Overview

Comscore, a global leader in audience measurement and analytics, faced a challenge familiar to many scaling enterprises: how to expand engineering capacity rapidly and cost-efficiently without compromising on quality, compliance, or culture.

In response, Comscore partnered with Correct Context, a Poland-based IT hiring and Employer of Record (EoR) agency specializing in nearshore team expansion. Over the span of two years, Correct Context successfully hired over 140 engineers and IT specialists, helping Comscore scale operations, reduce costs, and improve time-to-productivity across teams.

Founded in 1999, Comscore is a publicly traded (NASDAQ: SCOR) analytics firm that measures audiences, advertising, and consumer behavior across platforms. It works with major media companies, advertisers, and brands worldwide.

With data sourced from digital, television, and film platforms, Comscore processes billions of data points to provide real-time audience insights. Its global footprint and high standards for data integrity and technology infrastructure demand a high-caliber engineering workforce.

Comscore needed to scale its tech teams quickly—but talent shortages, cost pressures, and legal complexity in international hiring created several hurdles:

1. Talent Bottlenecks in the U.S.

Finding senior backend, frontend, DevOps, and data engineers in key U.S. markets had become slow and expensive. Most candidates were either over budget or lacked the scale-up mentality needed for Comscore’s agile product teams.

2. Budget Constraints

With increasing pressure from investors to optimize costs, Comscore needed a solution that could significantly reduce hiring expenses—without sacrificing engineering quality or performance.

3. Compliance & Global Employment Risks

Hiring internationally posed logistical and legal challenges. Comscore did not have a legal entity in Poland or the infrastructure to manage contracts, taxes, or payroll for global workers.

4. Lack of In-House Local Expertise

Without local HR and recruitment teams in Poland, Comscore was at risk of mis-hires, long hiring cycles, and poor onboarding experiences that could impact productivity and retention.

Comscore engaged Correct Context as its strategic IT hiring and Employer of Record (EoR) partner in Poland. The collaboration was designed to solve Comscore’s international scaling challenges with a single, end-to-end solution.

Here’s how it worked:

1. Strategic Hiring Plan & Role Scoping

• Correct Context began with detailed role discovery sessions with Comscore’s product, engineering, and HR leads.
• Mapped out 140+ roles across backend (Java, Python), frontend (React, Angular), QA, DevOps, cloud engineering, data engineering, and BI.
• Defined hiring priorities by urgency, team structure, and required seniority.
• Established clear KPIs: time-to-hire (under 4 weeks), pass rate after probation (over 90%), and retention (>12 months).

2. Full-Cycle Recruitment & Candidate Vetting

• Correct Context handled the entire hiring pipeline:
• Created tailored job descriptions and employer branding campaigns localized for the Polish market.
• Tapped into their internal database of 50,000+ verified IT professionals across Poland.
• Ran technical screenings and soft skill assessments to ensure English fluency, remote-readiness, and cultural fit with Comscore’s U.S.-based teams.
• Delivered 6–10 qualified candidates per role in under 14 days.

💡 Highlight:

98.6% of all Comscore hires passed probation and remained with the company for over 12 months.

3. Employer of Record (EoR) & Legal Compliance

Correct Context enabled Comscore to hire at scale without opening a Polish legal entity. As the EoR, they managed:

• Legally binding employment contracts (PL & EN)
• Payroll, taxes, and benefits
• Health insurance, paid leave, and sick leave compliance
• GDPR and labor law compliance audits

This setup ensured zero risk for Comscore and full adherence to local labor regulations.

4. Operational Setup & Day-One Readiness

Hiring people is one thing—getting them operational is another.

Correct Context provided:

• Office setup for hybrid and on-site teams in Wrocław
• HR onboarding, including laptops, NDAs, and policy orientation
• Payroll integration with Comscore’s finance systems
• Ongoing HR support (performance tracking, conflict resolution, employee surveys)

This meant every hire was ready to work from Day One.

5. Embedded Partnership Model

Correct Context operated as an extension of Comscore’s internal talent team, joining weekly syncs, forecasting hiring roadmaps, and adapting sourcing strategies in real time.

• Joint weekly pipeline reviews
• Interview feedback loops
• Scalable recruitment support that flexed based on hiring cycles

The value Correct Context delivered extended beyond headcount:

Global Engineering Agility

Comscore was able to operate a “follow-the-sun” engineering model, with overlapping hours between Poland and both U.S. East and West Coast teams.

Product Velocity

With Poland-based engineers contributing to sprints, product delivery cycles improved by 15–20%.

Brand Perception in Poland

Correct Context supported employer branding efforts, positioning Comscore as a top employer in Poland through curated job boards, social campaigns, and candidate nurturing.

Correct Context helped Comscore unlock one of the most powerful global talent markets in Europe—without building new infrastructure, managing legal risk, or sacrificing engineering standards.

By hiring 140+ top-tier professionals, Comscore saved over $10M annually while gaining a competitive edge in product delivery speed, team scalability, and global resilience.

This case study is not just about hiring—it’s about building global capabilities that last.