Latest news with #Deel
Yahoo
17 hours ago
- Business
- Yahoo
YunoJuno deepens strategic collaboration with Deel to expand global enterprise compliance and contractor payments capabilities
Leading enterprise contractor management system unites with global people platform to deliver a comprehensive EOR service and unmatched international compliance solution. SAN FRANCISCO AND LONDON, Aug. 12, 2025 /PRNewswire/ -- YunoJuno, the leading enterprise-grade global contractor management system, is expanding its collaboration with Deel, the global leader in payroll and compliance for international teams. Building on a long-standing alliance, this powerhouse partnership empowers enterprise organisations to confidently engage top-tier freelance and contractor professionals from across the globe while ensuring full compliance with local labor laws and streamlined international payments. This reinforced partnership reflects the growing demand from global enterprises for solutions that combine agility, compliance, and scalability. By combining YunoJuno's proprietary AI-powered skills matching technology and smart contractor management capabilities with Deel's comprehensive Employer of Record (EOR) services and international compliance infrastructure, the partnership delivers an unprecedented end-to-end solution for enterprise clients seeking to expand their global workforce capabilities. "Our strategic partnership with Deel continues to evolve in line with our global ambitions," said Joao Martires, Chief Operating Officer of YunoJuno. Deel's robust EOR services remove the barriers to global freelance hiring and expand the possibilities for our clients. We're delivering something unprecedented – a truly global solution that combines premium talent with seamless international employment compliance." As YunoJuno scales its international operations at pace, the company builds on a profitable US market entry and strong financial momentum from its first profitable quarter at the end of 2024. The collaboration directly addresses enterprise clients' most pressing challenge: accessing top-tier global talent while navigating the complex web of international employment regulations, tax obligations, and compliance requirements. With this strategic alliance, YunoJuno can now offer its enterprise clients unprecedented global reach backed by Deel's proven compliance infrastructure. Ryan Freeman, Head of Partnerships at Deel, commented: "YunoJuno's rapidly expanding geographic footprint makes them an ideal strategic partner. Our collaboration allows us to extend our global compliance and EOR capabilities to YunoJuno's enterprise client base, creating a powerful synergy that addresses the most complex challenges in international workforce management." Key benefits of the partnership include: Global EOR capabilities: Comprehensive Employer of Record services across 150+ countries, enabling compliant international contractor engagement Automated compliance management: Streamlined workflows handling international employment law, tax obligations, and global worker classification Misclassification protection: Comprehensive insurance and indemnity coverage, protecting against legal fees, taxes, interest, and misclassification penalties Multi-currency payment processing: Seamless international payment capabilities with local currency support Comprehensive reporting and analytics: Real-time AI-powered workforce insights and intelligent reporting for global workforce management This strategic partnership positions both companies at the forefront of the rapidly evolving global talent economy, where enterprise organisations increasingly depend on international contractor expertise to drive innovation and maintain competitive advantage. Together, this partnership not only addresses the critical need for a solution that combines access to quality talent with compliance assurance, but sets a new standard for how enterprises can achieve operational efficiency on a global scale. About YunoJuno YunoJuno is the leading global end-to-end contractor management system that helps enterprises source, onboard, manage, and pay contractor talent with complete compliance and transparency. YunoJuno's AI-powered technology streamlines the entire contractor engagement process while mitigating compliance risks, currently serving 12,000 enterprise clients and hundreds of thousands of contractors globally. For more information, visit About Deel Deel is the all-in-one payroll and HR platform for global teams. Built for the way the world works today, Deel combines HRIS, payroll, compliance, benefits, performance, IT asset equipment management into one seamless platform. With AI-powered tools and a fully owned payroll infrastructure, Deel supports every worker type in 150+ countries, helping businesses scale smarter, faster, and more compliantly. For more information, visit Logo - View original content to download multimedia: SOURCE YunoJuno Error while retrieving data Sign in to access your portfolio Error while retrieving data Error while retrieving data Error while retrieving data Error while retrieving data
Business Insider
