You’ve found the perfect candidate — but they’re in another country, and your company doesn’t have a legal entity there. This is one of the most common scenarios I help clients navigate, and the good news is that it doesn’t have to be complicated. An Employer of Record (EOR) lets you hire internationally without setting up a foreign subsidiary, and the process is faster than most people expect.
Here’s the step-by-step playbook I walk clients through.
Step 1: Understand What an EOR Does
An Employer of Record becomes the legal employer of your worker in the country where they’re based. The EOR handles local payroll, tax withholding, statutory benefits, and employment law compliance. Your worker still reports to you, works on your projects, and functions as part of your team. The EOR is the legal and administrative layer — nothing more.
Step 2: Choose the Right EOR for Your Country
Not every EOR covers every country equally well. Some have their own legal entities in dozens of countries (direct presence), while others subcontract to local partners in certain regions. Direct presence generally means better compliance oversight and smoother employee experience. I evaluate EOR providers based on their coverage model in the specific countries my clients are hiring in — and the difference in quality can be significant.
Step 3: Define the Employment Terms
Local employment law dictates mandatory benefits, notice periods, severance requirements, working hours, and paid leave. Your EOR will draft an employment contract that complies with local law, but you need to define the role, compensation, and any additional benefits you want to offer. This is where I help clients avoid common mistakes — like setting a salary that doesn’t account for mandatory 13th-month pay, or offering benefits that conflict with local statutory requirements.
Step 4: Onboard Through the EOR
Once the EOR generates the employment contract and the employee signs, onboarding is typically fast — 5 to 10 business days in most countries. The EOR sets up payroll, enrolls the employee in statutory benefits, and handles tax registration. From the employee’s perspective, they have a real employment contract, local benefits, and a direct line to the EOR for any administrative questions.
Step 5: Manage the Ongoing Relationship
The EOR handles monthly payroll, tax filings, benefits administration, and compliance updates as local laws change. You manage the work. If you need to adjust compensation, add benefits, or eventually transition the employee to your own entity, the EOR facilitates that too. For a deeper comparison of EOR versus establishing your own entity, see my breakdown on when each approach makes sense.
Common Mistakes to Avoid
The most common mistakes I see: choosing an EOR based solely on price (cheap EORs often cut corners on compliance), not accounting for local employment costs beyond base salary (social contributions can add 20-40% in some countries), and misclassifying what should be an employee as a contractor to avoid the perceived hassle. That last one is especially risky — many countries are aggressively enforcing contractor misclassification laws, and the penalties are severe.
If you’re making your first international hire, getting the structure right from the start saves significant money and risk down the road. I work with EOR providers across dozens of countries and can match you with the right one for your specific situation.
Ready to make your first international hire?
I’ll help you find the right EOR for your country, headcount, and timeline. No cost, no obligation.
International hiring doesn’t have to mean months of legal setup. An EOR gets you there in weeks.
Related: EOR Services · PEO vs. EOR · Book a Free Consultation