A living reference for who we serve, what they struggle with, and how we measure success for them.
Company Profile
Decision Maker
Global Mobility
Has employees relocating internationally or hiring foreign nationals and needs compliant, end-to-end support.
AI & Automation
Drowning in manual, repetitive workflows — ready to automate ops, reporting, and client comms with AI tools.
Scalability
Growing faster than their systems can handle — needs operating infrastructure, SOPs, and scalable team structure.
Compliance Anxiety
Terrified of immigration violations, I-9 errors, or non-compliant relocations. One mistake could cost them a key employee or trigger an audit.
Operational Debt
Processes built for a 10-person team that now need to serve 100+. Everything is tribal knowledge, spreadsheets, and Slack threads.
Time-Starved Leadership
The CEO is still in the weeds on HR, ops, and finance. They need a trusted advisor to own these domains, not a vendor to manage.
Talent Bottlenecks
Can't hire fast enough, can't relocate efficiently, and global talent pipelines are stalled by visa delays and legal complexity.
Tool Overload, Low ROI
Paying for 10+ SaaS tools with no integration strategy. Data is siloed, reporting is manual, and nothing talks to each other.
No Visibility Into People Costs
Don't understand their true cost per hire, total relocation cost, or how HR spend maps to business outcomes.
These are the KPIs we align on with clients at kickoff and review at every milestone.
Global Mobility
Visa Approval Rate
> 95%Percentage of immigration petitions approved without RFE or denial.
Case Processing Time
≤ Baseline −20%Average days from petition filing to status resolution vs. pre-engagement.
Compliance Audit Score
100% cleanZero I-9 violations, policy gaps, or PERM errors flagged in any internal or external audit.
Employee Satisfaction (Relocation)
≥ 4.5 / 5Post-relocation survey score for process clarity and support experience.
AI & Automation
Hours Saved / Month
20–80 hrsDocumented manual work eliminated through automation workflows deployed.
Process Automation Rate
> 60%Share of target workflows fully automated vs. manual after engagement.
Error Reduction
≥ 80%Reduction in manual data entry errors, duplicate records, or missed follow-ups.
Tool Consolidation
−2 to −5 toolsNumber of redundant SaaS subscriptions eliminated after stack rationalization.
Scalability & Operations
SOP Coverage
> 80% of critical processesPercentage of key operational workflows documented and version-controlled.
Onboarding Time-to-Productivity
≤ 30 daysDays for a new hire to reach full productivity under the new operating model.
Leadership Time in Operations
−30% or moreReduction in CEO/COO hours spent on operational firefighting vs. strategic work.
Revenue per Employee
↑ YoYTracks whether operational improvements translate to business leverage over time.
Fewer than 10 employees
Engagement ROI doesn't justify investment at this stage.
No budget authority
Decision delayed indefinitely without a clear economic buyer in the room.
Looking for a one-time fix
We build lasting systems — transactional clients churn before value is realized.
Resistant to change
Automation and process improvements require organizational buy-in to succeed.
No international workforce needs
Not a fit for Global Mobility if all work is domestic with no near-term expansion plans.
Fully staffed internal ops team
Our advisory model works best when there's a clear gap in operational expertise.
Internal use only · Eisemann Consulting · Last updated June 2026