05-08-2025
- Business
- Business Insider
How to cash out in Silicon Valley — without setting off alarms
In startup land, wanting a payout can look like betrayal. As exits remain elusive, early startup backers and founders are increasingly turning to the secondary market to get some cash back on their long-held shares. But cashing out—even just a sliver—can trigger board backlash, founder resentment, or worse: a signal to the market that the rocket ship might be losing steam. In this high-stakes environment, secondaries have become a necessary but delicate art form. "For seed funds, secondaries are a must these days. Whoever's not doing it is not keeping up to speed on the market," said Itamar Novick, the founder of Recursive Ventures. Novick wrote a pre-seed check into Deel in 2019. Over the years, as demand for shares of the $12 billion HR startup surged, he's cashed out portions of that investment by selling to other existing Deel investors who wanted to boost their stakes and to new investors looking for additional equity beyond a primary fundraise. (Novick clarified that all of the deals happened before Deel's legal battle with rival Rippling kicked off in March.) Despite the rising demand for investor returns, however, it's not open season for secondaries. Investors or founders hoping to get liquidity in a secondary sale have to carefully time, price, and brand the transaction, or risk sending catastrophic signals about the company's outlook to the market at large. "It's a fairly bad signal for other investors to know the Series A lead wants to sell their shares at, say, a $5 billion valuation," said Deedy Das, a principal at Menlo Ventures. "Why would later-stage growth investors want to buy in then? If the Series A lead doesn't believe in the growth, why should we?" That unspoken secondary market etiquette is at the center of VC's liquidity dilemma, Das said. Investors hoping to sell part of their stake might piss off their founders, to whom any sale attempt can seem like a bet against the company's future. Larger investors may not be able to sell any portion of their stakes without sending the markets reeling. And founders hoping for some liquidity through a secondary sale, facing the same market sentiment risks, might get blocked by their board of directors. It's blocking some investors from getting the returns they need in a stagnant exit market. Here's how investors and founders are navigating those dynamics to cash out without disturbing the capital waters. VC's backup exit route As VC exits through M&A and IPOs continue to stall, secondary deals are booming. The market for VC secondary investments into startups has surged to about $60 billion, up from $50 billion in the last quarter of 2024, per PitchBook. In the past year, investors have used secondary sales to scoop stakes in headline startups like OpenAI, SpaceX, Stripe, and Databricks. The action is highly concentrated among VC's biggest winners, however. On secondary market platform Hiive, the 20 startups facing the most demand accounted for 83% of secondary trading volume in the first quarter of the year. At the top tier, founders often care less about existing shareholders looking for liquidity, since they're swimming in investor demand, Das said. The trouble comes when an investor wants to sell part of their stake in a startup with a more modest growth rate, perhaps that's valued in the few billions of dollars — certainly an "upper class" valuation, but not quite part of venture's 1% — after holding those shares for the better part of a decade. "Then the founder might come back and tell you, 'We're going to the moon; we're going to be a $100 billion company. Do you not believe in us?' That's a more frequent scenario," Das said. For founders, it's personal, said Hinge Health CEO and cofounder Daniel Perez. "We all have egos, and this is our baby. It's our life's work. Even when a seed or Series A investor wants to take a little bit off the top, you're thinking to yourself, 'this is going to be the worst transaction you've ever made, because the stock's just going to keep going up.' That's what I initially thought," he said. But early-stage investors' push for returns has become easy to empathize with. Dave McClure, the founder of VC firm 500 Startups who now focuses on secondary market buys with his latest firm Practical Venture Capital, said that small pre-seed and seed stage funds, family offices, and individual investors are especially squeezed when companies stay private for longer. "That's fine for maybe institutional investors, but it's really a mismatch for everybody else that isn't," McClure said. "Maybe they were thinking they'd get their money back in seven to 10 years instead of 12 to 15 years. Now, they're like, I've got to send my kids to college, I want to buy a house, I've got a medical emergency. At that point, of course they want to get some money back." Perez said that, as Hinge Health waited out venture capital's exit drought, the physical therapy facilitated a tender offer in 2022 to allow early investors to get some returns on their stakes. The company had previously