EOR and Contractor Management

Frequently asked questions

What is an Employer of Record (EOR) and when should I use one?

An EOR allows you to hire full-time employees in regions where you don't have a legal entity. We become the legal employer—handling payroll, taxes, and local compliance—while you manage their daily work and performance.

How is an EOR different from a standard Staffing Agency?

While staffing agencies typically focus on temporary contractors, our EOR service is designed for long-term, permanent employees. We handle the HR, benefits, and international legal liability, allowing you to build a dedicated remote team without administrative overhead.

Who directs the employee's daily work?

You do. You retain 100% operational control. You assign tasks, set schedules, and integrate them into your internal workflows just like any other team member. We simply handle the 'back office' employment liability.

Does this protect me from worker misclassification risks?

Yes. Hiring remote workers as 'independent contractors' carries significant compliance risks globally. Our EOR solution classifies them as fully compliant salaried employees, protecting you from fines and penalties with local tax authorities.

What benefits and deductions do you handle?

We manage all mandatory statutory deductions (social security, taxes, unemployment insurance) required by local labor laws. We can also administer supplemental health and benefits packages to ensure your offer is competitive in the local market.

Can I convert an EOR employee to a direct hire later?

Absolutely. Many clients use our EOR service to enter a new market quickly. If you decide to establish your own local legal entity later, we can seamlessly transfer the employment contracts to you.