Fronted
Global Talent OS for cross-border hiring, onboarding, payroll, compliance, and offboarding.
Website: https://jobs.fronted.com/
Cover Block
PUBLIC Fronted sits in a category where language often runs ahead of evidence, so the cleanest starting point is the small set of company identifiers that appear consistently across public records. Public materials and secondary databases describe a Norway-based startup focused on cross-border hiring and employment workflows, with a pre-seed financing event reported in late 2025 [Crunchbase, retrieved 2024] [BeBeez International, December 2025].
| Field | Value |
|---|---|
| Name | Fronted |
| Tagline | Global Talent OS for cross-border hiring, onboarding, payroll, compliance, and offboarding |
| Headquarters | Oslo, Norway |
| Founded | 2023 |
| Stage | Pre-Seed |
| Business Model | SaaS |
| Industry | HR / Future of Work |
| Technology | AI / Machine Learning |
| Geography | Global / Remote-First |
| Growth Profile | Venture Scale |
| Founding Team | Co-Founders (2) |
| Funding Label | Pre-seed |
| Total Disclosed Funding | ~$1,000,000 |
Links
Publicly reported
- Website: https://fronted.com/
- LinkedIn: https://no.linkedin.com/company/frontedhr
- Jobs: https://jobs.fronted.com/
Summary and Signal
PUBLIC Fronted is building a software and services layer for cross-border hiring, payroll, compliance, and offboarding, and it merits investor attention because the company is trying to compress a fragmented employer workflow into a single system at a time when remote and distributed hiring remains structurally relevant for European startups and scale-ups [ArcticStartup] [Tech.eu, October 2026] [The Hub | Fronted AS, retrieved 2026]. Public evidence points to a 2023 founding in Oslo, with the company positioning itself as a "Global Talent OS" for companies hiring internationally, first with a practical bias toward smaller Nordic employers that need a handful of international employees rather than a full global HR stack [Crunchbase, retrieved 2024] [jobs.fronted.com, retrieved 2024] [Ben Lucas - Quanta | LinkedIn, retrieved 2026].
The product thesis is straightforward: instead of asking customers to stitch together recruiting, onboarding, payroll, compliance, and offboarding across multiple vendors, Fronted says it is building one workflow that can also support employer-of-record services and local entity management across 40-plus countries [ArcticStartup] [Fronted Employer of Record | Hire Employees Worldwide, retrieved 2026] [Hire in 40+ Countries | Employer of Record Coverage | Fronted, retrieved 2026]. That positioning is not unique in a global employment market already populated by larger incumbents, but the available reporting suggests Fronted is differentiating through market focus, especially smaller Norwegian companies that may be underserved by broader enterprise-oriented platforms [Ben Lucas - Quanta | LinkedIn, retrieved 2026] [Tech.eu, October 2026].
The team is one of the more credible parts of the story from the limited public record. Marius Blaker H0gevold is identified publicly as Fronted's CEO and founder, while Hans Kjellby is listed as a co-founder; Kjellby's association with SafetyWing is relevant because that company scaled a distributed workforce and operated in adjacent cross-border employment infrastructure [Acast, retrieved 2026] [fronted.com/our-story, retrieved 2026] [Where is SafetyWing Located? HQ, Global Offices & Company Insights, April 2025] [Fronted | How We Built a Better Way to Hire Globally, retrieved 2026].
On financing, Fronted reportedly raised a $1 million pre-seed round in December 2025 from Antler and Sondo Capital, which is modest by category standards but consistent with an early team still proving distribution and product scope [BeBeez International, December 2025].
The next 12 to 18 months likely hinge less on category awareness and more on execution detail: whether Fronted can convert its broad product promise into repeatable customer acquisition, show proof that smaller Nordic employers form a durable wedge, and translate current hiring activity into operating scale without losing focus [jobs.fronted.com, retrieved 2024] [BeBeez International, December 2025]. The public job board, which spans payroll, finance, recruiting, partnerships, and engineering roles, suggests the company is still building both the product and the operational backbone required for a cross-border employment platform [jobs.fronted.com, retrieved 2024].
One source, partially checked -- Relies on one independent funding report, partial corroboration from Crunchbase and LinkedIn, and several company-controlled product descriptions.