completed a $200 million secondary investment as part of its 2021 Series E fundraise, which brought some liquidity to Hinge Health's employees and early investors, as well as to Perez and his cofounder. Perez said employees with incentive stock options that had vested their shares for at least one year were eligible to participate, which was true of most of Hinge Health's employees at the time of the sale. The company attempted another secondary sale for its investors in the intervening years before its IPO this May, but ultimately ditched the efforts after confronting a gap in pricing expectations between the intended secondary buyer and Hinge Health's existing shareholders. As the secondary markets mature, those transactions may not feel as emotionally charged. investors told BI. Still, shareholders should loop founders into their secondary sale attempts as early as possible, and ideally have a prospective buyer lined up to make the company's job easier. If the founders are completely against the sale, immediate liquidity may not be worth souring the relationship. Novick said that when he's faced secondary deal backlash from founders in the past, he's backed off his plans entirely. Who gets to sell? For most startups, only early investors can sell any significant part of their stakes without triggering a negative market reaction. Investors who entered the company at its Series B or later, especially investors with board seats, are generally prepared to hold those stakes through an exit. Any failure to do that could spell trouble and hurt the company's ability to raise money in the future, Slow Ventures principal Yoni Rechtman said. "It's a good argument for not taking board seats. That could signal something worse," Rechtman said. He drew a connection to the public markets, where board directors selling shares can easily trigger a bigger stock selloff. "If this were a public company, how would it look?" More risks arise when a founder wants to sell part of their stake. A founder secondary sale can trigger the rest of the company's investors to try to sell shares, too, Novick said. Worse, it could hint to the market at large that the founder isn't bought into the startup's future growth. "When the founder sells secondaries, hunting season starts," Novick said. He noted that founders can't get away with selling more than a very small portion of their stakes: " Any signal where the founder is selling more than 10% of their holdings is going to be disastrous, and it's pretty likely to be blocked by the board." It's not uncommon for founders to be approved to sell shares for discreet goals, like to buy a house in the ever-expensive Bay Area, Rechtman said. But larger deals are a different story entirely. "When we see people selling between six figures and a couple of million dollars, it doesn't bother me at all, assuming the company's at a later stage, and especially if it's part of a primary transaction. They're basically clawing back the salary they deferred for the last several years working on the company," he said. "When we see people doing really big blocks, such that they're generationally wealthy no matter what happens, that's really uncomfortable." Startup employees are often left out of the liquidity conversation entirely. While founders may work to organize employee tenders late in the company's life to help get some cash back to their early joiners, employees generally aren't allowed to try to sell their shares except in deals facilitated by the company, with little say in how or when that sale happens. "The point of going to a startup is supposed to be that you work for a long time and eventually get rewarded in liquidity," Hinge Health's Perez said. "But now, employees aren't getting any money back." Structuring secondaries Early backers looking for returns should be careful of how much of their stake they sell at once. Novick and Rechtman said early investors can generally sell 10% to 30% of their stakes without raising any eyebrows. Rechtman said he'd consider sales up to 50% standard for small funds, while Novick said an investor kicking off half of their position would be a large and more unusual sale. Any more than a 50% stake sale could raise red flags for the market. Ideally, those sales happen as part of an equity fundraise that the company is already conducting. By pairing primary and secondary sales, the startup can send better signals to the market and handle changes to its cap table in one fell swoop. Investors told BI that the startup may charge a fee, which can fall either to the buying or selling shareholders, to cover the legal expenses and other work associated with executing a secondary sale "out of cycle." While most deals are enjoyed by tech's hottest private startups, with far less demand down the food chain, Rechtman sees those deals, and the conversations around secondary market demand accompanying them, as "cultural priming" for transactions down the line. "It was, for a long time, almost immoral or ugly to sell secondaries. It will take a long time for those cultural norms to change as the market norms do," he said.
