The ones that gamble
- 60–120 days from req to start
- $140K+ committed before any proof
- Two quarters to learn if it works
- Severance and a restart if it doesn't
Projects rarely fail because they made the wrong bet. They fail because they committed before they tested. New role, new team, new market. Pilot it for 30, 60, or 90 days, employed and compliant through TCWGlobal in 180+ jurisdictions. Then build the org chart the data justifies.
No long-term contracts. No hiring overhead. No guesswork.
Nobody knows exactly who to hire right now, which roles, when, or where. And the bet doesn't stop at roles. Teams, functions, and entire market entries ride on the same guess. Enter before you commit. The next twelve months will sort companies into two kinds:
TCWGlobal makes you the second kind. Cut the hiring red tape: deploy a role in days, test it against real work, keep what works, and move on from what doesn't. That's what a strategic partner makes possible: speed on the way in, freedom on the way out. Prove the role, then own it.
The companies that survive uncertainty aren't the ones that guess right.
They're the ones that test fast.
Tell us what to validate: a role, a team, a market. Vetted talent deployed in days, employed by us. Nothing touches your headcount plan.
Run it against your real workload for 30, 60, or 90 days. Real accounts, real outcomes, real data, not interview impressions.
Hire into a proven model. Adjust the scope and redeploy. Or walk away, no penalty. Either way, you leave with the answer.
Every hire is a hypothesis. This is how you test it before you fund it.
The math
Run your own numbers. Compare the cost of discovering the bet doesn't work the traditional way, a role, a team, a market, versus finding out in a 90 day pilot. The pilot doesn't just cost less. It caps your downside. Permanent commitments keep costing until you act. A pilot ends on schedule, by design.
Permanent hire that doesn't work out
$363,000
About 6 months to know
Figures are directional and depend on role, state, and your internal capacity.
Plus: unemployment experience rate impact on your entire state workforce, workers comp mod rate exposure, and compliance tail in states you exit.
TCWGlobal pilot
$114,000
3 people × 90 days
Rates are directional and confirmed in your quote.
No salary run on. No second recruiting fee. No compliance tail in states you exit. Ends on schedule by design.
What you save if it does not work out
$249,000 less
A permanent hire that does not work out costs $363,000 before you can start over. The TCWGlobal pilot costs $114,000 and ends on schedule, with no restart required.
And if the pilot works, you convert someone already proven, with no second recruiting fee.
The hypothesis: the new region can support a real operation.
Pilot local operational capacity for 90 days before any entity, lease, or permanent hire.
Test a market entry →The hypothesis: in-language, in-timezone coverage unlocks the region's revenue.
Pilot local coverage and measure response, CSAT, and expansion against a remote-served baseline.
Test local coverage →The hypothesis: local implementation capability closes the deals your remote team can't.
Pilot in-market implementation on your active pipeline and track close and deployment rates.
Test field capacity →The hypothesis: a new product line needs dedicated ops to launch clean.
Pilot the role against the launch and measure time-to-market and adoption before you hardcode the headcount.
Test the launch →Every role is a hypothesis, which means every role can be piloted. Tell us the one you're unsure about, and we'll show you what a 30/60/90-day test of it looks like.
Test your role →Three teams on what stopped them, and what happened when they tested instead of committing.
“I built the approval process. Then I couldn't hire through it. The req sat five months while the problem it was meant to solve got worse. So we piloted the role instead and had someone working in four days. By day ninety I had performance data, and the permanent hire was the easiest conversation I've had with finance all year.”
COO
“Every plan I got back said five. Nobody could tell me why five. We piloted three for ninety days and watched the queue instead of arguing about it. Three handled it with room to spare. That's two salaries I never committed, and for once I could show the board the reasoning instead of the forecast.”
VP of Operations
“Two years ago we scaled a function on a projection and unwound it eight months later. That is not a mistake you make twice. So this time we ran two coverage models for sixty days against parallel segments. One lifted renewal rate eleven points, the other didn't move. We converted one and closed the other on schedule, with nobody's career in the middle of it.”
Chief Customer Officer
We carry the employment risk.
You keep the upside.
Employment, payroll, and compliance handled globally.
Not hiring-cycle quarters.
Printed flat. Built for CFO-level scrutiny.
One agreement, one point of contact. We carry the employment risk.
TCWGlobal runs workforce infrastructure for enterprise companies in 180+ jurisdictions. Employment, compliance, and payroll handled end to end. The pilot model isn't a product experiment; it's how our clients already de-risk headcount decisions every quarter.
Powering enterprise workforces worldwide
Every role on this page has one thing in common: AI can't do it. Workflows, yes. But trust, adoption, relationships, judgment. Those take people. They always will. The only question left is how many, in which roles, and where.
That's not a reason to guess.
It's a reason to test.
Most programs can begin within days once the role, country, pay, and engagement structure are confirmed. Timing depends on local requirements, background checks, equipment, and the worker’s availability. TCWGlobal coordinates the compliant agreement, onboarding, payroll setup, and launch plan through one point of contact.
We start by defining the role, target outcomes, working cadence, budget, location, and decision date. TCWGlobal then helps source or onboard the worker, confirms the correct engagement model, and manages contracts, timekeeping, payroll, invoicing, and worker support. At the agreed checkpoint, you review the evidence and decide whether to convert, extend, adjust, or conclude the engagement.
They are professionals matched to the skills, experience, location, and schedule your pilot requires. Vetting can include structured interviews, skills validation, employment verification, references, and compliant background screening where appropriate. You approve the finalist before the engagement begins.
Your team directs priorities, deliverables, and day-to-day collaboration. TCWGlobal manages the employment administration around the engagement, including onboarding, timekeeping, payroll, worker questions, and compliance support. Responsibilities are documented before launch so there is no ambiguity.
You can convert a proven worker to your payroll when you are ready, subject to the agreed engagement and conversion terms. We coordinate the transition, final payroll, required notices, and documentation so the worker experience remains smooth and the handoff is compliant.
No. A local entity is not required to test a role or market. TCWGlobal can employ the worker compliantly while you learn, then support a transition if you decide to establish local operations later.
The pilot becomes your evidence base. We can help you convert successful workers, expand the contingent team, or maintain employment support while you establish an entity and local operations. The transition plan can be staged so growth continues without creating a gap in payroll, compliance, or worker support.
People on a pilot are employees with clear terms, compliant pay and benefits where required, a real point of contact, and a defined path forward. The pilot tests the role and operating model; it does not treat the person as disposable. If the model works, you can hire the worker directly under the agreed conversion terms. If it does not, the engagement ends with the proper notice and support.
Tell us the role you want to validate. We'll show you what a 30/60/90-day pilot looks like: timeline, structure, and the number.