Taxonomy Snapshot
| Axis | Value |
|---|---|
| Stage | Pre-Seed |
| Business Model | SaaS |
| Industry / Vertical | HR / Future of Work |
| Technology Type | AI / Machine Learning |
| Geography | Global / Remote-First |
| Growth Profile | Venture Scale |
| Founding Team | Co-Founders (2) |
| Funding | Pre-seed, total disclosed about $1,000,000 |
Company Overview
PUBLIC
This company is easiest to understand through the workflow it is trying to collapse. Fronted presents itself as a Norway-based platform for cross-border hiring and employment, with company materials describing a "Global Talent OS" that brings recruitment, onboarding, payroll, compliance, and offboarding into one system [Crunchbase, retrieved 2024] [Fronted, retrieved 2026]. Crunchbase lists Fronted as headquartered in Oslo and founded in 2023, which places it among a recent cohort of Nordic startups building software around distributed work and international employment administration [Crunchbase, retrieved 2024].
The public record on legal structure is thin, but the operating footprint is clearer. Fronted's own materials state that it offers employer-of-record services and manages payroll, compliance, and contracts for global employees, while also indicating coverage across 40-plus countries [Fronted, retrieved 2026] [Fronted, retrieved 2026]. That framing matters because it suggests Fronted is positioning itself as more than a recruiting marketplace, even if the exact product boundaries still rely heavily on company-described sources.
The milestone sequence is short but legible from public materials. Crunchbase dates the company to 2023, and the careers site captured in 2024 already showed an active hiring motion across payroll, finance, engineering, recruiting, and partnerships, which is consistent with an early build-out of both product and service operations [Crunchbase, retrieved 2024] [Fronted, retrieved 2024]. By 2026, Fronted's website and related public profiles were describing a broader cross-border employment platform and employer-of-record coverage, indicating an outward expansion from the initial hiring narrative toward fuller workforce administration [Fronted, retrieved 2026] [The Hub, retrieved 2026].
One source, partially checked -- Core facts on founding year and headquarters are supported by Crunchbase, while product scope and milestone interpretation rely primarily on company-controlled public materials.
The Product and the Stack
MIXED Fronted is positioning the product as a single system for cross-border employment administration, and the public evidence is reasonably consistent on that point even if the exact product boundaries are still lightly documented. Company materials describe Fronted as a "Global Talent OS" for companies hiring across borders, while third-party coverage says the platform is being built to combine recruitment, onboarding, payroll, compliance, and offboarding into one workflow [jobs.fronted.com, retrieved 2024] [ArcticStartup, retrieved 2024]. Tech.eu later described the product more broadly as a platform meant to simplify the administrative and operational work of cross-border expansion [Tech.eu, October 2026].
The most concrete functional claims point to an employer-of-record and global employment layer rather than a pure recruiting marketplace. Fronted's public materials say it offers employer-of-record services, manages payroll, compliance, and contracts for global employees, and supports hiring in 40+ countries for either EOR or local entity management [Fronted Employer of Record | Hire Employees Worldwide, retrieved 2026] [Hire in 40+ Countries | Employer of Record Coverage | Fronted, retrieved 2026]. The company also says it supports both remote-only and hybrid roles, with role scoping tied to local employment terms and requirements [Global Hiring FAQs | International Hiring | Fronted, retrieved 2026].
The technology layer is described publicly as AI-driven, but the available reporting does not verify what the model actually does inside the workflow or where automation starts and stops. Bebeez and later coverage both refer to an AI-driven global-employment platform, which supports the basic claim that machine learning is part of the product narrative, but there is no verified public demo or technical documentation establishing architecture, integrations, or model-specific features [BeBeez International, December 2025] [Tech.eu, October 2026]. The hiring footprint, which includes engineering, QA, payroll, finance, recruiting, and partnerships roles, is directionally consistent with a software platform that is still building both product and operational coverage across markets [jobs.fronted.com, retrieved 2024].
One source, partially checked -- Product scope is partially corroborated by company materials, ArcticStartup, BeBeez International, and Tech.eu, but several functional details remain company-described rather than independently verified.
The Market They Are Entering
PUBLIC Cross-border employment software matters now because companies are still hiring internationally, but the compliance burden has become harder to absorb with point tools and manual processes as remote work matures from an exception into operating practice [Tech.eu, October 2026] [Crunchbase, retrieved 2024].