Techday NZ
05-08-2025
- Business
- Techday NZ
Age as an asset: Inclusive hiring solutions for Australia's over-50 workforce
In 2025, Australians aged 50 and above make up nearly 25% of the national workforce, playing a crucial role in key sectors including healthcare, mining, professional services, and construction. However, the 2025 Australian HR Institute (AHRI) report reveals that 42% of mature workers report experiencing age discrimination during recruitment and promotion, despite their significant skills and experience. This persistent bias contributes to underemployment and limited retraining access, worsening critical skill shortages. Leading all-in-one HR platform Deel has found that providing inclusive hiring solutions can unlock significant value for businesses. An under-explored talent pool The latest Jobs and Skills Australia Occupation Shortage Report (March 2025) highlights acute labour shortages in healthcare, engineering, and construction trades; sectors where experienced workers are especially vital. The report shows that shortages in occupations requiring significant experience and advanced skills continue to increase, underlining the urgent need for inclusive hiring of older workers. Despite these barriers, the over-50 demographic offers a wealth of untapped skills and experience. Older workers bring invaluable institutional knowledge, problem-solving skills, and a sense of discipline that many younger workers lack. With Australia facing talent shortages across key industries, especially in areas like AI and digital transformation, companies that tap into this experienced workforce, and complement it with global hiring solutions can gain a competitive edge. The question is not whether professionals aged over 50 want to work, but whether companies are ready to adjust their practices to fully integrate them into their workforces. 'OK boomer' In Australia, as elsewhere, older workers face significant misconceptions in the workplace. While they are often seen as more disciplined and loyal compared to younger workers, there remains a strong preference for younger profiles - especially in tech-heavy industries, where the average age of workers tends to be much lower. This age bias is reinforced by stereotypes, such as the perception that older workers are less tech-savvy or more costly to employ, and their experience is undervalued. With the rapid acceleration of AI and automation, businesses are already grappling with reskilling their existing workforce – an effort that should extend to older employees as well. By investing in upskilling and reskilling programs, companies can bridge the digital gap and empower older workers to contribute meaningfully in evolving industries. This is an issue that needs to be addressed, particularly as Australia continues to position itself as a global hub for talent, including AI and tech professionals. Moving beyond stereotypes In the workplace of tomorrow, it is essential to foster diversity and inclusion; not just by hiring younger workers, but by fully integrating older employees. This includes redesigning job roles and career progression opportunities for the over-50 group. As companies embrace flexible work arrangements and re-employment options, the focus must shift from seeing older workers as a short-term solution to a long-term investment in a more diverse, inclusive workforce. Industry experts and policymakers are calling for a renewed focus on inclusive hiring practices and targeted upskilling programs tailored to mature workers. Investing in this demographic promises critical returns for businesses. Companies adopting inclusive policies and workplaces for older workers see up to 20% higher productivity and staff retention rates, according to AHRI findings. To remain competitive and resilient amid technological disruption and demographic shifts, Australia must fully leverage the experience and talents of its mature workforce. However, true workforce transformation requires businesses to take the lead, embedding employment strategies for older workers into their talent pipelines and leveraging tools that enable seamless workforce integration. But, to ensure that older workers remain a valuable part of the workforce, companies need to rethink their approach; not just in terms of age, but in terms of opportunity. It is not only about reducing unemployment but ensuring older workers have a chance to thrive in roles that suit their strengths. As we look to the future of work, the challenge is clear: It's not enough to merely offer older workers a seat at the table. They need to be fully integrated into the workforce, with roles that provide meaningful work, respect, and opportunities to contribute. Companies, supported by tools like Deel's comprehensive global workforce management solutions, can make this a reality – helping businesses across Australia tap into the wealth of talent that older workers offer, while supporting their journey through an increasingly digital economy.
