Adrian Kinnersley is a founder and expansion expert at In2America, helping international companies establish and grow their U.S. presence with confidence. Drawing from firsthand experience, he understands the real-world challenges of hiring, compliance, and scaling across states. Through In2America’s purpose-built PEO and EOR model, Adrian and his team handle payroll, taxes, benefits, HR, and insurance, allowing overseas-based businesses to focus fully on growth while their U.S. operations run smoothly from day one.
When pitching to investors, founders often focus on the shiny parts of their business i.e. the product, the market, the team. And that’s fair: those are critical.
But here’s a secret that experienced venture capitalists won’t always say out loud: they notice the messy back office too.
If you’re building a startup, your HR, compliance, and operational infrastructure may feel like a distraction. But for investors, it’s a signal of maturity, professionalism, and your ability to execute.
At In2America, we’ve seen it time and again: companies that take HR and compliance seriously from day one not only avoid costly mistakes but also impress investors and improve their odds of raising capital.
Here’s why and how you can do it too.
Investors are putting their money into a business that they hope will grow and exit successfully. But nothing kills growth like a legal mess.
Investors know that your team - not just your tech - is what drives success.
If you have poor policies, inconsistent benefits, or sloppy HR practices, your best employees will leave. Worse, you’ll struggle to hire in the first place.
Conversely, a clear and competitive Employee Value Proposition (EVP) signals to investors that you can attract and keep the top talent your business needs.
VCs invest in scalability. They want to see that your business can grow quickly without breaking down.
If your payroll, contracts, policies, and compliance are already buttoned up, it’s easier to double or triple headcount overnight and that’s exactly what investors want to see.
Misclassifying employees as independent contractors is one of the most common and costly mistakes.
In the US, healthcare isn’t optional, it’s an expected part of your EVP.
Every US state has its own labor laws, taxes, and employment requirements.
Here’s what it signals to potential backers when you’ve handled HR & compliance from day one:
We’ve heard from investors that they feel much more comfortable when founders show they’re already thinking beyond just product and sales because it means they’re building something sustainable.
For many early-stage founders, managing all of this in-house is overwhelming and distracts from the real mission: building the business.
That’s where a PEO (Professional Employer Organization) comes in.
At In2America, we specialize in helping VC-backed startups and international founders enter and scale in the US market with full compliance and competitive EVPs so you can impress investors and focus on growth.
By avoiding these traps, you’re already ahead of the pack - and investors will notice.
For founders, HR & compliance can feel like just another box to check — but to investors, it’s proof that you’re serious, capable, and ready to scale.
By getting it right from day one, you’ll not only avoid expensive problems but also earn the trust and confidence of the people writing the checks.
Good news is you don't have to do this by yourself. Reach out to In2America for support and we'll be happy to help.
Visit In2America’s website to discover how their team helps international businesses hire, stay compliant, and scale confidently in the United States, without getting buried in payroll, taxes, or HR complexity.
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