The evidence base for Fronted's addressable market is thinner than ideal, so any sizing here has to stay conservative. No cited third-party market report in the supplied materials gives a direct TAM, SAM, or SOM for Fronted's segment. What is visible is the problem definition itself: Fronted is described as building a system that combines recruitment, onboarding, payroll, compliance, and offboarding for cross-border teams [ArcticStartup, retrieved 2024], and later as a platform to simplify administrative and operational work tied to international expansion [Tech.eu, October 2026]. That places the company at the intersection of employer of record, global payroll, HR software, and recruiting infrastructure rather than in a single clean category.
A useful way to read the market is through buyer friction rather than top-down spend. Fronted's own positioning, supported in part by independent coverage, centers on smaller companies trying to employ a limited number of international workers without building local entities or stitching together multiple vendors [Tech.eu, October 2026] [Ben Lucas - Quanta | LinkedIn, retrieved 2026]. That suggests the practical near-term market is not all global HR software, but the narrower slice of startups, scale-ups, and internationally ambitious SMBs that need compliant employment rails early in their expansion cycle [jobs.fronted.com, retrieved 2024] [Tech.eu, October 2026].
The demand drivers in the record are straightforward. Fronted's job board and hiring materials frame cross-border hiring as mainstream across startups, scale-ups, and established companies [jobs.fronted.com, retrieved 2024] [fronted.com/job-seekers, retrieved 2024]. The product surface described across sources, including payroll, compliance, contracts, onboarding, and offboarding, maps to work that becomes more complex as companies hire beyond one home jurisdiction [ArcticStartup, retrieved 2024] [Fronted Employer of Record | Hire Employees Worldwide, retrieved 2026] [Hire in 40+ Countries | Employer of Record Coverage | Fronted, retrieved 2026]. The tailwind is less about a single regulation change and more about sustained operating complexity: once remote hiring is accepted, the limiting factor shifts from sourcing talent to employing that talent legally and repeatably.
Adjacent and substitute markets are material because buyers rarely purchase this stack as a blank slate. A company can solve the same problem through local entities, outsourced payroll firms, recruiters, contractor management platforms, or larger employer-of-record providers, depending on headcount mix and geography [Tech.eu, October 2026] [Fronted Employer of Record | Hire Employees Worldwide, retrieved 2026]. That cuts both ways. It widens the pool of potential budget sources, but it also means Fronted is selling into a crowded workflow where incumbents may already own payroll, recruiting, or HRIS spend.
Regulatory exposure is the core macro factor. Fronted's cited product scope repeatedly emphasizes compliance and country-specific employment administration, including coverage across more than 40 countries for employer-of-record or local-entity management [Hire in 40+ Countries | Employer of Record Coverage | Fronted, retrieved 2026]. That means the category benefits when companies globalize, but it also inherits country-by-country labor, tax, and payroll complexity as a permanent product requirement rather than a one-time setup task [Global Hiring FAQs | International Hiring | Fronted, retrieved 2026]. In practical terms, this is a market where software demand rises with distributed hiring, while execution risk rises with every new jurisdiction served.
| Market lens | What the sources support | Relevance to Fronted |
|---|---|---|
| Cross-border employment workflows | Fronted is described as integrating recruitment, onboarding, payroll, compliance, and offboarding into one workflow [ArcticStartup, retrieved 2024] | Supports a broad workflow market rather than a single-feature tool |
| International expansion operations | Tech.eu describes the company as simplifying administrative and operational processes for cross-border business expansion [Tech.eu, October 2026] | Suggests adjacent budget may come from expansion and finance teams, not only HR |
| Employer of Record and payroll administration | Fronted says it offers EOR services and manages payroll, compliance, and contracts across 40+ countries [Fronted Employer of Record | Hire Employees Worldwide, retrieved 2026] [Hire in 40+ Countries |
| Remote talent access | Crunchbase describes a focus on helping organizations scale through global software talent access [Crunchbase, retrieved 2024] | Indicates recruiting and talent marketplace adjacency |
The table points to a category that is broad in workflow coverage but narrow in operational credibility requirements. Fronted may have multiple budget entry points, yet each one depends on proving trust in compliance, payroll accuracy, and employer setup, which usually slows adoption compared with lighter-weight HR software.
One source, partially checked -- This section relies on one independent news source, one database profile, and multiple company-controlled pages; no third-party market sizing report was available in the supplied research.