Zawya
31-07-2025
- Business
- Zawya
5 Reasons to Consider Payroll Outsourcing
Accurate and timely payroll impacts costs, tax compliance, and employee morale. Many organisations assume that insourced payroll is inherently superior. Yet in today's dynamic business environment, this assumption can be more costly. It can burden valuable personnel, increase compliance risks, and saddle organisations with expensive, yet obsolete, software. Workplaces are becoming more complex through a wide variety of employment conditions, frequent regulation changes, and growth risks (especially when operating in multiple regions). Payroll systems don't always keep up, which is why over a third of companies are dissatisfied with their internal payroll systems ( "The importance of accurate and timely payroll is undeniable. But assuming that insourcing payroll is inherently superior misses the mark. In today's dynamic business environment, clinging to outdated internal systems is costly, diverts valuable personnel, and complicates software management," says Heinrich Swanepoel, Head of Business Development at Deel Local Payroll, powered by PaySpace. Outsourced payroll's strategic advantages Outsourcing payroll is a strategic move that adds scale and flexibility to an organisation's operations. Whether it's for five or five thousand employees, one office or multiple countries, using an experienced and technologically capable outsourced payroll provider creates crucial advantages in workforce management and adaptability. Here are five key reasons why payroll outsourcing is a game-changer: Remove Legacy System Limitations and Costs: Outdated payroll software an expose you to delays, errors, and fragmented workflows. Outsourcing with modern technology provides flexibility. Providers can efficiently handle payroll tasks regardless of onboarding surges, market expansions, or workforce adjustments. Empower Staff for Higher-Impact Work: Outsourced experts add knowledge, coupled with payroll automation, secure collaboration tools, data integration, and enhanced financial visibility. They help key personnel in payroll, HR, and finance to focus on strategic, high-value priorities. Navigate Payroll Compliance: Outsourcing specialists make it their business to know local and international tax rules, labour laws, and data regulations. They use software with built-in compliance checks, audit trails, and secure document tracking. The provider shares and even inherits the responsibility of payroll software compliance such as GDPR, POPIA, SOC 1&2, and ISO 27001. Flexible payroll management: Outsourced payroll providers use scalable and flexible software to align with organisational changes, enabling their clients to adapt without reconfiguring payroll departments with restructuring or new hires. Access Advanced Features: Keeping up with new features and aligning them with operations is expensive and disruptive. Outsourced payroll providers introduce cutting-edge technologies like cloud computing, artificial intelligence, and data analytics as part of their core business strategies. They offer seamless integration with client business systems for real-time, fully compliant payroll operations that the client controls without adding technical risks. Evaluating an outsourced payroll partner Outsourcing payroll creates huge advantages. But not all outsourced payroll providers are the same. The best candidates combine human expertise with the advantages of modern cloud-native payroll platforms. To evaluate a provider, test their payroll expertise and compliance knowledge. Security and data protection are non-negotiable, and assess their track record with other clients. Look at what software they use—the capabilities of the software and how well their people can use those features are as important as the staff's professional capabilities. Are they masters of their tools as well as their craft? Interrogate their service levels and how they extend capabilities to clients, such as self-service and ad hoc reporting. Evaluate the technology platform in terms of real-time data access, automated calculations, integration with HR and accounting tools, and compliance. "Outsourcing payroll isn't just about saving time — it's a strategic move that positions your business for growth, compliance, and agility," says Swanepoel. "With the right partner, you can reduce costs, streamline operations, and focus your energy where it matters most: on your people and your business." Distributed by APO Group on behalf of Deel Local Payroll, powered by PaySpace. For media queries please contact: Victoria Lindsay: victoria@ About Deel Local Payroll: Deel Local Payroll, powered by PaySpace ( revolutionises payroll management. It offers online, multi-country payroll and HR management for businesses from start-ups through to enterprise in over 40 African countries, the United Kingdom, the Middle East, and Brazil. Cloud-native, Deel Local Payroll, is scalable, configurable, highly secure, and easy-to-use—delivering anytime, anywhere access. It features payroll automation, self-service features, automatic legislation and feature updates, customised reporting, and more. Since 2024, Deel Local Payroll has been part of Deel, operating as an independent subsidiary, serving its customers through the PaySpace platform.
