How Rovio Entertainment Entered China Faster with HROne
From market entry challenges to building a local team — using EOR to hire quickly and reduce operational complexity in China.
Industry
Gaming
Region
United States
Company Size
Enterprise
HROne Services Used
• Employer of Record (EOR)
• Market Entry Support
• HR Compliance
• Market Entry Support
• HR Compliance
THE CHALLENGE
Entering China without a local entity
When Rovio Entertainment began exploring expansion into China, the team quickly realized that entering the market was more complex than expected.
Setting up a local entity involved lengthy procedures, regulatory requirements, and significant upfront investment. At the same time, the company needed to start building a local team to support market entry, partnerships, and operations.
Without a legal entity in place, hiring employees directly was not possible — creating a gap between business needs and execution speed.
Setting up a local entity involved lengthy procedures, regulatory requirements, and significant upfront investment. At the same time, the company needed to start building a local team to support market entry, partnerships, and operations.
Without a legal entity in place, hiring employees directly was not possible — creating a gap between business needs and execution speed.
THE SOUTION
Hiring locally through EOR before entity setup
HROne provided an Employer of Record (EOR) solution that allowed Rovio to hire local employees in China without establishing a legal entity upfront.
Through HROne’s local employment framework, the company was able to quickly onboard a team to support its China market entry while ensuring full compliance with local labor regulations.
As Rovio’s business progressed, the company later established its own entity in China. Even after entity setup, HROne continued to support part of the workforce through EOR, helping optimize employment structure and reduce operational costs.
Through HROne’s local employment framework, the company was able to quickly onboard a team to support its China market entry while ensuring full compliance with local labor regulations.
As Rovio’s business progressed, the company later established its own entity in China. Even after entity setup, HROne continued to support part of the workforce through EOR, helping optimize employment structure and reduce operational costs.
THE RESULTS
Faster market entry and optimized workforce strategy
With HROne’s support, Rovio successfully bridged the gap between planning and execution in China.
The company was able to enter the market faster, build a local team early, and maintain flexibility in its hiring strategy. By continuing to use EOR alongside its entity, Rovio also improved cost efficiency and reduced administrative burden.
The company was able to enter the market faster, build a local team early, and maintain flexibility in its hiring strategy. By continuing to use EOR alongside its entity, Rovio also improved cost efficiency and reduced administrative burden.
THE KEY OUTCOMES
• Entered China market without initial entity setup
• Hired local team quickly through EOR
• Reduced time-to-market
• Optimized workforce cost after entity establishment
• Maintained full compliance in China
• Hired local team quickly through EOR
• Reduced time-to-market
• Optimized workforce cost after entity establishment
• Maintained full compliance in China
“HROne guided us through every step of entering China. Their team made the process seamless, professional, and stress-free.”
HR Manager
ROVIO
DISCLAIMER
This case study reflects a specific market entry and EOR support arrangement in China.
Entity setup, EOR use, local hiring, workforce structure, tax, licensing, and operating requirements may vary depending on the business model, location, industry, and regulatory status of the company.
Any reference to client names or brands should only be published with proper authorization and should not imply endorsement unless expressly approved.
Entity setup, EOR use, local hiring, workforce structure, tax, licensing, and operating requirements may vary depending on the business model, location, industry, and regulatory status of the company.
Any reference to client names or brands should only be published with proper authorization and should not imply endorsement unless expressly approved.