The Competitive Field
MIXED Fronted appears to sit at the intersection of global employment infrastructure and developer-oriented talent access, but the public evidence points to a narrower early wedge than the broad "Global Talent OS" label suggests: smaller companies, especially Norwegian employers, hiring internationally without building a full internal compliance stack [Ben Lucas - Quanta | LinkedIn, retrieved 2026] [Fronted Employer of Record | Hire Employees Worldwide, retrieved 2026] [Hire in 40+ Countries | Employer of Record Coverage | Fronted, retrieved 2026].
| Company | Positioning | Stage / Funding | Notable Differentiator | Source |
|---|---|---|---|---|
| Fronted | Cross-border hiring, onboarding, payroll, compliance, and offboarding platform for global teams | Pre-seed, $1.0M disclosed in December 2025 | Reported focus on smaller Norwegian companies with a few international employees, plus EOR coverage across 40+ countries | [BeBeez International, December 2025] [Ben Lucas - Quanta |
| Scrimba | Online coding learning platform | Stage / funding not established in the supplied research | Skills training substitute for employers sourcing developers, but not an employment infrastructure tool | [Crunchbase, retrieved 2024] |
| Codédex | Coding education platform | Stage / funding not established in the supplied research | Entry-level developer learning pathway, relevant as a talent-pipeline substitute rather than EOR competition | [Crunchbase, retrieved 2024] |
| CodeCrafters | Technical upskilling platform for engineers | Stage / funding not established in the supplied research | Assessment-oriented developer training, potentially adjacent in technical screening and talent development | [Crunchbase, retrieved 2024] |
| Pluralsight | Enterprise technology skills platform | Stage / funding not established in the supplied research | Large installed base in technical learning, relevant when buyers solve talent gaps through upskilling instead of cross-border hiring | [Crunchbase, retrieved 2024] |
| LinkedIn Learning | Professional learning platform tied to LinkedIn distribution | Stage / funding not established in the supplied research | Native distribution through LinkedIn's network, which can influence both candidate discovery and internal training choices | [Crunchbase, retrieved 2024] |
The table itself shows the first complication in assessing Fronted: the supplied competitor set is mixed across very different product categories. Angular, Vue, Svelte, Preact, SolidJS, and Ember are front-end frameworks, not direct buyerside alternatives to a cross-border employment platform, so they do not belong in a serious operating comparison for this company. The more relevant public comparison available from the provided evidence is between Fronted and adjacent ways employers meet engineering hiring needs, either by sourcing talent globally through an EOR-style workflow or by reducing external hiring through developer education and upskilling products such as Pluralsight or LinkedIn Learning [Fronted Employer of Record | Hire Employees Worldwide, retrieved 2026] [Hire in 40+ Countries | Employer of Record Coverage | Fronted, retrieved 2026] [Crunchbase, retrieved 2024].
That leaves a three-part map. Incumbents, based on Fronted's own positioning, are the large global payroll and EOR providers it is reported to differentiate against by serving smaller Norwegian companies with only a few international employees [Ben Lucas - Quanta | LinkedIn, retrieved 2026]. Challengers include Fronted itself and any early-stage vendor trying to combine recruiting, onboarding, payroll, and compliance into a single cross-border workflow [ArcticStartup, retrieved 2024] [Tech.eu, October 2026]. Adjacent substitutes are not EOR products at all, but channels that help employers avoid the same pain indirectly, including talent marketplaces, recruiter-led hiring support, and internal upskilling through platforms such as Scrimba, Codédex, CodeCrafters, Pluralsight, and LinkedIn Learning [fronted.com/job-seekers, retrieved 2024] [Crunchbase, retrieved 2024].
Fronted's edge today looks less like scale and more like fit. Public materials indicate it supports EOR hiring, payroll, contracts, and compliance across 40+ countries, while also presenting itself as a more human and operationally integrated option for internationally hiring companies [Fronted Employer of Record | Hire Employees Worldwide, retrieved 2026] [Hire in 40+ Countries | Employer of Record Coverage | Fronted, retrieved 2026] [fronted.com/job-seekers, retrieved 2024]. If the Quanta-linked description is accurate, the most defensible near-term wedge is local distribution into Norwegian employers that are too small for heavyweight enterprise vendors but too exposed to run global employment manually [Ben Lucas - Quanta | LinkedIn, retrieved 2026]. That edge can matter, but it is perishable unless Fronted turns it into country-specific operational data, embedded partner channels, or measurable service quality that a larger provider cannot easily copy.
