HostPapa provides web hosting and IT services to businesses around the world.
When the company acquired Cloudblue, employees across six countries needed to transition quickly, compliantly and without disrupting the business.
The timeline was tight, the jurisdictions were complex and the handover needed to happen without friction.
GoGlobal was brought in to manage the transition.
Organization: HostPapa
Industry: Web hosting and IT services
Headquarters: Ontario, Canada
Employees: 200–300 worldwide
GoGlobal Support: Australia, Brazil, India, Malaysia, Mexico and UAE
Solutions: Employer of Record (EOR)
Key Results: 13 employees transitioned across six countries in four weeks with zero compliance incidents at closing
The challenge: A workforce transition under pressure
When Cloudblue was divested to Hostpapa, workforce continuity quickly became a critical part of the transaction.
Employees across six countries needed to transition compliantly while preserving employment protections, benefits and operational continuity.
Every jurisdiction introduced different labor laws, benefit structures and compliance obligations. Several markets, particularly Brazil, Mexico and UAE, carried heightened regulatory exposure.
At the same time, the timeline was tight. The workforce needed to be transition-ready before closing, leaving little room for delays or operational disruption.
The scope included:
- 13 employees across six countries
- Complex local labor requirements
- Benefits and compensation alignment
- Cross-border visa and work permit support
- Coordination across multiple stakeholder groups
“In acquisitions, workforce issues rarely stay isolated to HR,” explains Jacqueline Kattan, M&A Special Projects at GoGlobal. “If employment structures are not handled properly, the operational and legal risks can follow the buyer long after the deal closes.”
The goal: A seamless workforce handover
Before the acquisition closed, GoGlobal was engaged by the Seller to prepare Cloudblue’s workforce for transition.
Employment contracts, benefits and local labor obligations were reviewed country by country to ensure HostPapa could assume operations without disruption or hidden compliance exposure.
The objective was simple: create a workforce structure the buyer could step into immediately and confidently.
The solution: Structured transitions across six countries
Following a full assessment of Cloudblue’s workforce and local labor requirements, GoGlobal designed a tailored Employer of Record (EOR) solution focused on speed, seamless execution and compliance.
Employment contracts and benefit alignment
Existing contracts and benefits were reviewed across each jurisdiction.
New agreements were structured to preserve tenure, severance entitlements and country-specific labor protections, helping maintain trust throughout the acquisition.
Compensation and benefits analysis was completed more than two weeks before onboarding, giving local teams enough lead time to complete the employee transitions smoothly.
Contract structures built for acquisition continuity
GoGlobal also structured Master Service Agreements (MSAs) with delegation clauses that automatically transferred to HostPapa at closing.
This removed the need for renegotiation and allowed HostPapa to assume operations immediately after the transaction completed.
Local expertise and immigration support
Several jurisdictions required careful handling, particularly Brazil and Australia, where labor obligations were more complex.
GoGlobal’s local teams advised on transition timing, benefits enrollment and country-specific requirements while ensuring compliance throughout the process.
Immigration requirements added another layer of complexity.
One employee required relocation from Australia to Malaysia due to visa restrictions, while additional work permits and visas were secured across Malaysia and the UAE.
All transitions were completed without interrupting employment or operations.
Centralized stakeholder coordination
GoGlobal maintained daily check-ins and weekly progress reviews throughout the engagement.
This kept stakeholders aligned across multiple time zones and allowed issues to be resolved quickly without slowing the transaction.
The result: A compliant workforce ready from day one
Within four weeks, all 13 employees were successfully transitioned across six countries.
Operations continued without disruption.
HostPapa stepped into a fully operational workforce with compliant structures already in place.
Most importantly, the acquisition closed without workforce-related compliance incidents, even in heavily regulated jurisdictions.
Key outcomes
- 13 employees transitioned across six countries
- Full workforce onboarded within four weeks
- Compensation and benefits analysis completed more than two weeks before onboarding
- Zero compliance incidents at closing
- 100% employee retention through transition
- Visa applications and cross-border transfers completed without operational disruption
- Daily stakeholder coordination maintained across three organizations
The impact extended beyond onboarding, creating a smoother long-term operating structure for HostPapa’s global workforce.
GoGlobal continued supporting HostPapa after the acquisition, evolving from transition partner to ongoing EOR and workforce support provider.
Built on trust, not just execution
For HostPapa, responsiveness and hands-on support mattered just as much as technical execution.
“GoGlobal was instrumental in making our acquisition a success. What could have been an overwhelming process, transitioning 13 employees across six countries in just four weeks, was handled with remarkable speed, organization and care.” says Sashann Clarke, Director, People & Culture at HostPapa.
The relationship continued beyond the acquisition itself.
“Having a dedicated Account Manager from GoGlobal has made all the difference,” Clarke adds. “They bring the same dedication and attention to detail that guided us through our acquisition to every interaction we have today. No matter the question or the challenge, our Account Manager is always one step ahead, responsive, and genuinely invested in our success.”
That long-term support helped transform the engagement from a transaction-focused project into an ongoing operational partnership.
More than a transaction
For many companies, workforce transitions become one of the most fragile parts of an acquisition.
Compliance gaps surface late, communication breaks down and operational disruption follows.
This engagement followed a different path.
By structuring employment, compliance and immigration requirements before closing, HostPapa was able to assume operations confidently from day one.
The workforce remained stable. The transition stayed compliant. The acquisition kept moving.
“In complex acquisitions, the real work often happens behind the scenes. Our role was to make sure every employee transition was handled correctly before the pressure reached the business.”
Jacqueline Kattan, Assistant Manager, M&A Special Projects | GoGlobal
Planning a carve-out or cross-border workforce transition? Let’s talk about building the right operational structure from day one.
