How G2 scales HR with best-in-class tools

Building a modern HR tech stack is a balancing act. 

Most growing companies want the best tools on the market: a top-tier ATS, a flexible HRIS, smart analytics, seamless performance management. But as teams expand globally, even the strongest systems start to strain. Regulations vary. Employee expectations shift. Onboarding, payroll, and benefits get tangled across borders.

That’s the challenge G2, the software marketplace leader, is solving every day. We sat down with Jen Turner, G2’s Senior Director of Global People Operations, to learn how their people team manages a best-in-class HR stack, embraces AI, and partners with Remote to stay locally compliant at global scale.

Why G2 takes a best-in-class approach

"Our philosophy is to go best-in-class," Jen explains. "We prioritize selecting the best performing products across our requirements like HRIS, payroll, reporting, talent acquisition, performance management, and benefits."

Rather than a single vendor for everything, G2 tailors its HR tech ecosystem around specific needs. That flexibility lets them move faster and adapt quickly, while hiring and managing employees across the US, UK, India, Singapore, and beyond.

Innovation isn’t optional: AI and automation in focus

For G2, innovation isn't a buzzword, it’s a mandate. Their people team is actively exploring how to integrate AI into everyday workflows, starting with analytics and reporting.

"We’re beginning to think about what we can automate, what LLMs we can build," says Jen. "It’s early stages, but we’re being intentional about how we experiment and adopt AI."

Automation is particularly valuable where G2 can replace manual, time-consuming processes with repeatable, scalable workflows. That approach supports a key goal: enabling growth without sacrificing efficiency.

Scaling globally means thinking differently

With around 600 employees in multiple countries, G2 needs more than great tech. They consider how to make improvements to every stage of the journey, and that includes making their processes scalable, repeatable, and globally consistent.

"We’ve recently overhauled our global onboarding process," Jen shares. "We saw an opportunity to standardize and elevate the experience. Every new hire now starts their journey in the same way, regardless of location."

This transformation was both thoughtful and fast-paced. G2 recognized onboarding as a friction point and moved quickly to create a more unified experience, critical when teams are distributed globally.

Jen adds, "When we think about scale, it’s about ensuring our internal customers and our employees get a world-class experience." That starts with onboarding, but extends across the full employee journey.

G2 sees the employee lifecycle, from recruitment to onboarding to engagement, as a continuous journey. And they know each touchpoint shapes how employees contribute and grow. By treating these as interconnected moments, they’re designing systems that can support growth at scale, without compromising on experience or compliance.

Cross-functional collaboration powers better decisions

Choosing the right tools and partners isn’t just an HR job at G2, it’s a shared responsibility.

"We're highly collaborative. We work with finance, legal, accounting, marketing, and business leaders when evaluating tools or making decisions," Jen says. "That alignment helps us tie every choice back to the business strategy."

The decision-making process is guided by project plans, clear timelines, and feedback loops across teams. Whether working asynchronously or in person, G2’s culture supports fast, informed decisions, and welcomes diverse input.

Measuring ROI means focusing on impact, not just features

For G2, the return on their HR tech investments isn’t measured in dashboards or bells and whistles. It’s measured in outcomes.

"We ask: how is this helping us become more efficient, more scalable?" Jen notes. "Our internal subject matter experts and external partners both play a role in delivering that value."

That’s where Remote enters the picture.

Why local expertise is essential, and how Remote supports it

G2 employs team members in Canada, Spain, and the UAE. But their expectations go beyond payroll and onboarding. What they value most? Localized subject matter expertise.

"Things change fast: regulations, benefits, compliance rules," says Jen. "We need partners who help us stay informed, guide us through changes, and proactively flag what we might not see coming."

Remote’s tools like Ask an Expert and Compliance Watchtower give companies like G2 real-time insights into country-specific employment laws. That helps their people team support employees with timely, accurate, and locally relevant information.

"Our employees are our customers," Jen explains. "We want to make sure they have the support to deliver their best work. That requires expertise we can trust."

Lessons for other global HR teams

G2’s approach offers valuable guidance for any company scaling HR operations globally:

• Build flexibility into your stack: Choose tools that excel in their category and integrate well with others.
• Think globally, act locally: A consistent global experience matters, but local nuances can’t be ignored.
• Automate where it counts: Start with analytics and manual workflows that drain time.
• Invest in expertise, not just software: Internal and external specialists make or break your ability to scale.
• Involve the right stakeholders early: Cross-functional input ensures alignment and better outcomes.

The bottom line

As G2 continues to grow, its HR team remains focused on impact. With a best-in-class tech stack, a culture of collaboration, and partners like Remote offering local expertise at scale, they’re building an HR engine fit for a global future.

If your organization is navigating the same challenges, global hiring, tool sprawl, or scaling team abroad, Remote can help.

Book a demo to see how Remote supports companies like G2 with global employment, compliance guidance, and local expertise that powers better employee experiences.