REWARD
“The clients who first introduced us to international payroll didn’t find us in a global directory. They came through trusted recommendations”
In this piece, I want to share the journey of how my business made the jump from local to global, what systems and skills had to change along the way and what I’ve learned from scaling quickly, sustainably and with purpose. Foundations first: building a business that attracts growth Before we worked with any of our international clients, we’d already built a reputation for reliability and responsiveness in the UK. That’s something I’m incredibly
l new tax systems l different employment laws
communicate our capability more clearly. It didn’t make us ready. We already were.
l currency conversions l varied expectations l time zones (so many time zones). We had to adapt. Here’s what changed behind the scenes: Payroll software upgrade We moved from a UK-only payroll system to one which could manage multiple countries, tax rules and currencies all in one place. It was a big investment, but essential. New onboarding processes Each country has its own compliance requirements and timelines. We created tailored onboarding templates, regional welcome packs and a checklist system which helped clients feel supported from day one. Time zone management I began organising my diary into region- based blocks, using tools like Calendly to automate time zone scheduling. I also set expectations with clients around response times, especially when their Monday is my Sunday!
You can scale without losing your personal touch I was scared that growth would mean losing the close relationships we had with clients. But with the right systems, team and boundaries, we’ve maintained that same warm, high-touch service, just across more time zones. Boundaries are essential Working internationally can stretch your hours if you’re not careful. I had to set clear limits on when I take calls and when I switch off. Protecting my energy means I can continue delivering at a high standard. For anyone considering the leap If you’re a payroll professional thinking about expanding your services internationally, here’s my advice: 1.) Start with one client or country and learn deeply before scaling further. 2.) Build your network — from legal to HR to tech, having trusted partners makes all the difference. 3.) Focus on process, not just people. You need systems which are scalable and repeatable. 4.) Don’t underestimate the power of reputation. Global clients often come from local relationships. 5.) Say yes, then figure it out . With the right mindset and support, you can grow into the opportunity. Final thoughts This past year has been a whirlwind. From a rebrand to a global client base, I’ve seen how powerful a mix of consistency, strategy and bravery can be. The rebrand helped us show up more confidently, but it was the years of hard work, client loyalty and willingness to grow which made it all possible. We’re now delivering international payroll and compliance services with the same values we started with of transparency, care and accuracy. And I’m more excited than ever for where we go next. n
proud of and which made the leap into new markets feel natural when the opportunities came.
The clients who first introduced us to international payroll didn’t find us in a global directory. They came through trusted recommendations. UK-based companies who were expanding abroad asked, “Can you help us with this?”, and I never wanted to be the person who said no without checking first. That willingness to stretch, research and say “let me find out” was one of the biggest factors in our global shift. Those relationships, built over years of trust and delivery, are what truly unlocked the international work. Rebranding: a strategic step, not the whole story In November 2024, we launched a complete rebrand – new logo, new website, new Instagram and a stronger brand strategy. It was led by our head of marketing and came at a time when we were already thinking bigger about the business. The rebrand didn’t create international demand, but it did help us capture it. We started showing up more confidently online. Our website made it easier for new clients (including international ones) to understand what we did. Our Instagram and LinkedIn content started opening up conversations we hadn’t had before. It gave us the tools to support the growth which was already taking place. So yes, the rebrand played a role, but it was the consistency, the referrals and the groundwork already laid that gave it something to amplify. What changed when we went international Once the global enquiries started coming in, it quickly became clear we couldn’t run things the same way we always had. International payroll means navigating:
Upskilling, expanding and asking for help
International growth meant more than just new software. It meant personal growth too. I invested time in learning about employment law and payroll standards in each region we entered. I attended webinars, worked through industry courses and connected with global experts. I also leaned into building a trusted support network, with people who specialise in human resources (HR), tax or compliance in specific regions. I’ve never tried to do it alone. One of the best lessons in this phase was learning when to lead and when to delegate or collaborate.
What I’ve learned along the way
The rebrand was a catalyst, not a shortcut A fresh logo and website are great but only powerful when there’s substance behind them. In our case, the rebrand helped us
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| Professional in Payroll, Pensions and Reward |
Issue 114 | October 2025
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