headcount.
Does Team Migration include manager training?
Yes. It includes US and non-US manager training and staffing guidance as part of the transition.
How much does this cost?
Each roadmap is priced individually based on your team and your plans. Get in touch and we will talk through the scope and the cost for your business before anything is agreed.
Grow the team, keep the control.
Tell us how your team is set up today. That one conversation is often all it takes to see the right next step clearly.