Ansarada is a SaaS company that provides deal management platforms for mergers and acquisitions, capital raises, and other high-stakes transactions. Its virtual data room and AI-powered deal management tools are used by thousands of investment banks, law firms, and corporate advisors around the world. The company operates teams across Australia, the United States, the United Kingdom, South Africa, and the Netherlands, with each office contributing to a global client base that demands responsiveness and precision.
Managing HR across five countries presented Ansarada's People team with challenges of both coordination and consistency. Each country had its own employment law requirements, its own payroll processes, and had developed its own informal HR practices over time. The absence of a global HRIS meant that the People team had no reliable way to compare workforce metrics across countries, and producing consolidated reports for executive and board discussions required time-consuming manual data assembly.
Hiring was another area of concern. Without a global applicant tracking system, each country office managed its own recruiting processes using different tools and practices. Time-to-hire varied significantly between countries, and the quality of the candidate experience was inconsistent. Strong candidates who interviewed with Ansarada in one country received a different experience from those who interviewed in another, undermining the company's employer brand.
BambooHR was implemented as the single global HR platform for all five countries. The implementation was completed in phases, with Australia going live first, followed by the US and UK, and then the South Africa and Netherlands offices. Country-specific configurations were created for each location, with the appropriate leave entitlements, public holiday calendars, and data fields for each jurisdiction, while the global reporting structure remained consistent.
The improvement in hiring consistency was immediate. A global Applicant Tracking System configuration replaced the collection of country-specific tools, with standardised job templates, evaluation rubrics, and candidate communication workflows applied across all markets. Time-to-hire fell by 45%, and hiring manager satisfaction with the recruiting process improved significantly as the structured workflow reduced the administrative burden of managing multiple candidates simultaneously.
Performance management became consistent for the first time across all five countries. A globally aligned review cycle, with common rating frameworks and goal-setting expectations, enabled the People team to compare performance data across markets and identify patterns that informed decisions about development investment, promotion criteria, and succession planning. The quality of people data available to the executive team improved substantially, enabling more informed strategic conversations about talent and organisational capability.
