A new European market.
No local subsidiary.
Expanding operations into Poland or Romania without a local legal entity means employment contracts in a grey area. The European EOR market is growing at 6.5% a year because companies prefer to operate legally from day one rather than incorporate in every country.
Expansion, GDPR for candidate data and the EU AI Act in recruitment
HR tech platforms and companies expanding across Europe need to operate in multiple markets with different employment frameworks, keep candidate data compliant with the GDPR and now manage AI recruitment tools under the EU AI Act.
Hiring employees in Poland or Romania without a local legal entity means contracts that European labour regulators will not tolerate indefinitely. People Operations under Estonian law solves this within weeks, without incorporating a company, with full compliance with European employment law.
Candidate data includes biographical information and assessments that the GDPR treats with specific obligations. 60% of European organisations report difficulties ensuring compliance when implementing HR tech that handles sensitive employee data.
The EU AI Act classifies AI systems for recruitment and performance management as high-risk. Since 2 February 2025, emotion recognition in the workplace has been prohibited, including in interviews. The high-risk obligations for candidate screening tools (Annex III) apply from 2 December 2027.
Frictionless people operations across Europe
People Operations · new markets without a subsidiary
We onboard talent in new European markets on contracts under Estonian law, GDPR-native from the start. No local company to incorporate. Up and running in weeks. Structured onboarding with a 30/60/90-day plan, clear milestones and regular integration reviews.
Tech recruitment with candidates in 3-5 days
Technical tests, competency interviews and reference checks before presenting any candidate. The best 2-3 profiles in 3-5 days. Fit guarantee: if it does not work out within the first two weeks, replacement is included in the service.
Multi-country payroll and employment compliance
Monthly processing with double verification, and tax and social security obligations under the legislation of each employee's country. Up-to-date records and audits available. For distributed teams that do not want to manage three employment frameworks in parallel.
Data Engineering for talent pipelines
For HR tech platforms handling large volumes of candidate data: pipelines with GDPR by design and privacy built in at the architecture level. Data processed exclusively in the EU. Medallion architecture with Great Expectations for data quality.
AI that meets its obligations by design
Policies, processes and employment regulations available to the team on a self-service basis. Reduces repetitive queries to the HR department. No impactful action without explicit human approval. EU AI Act compliant.
In development · waiting listBackend, data engineering and QA profiles assessed with a practical test. Onboarding in two weeks. Free replacement if the fit is not right. For HR tech platforms that need to grow their technical team without the usual process.
In servicePsychometric assessments, employment histories and references are personal data with specific obligations under the GDPR. Penetration testing and monitoring adapted to HR tech platforms.
In serviceCandidate data with the highest level of protection
We operate under Estonian law with full European compliance. CVs, assessments and references processed exclusively on EU servers. The EU AI Act classifies candidate screening tools as high-risk: our processes are reviewed by people at every decision.
Which European market do you want to expand into?
People Operations under Estonian law lets you operate in a new European country within weeks, without setting up a local subsidiary and with full employment and GDPR compliance from the first contract.