Maince’s Strategy for Fast, Compliant Global Hiring in the UK and EU
The competition for top technical talent has never been fiercer. For high-growth infrastructure technology companies like Maince, the challenge isn't just finding highly skilled people; it's hiring them quickly, compliantly, and cost-effectively, even if they live in a country where you don't have a legal entity.
In today's global market, waiting to set up new entities means losing out on the best candidates. Maince, an innovative AI-powered asset management software company, faced this exact crossroads. By partnering with Native Teams, they transformed their hiring process, scaling their workforce internationally without ever slowing down their mission.
Meet Maince
Maince develops cutting-edge AI-driven asset management software used by infrastructure providers to optimise long-term maintenance planning for critical assets such as roads, bridges, and wind turbines. With operations based in both the UK and the Netherlands, the company is a true pioneer in data-driven infrastructure innovation. As the business grew, the leadership team understood that limiting their search to London and Amsterdam was a significant handicap.
They needed to cast a wider net to recruit and retain the best global talent.
“We have offices in Amsterdam and London, but in order to attract the right talent for our fast-growing organisation, we cast our net wide. Often, we end up recruiting staff in countries where we don’t operate. Native Teams helps us to quickly expand.”
— Marcel Puyk, CFO of Maince
The journey: Growth meets cross-border complexity
Like many fast-moving companies, Maince knew that any delay in hiring meant losing a potential key employee. However, the traditional path to international expansion (setting up new legal entities in every European country) was simply not an option. It was too costly, too slow, and administratively overwhelming.
Maince's challenge was clear:
- Limited talent reach: Their hiring was artificially restricted to countries where they already had a legal presence.
- High entity barrier: The cost and time required for legal entity setup were prohibitive for rapid, multi-country expansion.
- Compliance minefield: Navigating complex local compliance, payroll, and mobility requirements across diverse European jurisdictions posed a significant risk to their internal team.
They needed a partner that could quickly remove these administrative and legal barriers, giving their team the confidence to hire wherever the necessary talent was located.
Behind the solution: Partnering for operational simplicity
Maince chose Native Teams as its Employer of Record (EOR) partner to gain the essential infrastructure and expertise required for global hiring. This partnership provided the solution they needed to expand without the burden of administrative overhead.
Native Teams delivered a comprehensive support system:
- Cross-border employment: Enabling the rapid and compliant hiring and onboarding of employees in multiple European countries.
- Mobility assistance: Providing smooth support for team members who needed to relocate across borders.
- Personalised onboarding: Each new Maince hire received a dedicated Native Teams representative to ensure a smooth, supportive introduction to the company.
- Compliance confidence: By handling local legal and payroll complexities, Native Teams freed Maince’s leadership to focus purely on innovation and product delivery.
“It was very easy to get started, and the onboarding process received strong support from Native Teams. I also really appreciated the fact that you get a named support person to speak to. Our experience with that has been nothing short of brilliant.”
— Marcel Puyk, CFO of Maince
The turning point: Measurable results for a distributed team
The partnership enabled Maince to build a distributed workforce across Europe; fast, compliantly, and cost-effectively. What started as a compliance headache turned into a scalable hiring advantage.
| Before partnership | After partnership |
| Hiring slowed by legal and compliance obstacles. | Employees onboarded across Europe in record time. |
| Limited talent reach beyond the UK and the Netherlands. | Fast, cost-effective international expansion. |
| Significant potential costs and time for entity setup. | Cost savings by avoiding entity setup and unnecessary legal fees. |
| Internal team burdened with cross-border HR and payroll. | Increased employee satisfaction due to smooth onboarding and dedicated support. |
Lessons for other businesses planning global expansion
Maince’s journey provides critical takeaways for any UK-based or international business looking to scale their talent acquisition globally:
- Agility trumps complexity: Global expansion doesn't require setting up a local entity in every market. Partnering with an EOR provides the agility to secure top talent immediately, saving significant time and money.
- Compliance is confidence: A fully compliant payroll, tax, and contract system isn't just a legal necessity; it’s a foundation for a strong employer brand. When employees know their support is handled correctly, they are happier and more productive.
- Personalisation drives retention: A dedicated, personal support model makes the difference between a simple transaction and a trusted, long-term partnership. In a competitive market, employee experience is key.
For growth-minded companies, Maince’s experience proves that international hiring can be both scalable and straightforward when powered by the right global employment solution.