The exposure is straightforward. LinkedIn Learning and Pluralsight are not direct EOR competitors, but they sit inside larger buyer workflows and benefit from established brand, existing enterprise relationships, and a clear budget line for capability-building [Crunchbase, retrieved 2024]. More importantly, the public record here does not establish that Fronted owns a proprietary channel to employers or candidates beyond its own site and job board, nor does it show named customer traction, which means better-capitalized global employment platforms could compete on breadth while learning products and recruiters compete on hiring alternatives [jobs.fronted.com, retrieved 2024] [BeBeez International, December 2025]. Fronted may also find it hard to enter segments where buyers want multi-country procurement, compliance depth, and referenceable deployments at larger scale, because none of that is yet visible in the supplied public evidence [BeBeez International, December 2025].
Over the next 18 months, the most plausible competitive outcome is not category dominance but wedge validation. Fronted is the likely winner if smaller Nordic employers keep choosing a specialized operator for first cross-border hires and if the company can convert that motion into repeatable payroll and compliance revenue across its reported 40+ country footprint [Hire in 40+ Countries | Employer of Record Coverage | Fronted, retrieved 2026] [BeBeez International, December 2025]. The likely loser if hiring demand softens or buyers consolidate vendors is the broad learning-platform substitute path represented by standalone coding education players such as Codédex or Scrimba, because training spend is easier to defer when the immediate need is compliant hiring execution rather than skills development [Crunchbase, retrieved 2024]. The opposite scenario is also possible: Pluralsight or LinkedIn Learning benefit if employers choose to upskill internal teams instead of adding cross-border headcount, which would leave early employment-infrastructure challengers like Fronted competing for a smaller pool of urgent hires [Crunchbase, retrieved 2024].
Thinly sourced -- Core positioning relies on a mix of company materials, one independent funding report, and a supplied competitor list that includes several adjacent substitutes rather than verified direct rivals.
Opportunity
PUBLIC
The prize here is straightforward: if Fronted becomes the system smaller and mid-sized European companies trust to hire, employ, and manage people across borders, it can own a recurring infrastructure layer in a category that tends to reward operational depth and long customer lifetimes [ArcticStartup] [Tech.eu, October 2026].
The headline opportunity is not that Fronted becomes another recruiting tool. It is that it becomes the default operating stack for cross-border employment among companies that find the largest global payroll and employer-of-record platforms too broad, too expensive, or too enterprise-oriented for teams with only a handful of international employees [Ben Lucas - Quanta | LinkedIn] [Tech.eu, October 2026]. That outcome is still early, but it is reachable on the evidence available: Fronted is described across multiple public sources as integrating recruitment, onboarding, payroll, compliance, and offboarding into one workflow, and later public materials explicitly add employer-of-record coverage across 40-plus countries [ArcticStartup] [Tech.eu, October 2026] [Fronted Employer of Record | Hire Employees Worldwide] [Hire in 40+ Countries | Employer of Record Coverage | Fronted]. In practical terms, that means the company is not pitching a point solution. It is trying to sit at the control point where talent acquisition, legal employment, payroll administration, and ongoing workforce management meet.
That matters because the category tends to compound around trust and process density. Once an employer runs contracts, payroll, local compliance, and role scoping through one vendor, switching is not impossible, but it is operationally inconvenient and legally sensitive [Global Hiring FAQs | International Hiring | Fronted] [Fronted Employer of Record | Hire Employees Worldwide]. Fronted's visible hiring across payroll, finance, engineering, recruiting, and partnerships also suggests it is building both software and service capacity at the same time, which is often necessary in cross-border employment before pure software margins fully emerge [jobs.fronted.com, retrieved 2024].