Techday NZ
11-07-2025
- Business
- Techday NZ
Deel unveils AI payroll upgrades, new pay features for NZ staff
Deel has announced the release of a range of AI-powered features across its global payroll and HR platform, aiming to streamline onboarding, payroll, HR information systems, and overall client experience for businesses worldwide, including in New Zealand. The latest update introduces over 500 platform enhancements, each designed to simplify daily operations for global teams. These updates are part of the company's ongoing effort to build what it calls a more unified platform for global workforce management. AI integration and platform upgrades Key features announced include the integration of artificial intelligence throughout the platform, providing support from talent strategy and financial operations to compliance and employee support. With these improvements, Deel stated it can now better anticipate customer needs and reduce the amount of back-and-forth experienced by HR and finance teams. "Deel is evolving into the infrastructure layer for global workforce operations," said Alex Bouaziz, Co-Founder and CEO of Deel. "This latest product drop was all about listening to customers and removing friction, whether you're planning a hire in Brazil, running compensation reviews in Berlin, or onboarding a contractor in Nairobi, Deel understands what you need next. We're building the system of record for modern teams." Payroll and payment flexibility Among the main additions are new features targeting payroll efficiency and pay flexibility. The 'Anytime Pay' feature now allows eligible employees hired via Deel's Employer of Record (EOR) service to access a portion of their earned wages before the regular payday, with these payments automatically tracked and deducted, and no fees involved. This aims to help employees better manage their finances without affecting overall payroll operations. Other finance-related updates include the availability of virtual and physical expense cards in over 130 countries, giving employees more controlled and direct access to company funds. Payroll administrators can now adjust pay cycles directly within the platform, and new visual payslips provide clearer breakdowns of each pay run for employees. AI-driven hiring and workforce planning The update extends to hiring processes, with a Visa Eligibility Tool leveraging Deel AI to quickly assess work permit pathways in more than 50 countries, potentially reducing legal processing times. Additionally, a new Global Hiring Insights feature helps customers identify suitable hiring locations based on criteria such as compliance complexity, costs, and time zone alignment. For organisational planning, the platform now supports scenario modelling to facilitate budget-based growth forecasts and hiring strategies, and a Salary Planning feature that allows for compliant, global compensation reviews managed within the system itself. Support and compliance enhancements Support services are expanded through an AI-powered Knowledge Hub, delivering immediate, country-specific HR and compliance information, as well as over 200 AI Walkthroughs - step-by-step, in-platform guides for handling complex tasks. A new Support Inbox centralises support ticket management for HR, finance, and employees. Shannon Karaka, Country Lead for Australia and New Zealand at Deel, commented on the regional context: "Australian and New Zealand businesses have the global talent pool at their fingertips." "Gone are the days that local businesses were disadvantaged by the tyranny of distance. The companies that can see the benefits of tapping into international talent pools will reap the benefits – not only in being able to attract a whole new cohort of staff, but by ensuring their workplace is at the cutting edge of innovation and efficiency." "This is exactly what we mean by 'the future of work' – but the future is available right now," Mr Karaka said. New Zealand employee attitudes towards payroll Data from a survey of 750 employees across New Zealand conducted in April 2025 sheds light on local workforce preferences relevant to Deel's latest features. More than half (54%) of respondents receiving fortnightly pay expressed a desire for more frequent payments; this proportion rises to 69% among those paid monthly. The survey found that more than 80% of respondents used some form of financial support, such as savings, loans, or pay services, between pay periods in the past year. 70% reported having used 'Earned Wage Access' services - which enable early access to earned wages - highlighting potential demand for Deel's new Anytime Pay functionality. Understanding payslips and pay deductions remains an area for improvement, with 61% of employees seeking more assistance to understand how their pay and deductions are calculated. The need for clarity is most pronounced among 25–35-year-olds, 69% of whom requested more information. While confidence in explaining pay deductions remains high in older demographics, with 98% of those over 66 feeling confident, this figure falls to 71% among those aged 18–24. Deel currently reports serving over 35,000 businesses worldwide, processing more than USD $11 billion in annual payroll, and recently achieving a USD $1 billion annual revenue run rate.
