Worksuite, the enterprise platform transforming how organizations engage independent talent, unveiled Worksuite Global Compliance – an innovative solution that automates worker classification across international borders. The groundbreaking technology enables Fortune 500 companies and fast-growing businesses to confidently tap into global talent pools while navigating complex regulatory environments.
With remote work permanently reshaping the talent landscape, Worksuite Global Compliance addresses the complex legal landscape that enterprise organizations must navigate when hiring freelance talent. The platform’s proprietary algorithm evaluates classification requirements in real-time, delivering instant worker status validation and eliminating weeks of manual legal reviews that often delay critical projects and incur costly fees.
“Companies can’t afford to wait weeks for validation when competing for in-demand talent,” said Cristin Monnich, Senior Director and General Manager of Global Compliance at Worksuite. “Our solution transforms compliance from a business bottleneck into a competitive advantage, enabling clients to secure top freelancers before competitors have completed their paperwork.”
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The solution arrives as 65% of enterprises report increasing their contingent workforce investment according to industry research by Staffing Industry Analysts.. Developed through collaboration with regional legal counsel, Worksuite Global Compliance features embedded jurisdiction-specific rules for 160+ countries, a central repository to manage contracts and affiliated projects, and facilitation of payment in local currencies around the globe.
“The future of work is changing so rapidly that organizations are struggling to keep up and focus on what’s most important—engaging with the most skilled talent in the industry to help them drive company innovation and success,” said Ray Grady, CEO of Worksuite. “Worksuite is designed to help organizations navigate these waters, and is the only end-to-end platform to help them ensure compliance of, onboard, contract, assign tasks, manage, and pay their contingent workforces.”
Early adopters report reducing onboarding timelines from weeks to hours while eliminating misclassification risks that previously limited international talent engagement.
Source: Einpresswire
