Value Props
Lightning-fast onboarding
Offer, contract, and start dates in days, not months.
Total compliance
Local labor laws, taxes, and statutory policies covered end-to-end.
No entity required
Enter new markets without the cost and complexity of local setup.
Transparent payroll
Clear gross-to-net, calendars, deadlines, and approvals.
Benefits handled
Statutory and market-standard plans with guided enrollment.
Local support
In-country specialists for onboarding, payroll, and ongoing HR.
Key Features
- Localized employment contracts with IP and confidentiality
- Consolidated payroll funding and FX transparency
- Filings, remittances, and statutory reporting
- Time off, holidays, and leave policies built-in
- Expense submission, approvals, and reimbursements
- Employee and manager self-service portals
- Immigration support where eligible
- Reports, analytics, and GL exports
Frequently asked questions
We don't find the people, but once you do, we make it legal to employ them. If you need help sourcing, we can connect you to recruiters we trust.
An EOR does not recruit candidates. However, once you identify the talent you want to hire, the EOR handles all the legal and administrative aspects of employment, including contracts, payroll, taxes, and compliance with local labor laws.
Yes, we handle all mandatory in-country contributions, including social security, health insurance, pension funds, and other statutory benefits required by local employment laws. Everything is calculated and paid accurately and on time.
No, an EOR and a PEO are different. An EOR becomes the legal employer of your workers, handling all compliance and HR responsibilities in countries where you do not have a legal entity. A PEO, on the other hand, works with your existing entity to co-employ workers and help manage HR tasks, but you remain the legal employer.