| Scenario | What happens | Catalyst | Why it's plausible |
|---|---|---|---|
| Nordic SMB control point | Fronted becomes the preferred cross-border hiring and employment platform for Norwegian and broader Nordic startups and SMBs employing small distributed teams | Continued product expansion from recruiting into payroll, compliance, and EOR, paired with a positioning advantage around smaller employers underserved by larger incumbents [ArcticStartup] [Ben Lucas - Quanta | LinkedIn] |
| EOR plus workflow expansion | Fronted uses employer-of-record services as the entry product, then expands into broader global workforce management and recurring software revenue | Wider country coverage and adoption of a single workflow for onboarding, payroll, compliance, and offboarding [Fronted Employer of Record | Hire Employees Worldwide] [Hire in 40+ Countries |
| AI-assisted global hiring platform | Fronted pairs employment infrastructure with matching, hiring, and workflow automation, creating a more differentiated platform than payroll-only peers | Product launches that connect candidate sourcing and employer compliance in one stack, supported by the AI-driven platform narrative in coverage [jobs.fronted.com, retrieved 2024] [BeBeez International, December 2025] | Fronted already presents itself as serving both employers and candidates, and funding coverage describes the product as AI-driven, which makes a dual-sided hiring plus employment workflow a plausible expansion path [fronted.com/job-seekers, retrieved 2024] [BeBeez International, December 2025] |
The scenarios point to a common compounding pattern. One customer relationship can begin with a single international hire, then widen into payroll administration, local compliance, benefits handling, role scoping for new geographies, and eventually repeat hiring in additional countries [Global Hiring FAQs | International Hiring | Fronted] [Fronted Employer of Record | Hire Employees Worldwide]. Each added workflow increases process familiarity and raises the cost of replacement, while each new country corridor can improve the internal playbook for the next customer with similar needs. The visible hiring plan supports that reading: Fronted has posted roles in payroll, finance, engineering, recruiting, and partnerships, which is consistent with building the operational spine required for a service-led software business to standardize over time [jobs.fronted.com, retrieved 2024].
The size of the win is best framed through category precedent rather than current scale, because confirmed public metrics for Fronted remain sparse. SafetyWing is relevant as a talent and category adjacency signal given Hans Kjellby's public association with that company, but not a valuation benchmark from the evidence provided [SafetyWing - 2026 Company Profile, Team, Funding & Competitors - Tracxn] [About | Building Remotely]. A more defensible public marker is simply that cross-border employment has produced venture-backed platforms large enough to attract sustained institutional capital, and Tech.eu's 2026 coverage indicates Fronted itself later raised €1.7 million to continue simplifying global hiring and business expansion [Tech.eu, October 2026]. If the Nordic SMB control-point or EOR-plus-workflow scenarios play out, the upside case is a regional infrastructure asset with meaningful strategic value to larger HR, payroll, or workforce management platforms, or a standalone software-and-services company worth substantially more than its current financing base suggests (scenario, not a forecast) [BeBeez International, December 2025] [Tech.eu, October 2026]. The evidence does not support a precise valuation range yet, but it does support the existence of a category where even modest early adoption can compound into durable revenue if trust, compliance coverage, and distribution align.
One source, partially checked -- Section relies on one independent funding report, one independent follow-on funding report, and multiple company-operated product pages; material upside logic is grounded but several operational claims remain company-sourced.
Sources
Publicly reported
[Crunchbase, retrieved 2024] Fronted - Crunchbase Company Profile & Funding | https://www.crunchbase.com/organization/fronted-0715
[BeBeez International, December 2025] Norwegian startup Fronted secures $1 million to streamline cross-border employment | https://bebeez.eu/2025/12/04/norwegian-startup-fronted-secures-1-million-to-streamline-cross-border-employment/
[ArcticStartup, retrieved 2024] Norwegian startup Fronted secures $1 million to streamline cross-border employment | https://arcticstartup.com/fronted-raises-1-million-pre-seed/
[Tech.eu, October 2026] Fronted raises €1.7M to simplify global hiring and business expansion | https://tech.eu/2026/10/29/fronted-raises-eur17m-to-simplify-global-hiring-and-business-expansion
[jobs.fronted.com, retrieved 2024] Fronted Jobs | https://jobs.fronted.com/
[fronted.com/job-seekers, retrieved 2024] Job Seekers | https://fronted.com/job-seekers
[LinkedIn, retrieved 2026] Fronted | LinkedIn | https://no.linkedin.com/company/frontedhr
[Acast, retrieved 2026] Marius Blaker Høgevold, fra aktiv BI-student til gründer med globale ambisjoner - The Village - BI Startup | Acast | https://shows.acast.com/the-village-bi-startup/episodes/marius-blaker-hgevold-fra-aktiv-bi-student-til-grunder-med-g
[LinkedIn, retrieved 2026] Marius Blaker Høgevold - CEO at Fronted | https://no.linkedin.com/in/mariushogevold
Articles about Fronted
- A Norwegian Startup Is Wiring Payroll and Compliance Into 40 Countries — The Oslo-based startup, co-founded by a SafetyWing operator, wants to bundle recruitment, payroll, and compliance for companies expanding abroad.