Kick start in Australian market.
01.
THE CLIENT
Enphase Energy
Enphase Energy is the world’s leading provider of solar micro inverters, energy management & storage systems. They pursue unique, high-tech innovations to continually advance the performance and intelligence of residential and commercial solar energy systems. In 2013, Enphase opened up their first Australian office in Melbourne, and in June 2015, the Sydney office was opened.
Founded
2006
HQ
Petaluma, CA, United States
Company Size
201 - 500 Employees
Industry
Renewables & Environment
Specialties
Solar, Energy Storage, Microinverters & Batteries"Understanding Enphase’s unique market offering and product capabilities enabled our global team to provide tailored services at a speed that is in line with the exorbitant growth of this Californian tech start-up. Having teams in all major time zones of the world allows us to follow Enphase to any new country or region that they are moving to." Jan Rieche, Polyglot Group's Energy & Infrastructure GM
02.
THE CHALLENGE
Enphase’s rapid growth did not only see them expand to Australia, but also to various other bases including the United Kingdom, France, the Netherlands and Latin America. This rapid development gave rise to cross-cultural HR and Recruitment needs. Enphase turned to the Polyglot Group as their preferred partner to assist with these intercontinental needs. As specialists in cross-cultural solutions, we knew we would be the perfect partner for Enphase’s circumstances.
One of Enphase’s top requirements was Recruitment Solutions. They required candidates and leading talent in renewable energy for a number of different countries of operation. As a result, Enphase sought an extensive cross-cultural candidate pool. Enphase’s operation across a number of different time-zones meant they also needed to source candidates right around the clock.
Recruiting an international team also raised compliance concerns for Enphase. More specifically, Enphase had concerns in ensuring their employment contracts were wholly compliant with the laws & legislation for each specific country of operation.
Enphase’s international expansion also raised the need to translate company material, such as marketing material and technical specifications.
03.
OUR SOLUTION
As Enphase’s chosen cross-cultural communication partner, we understood that Enphase needed holistic solutions across a number of different fronts. After carefully considering Enphase’s unique circumstances, we concluded that our growth-oriented solution would perfectly solve each of Enphase’s unique needs.
As part of this custom-tailored solution, we provided Enphase with our Employment Outsourcing solution, which means that we became the sole Employer of Record. As another feature of this solution, the entire recruitment function was transferred to Polyglot Group’s recruitment team, including the task of sourcing candidates. Our dedicated consultants worked with our international offices in all major time-zones to source the very best talent.
Our commitment to Enphase’s growth and management saw us go the extra mile to ensure we were helping them expand in the right direction. As Global Key Account Manager for Enphase, our Global Head of Renewable Energy Jan Rieche took part in the annual “Global Sales Kick-Off” meeting in Petaluma, California to determine Enphase’s sales and growth strategy for the coming year. In addition, our Manager for Europe, Jacques Reynaud, worked closely with the senior management of Enphase in Europe, to ensure best practice for increasing market share and aiding team expansion.
04.
THE RESULTS
Our Expand to solution was tailored to resolve Enphase’s each and every concern. As the recruitment function became our sole responsibility, we used our extensive international networks to source the best talent in the Renewable Energy Sector. As the Polyglot Group has offices in every major time zone, the time differences were not an issue in sourcing talent. As a result, Enphase did not invest any energy into recruitment, yet gained access to leading candidates. Overall, we recruited more than 20 candidates for various geographic locations.
With the help of our cross-cultural partners, we acquired local knowledge to ensure Enphase was wholly compliant with local laws & legislation. As we were the employer of record, Enphase’s could rest assured that the business was never threatened by a mistake in this area. As a result, Enphase did not waste time researching local laws and legislation, and thereby could focus all of their energy on the business its self.
Overall, we mobilised our international team to meet Enphase’s cross-cultural needs and ensure best practice for their global expansion.
