Employ people in 14+ countries without opening an entity.
You pick the people. We employ them and handle pay, taxes, and insurance, in 14+ countries direct or through partners. Local employment contracts, payroll in 12+ currencies, statutory benefits, withholding, termination, and the country-by-country details that blow up when they're ignored, under one MSA and one invoice. Interns, retirees, redeployed staff, and contractors included.
Country specialists on your account.
Every EOR engagement is staffed with three roles: a Global Mobility Advisor who owns the commercial relationship, a Country Specialist for every country you operate in, and a Payroll Operations Lead who owns the monthly cycle across your entire footprint.
Global Mobility Advisor
Your primary contact. Owns the MSA, the country expansion roadmap, the equity and relocation decisions, and the quarterly business review. Deeply experienced in international employment law frameworks and the commercial mechanics of cross-border pay.
Country Specialist
One specialist per country you employ in. The person who knows that a Brazilian CLT employee is entitled to 30 days of vacation but only after 12 months, and why it matters for your offer. Handles employee queries, local counsel coordination, benefits administration, and the country-specific nuance generic platforms miss.
Payroll Operations Lead
Owns the monthly payroll cycle across your entire employment footprint. Handles the coordination across country-specific payroll providers, currency conversion and FX management, the consolidated invoice, and the month-over-month accuracy that keeps trust intact. The person who makes sure payroll is boring, which is the best thing payroll can be.
What working with us is actually like.
EOR is a trust-intensive service. You are asking us to be the legal employer of someone you've hired, to handle their pay, their benefits, their terminations, and to not break any of the statutory obligations that attach to the employment relationship. The technical execution matters. The quality of the people behind the technical execution matters more.
We don't just put your people to work and send them a paycheck. They are part of our team, and our country specialists get to know them personally. That is often how a small payroll or benefits question gets solved before it becomes a problem.
As a Service-Disabled Veteran-Owned Business Enterprise, the operating discipline we learned in uniform carries into the work. Payroll runs on time. Filings land on time. When something needs escalation, we escalate ourselves, you don't find out about problems from a notice three months later.
Where global employment goes wrong.
Hiring someone in the UK, Germany, Brazil, or Singapore is rarely the hard part. The hard part is employing them correctly: statutory leave, 13th-month pay, national insurance, works councils, ASU/CLT risk, equity treatment under local tax code, termination notice periods, and a dozen other details that any of the big-name EOR platforms will quote but very few actually get right when a real situation appears.
We built our EOR practice because our clients kept getting caught by the same four failure modes. The platforms are fine when the case is standard. They break when the case is anything but.
Opening a local entity takes 6 months and costs a six-figure floor
Registering a subsidiary, getting a tax ID, opening a local bank account, onboarding a local payroll provider, and finding an employment-law counsel takes most organizations 4–8 months country-by-country. For teams of five or fewer, the cost never makes sense. We operate as the employer of record in every one of our covered countries: median onboarding is five days from accepted offer to first day, not months.
The big names break when your candidate has equity, a relocation, or a pre-existing visa
Self-service EOR platforms optimize for the 80% case: a local hire, W-2 equivalent, standard benefits, default equity treatment. When a candidate has RSUs with specific vest events, is relocating from a tax-treaty country, or needs a specific benefits package to leave their current role, the platform's answer is usually "we can't support that." Our country specialists handle every one of those cases as a matter of course.
"Local statutory minimum" is not a competitive offer
Most EOR platforms default to country-statutory benefits, the legal minimum. In markets where private medical, supplemental pension, or enhanced parental leave are market-standard, that minimum is an instant competitive disadvantage. We offer in-market benchmarked benefits packages per country, so your offer reads local, not alien.
The firing process is where EOR relationships actually get tested
Statutory notice periods in Germany. Probationary dismissal rules in Brazil. TUPE risk in the UK. Wrongful dismissal exposure in France. Most platforms offer a generic termination workflow. We run every termination through country-specific employment counsel with a written protocol, which is why our clients never get surprised by a labor-tribunal claim 90 days after the separation.
Programs most providers won’t take on.
You pick the people. We employ them and handle pay, taxes, and insurance. The programs below are the ones that keep a workforce strategy flexible: early talent, returning talent, and people you already know.
Internships
You mentor. We handle the paperwork. Seasonal and year-round interns employed, paid, and onboarded consistently across locations.
Co-op programs
Multi-term co-op placements with school calendars, hour limits, and conversion tracking handled.
Redeployment
Move good people to new roles when projects end, instead of losing them.
Retirees
Bring back people who know your business, for projects, mentoring, or peak periods, with the pension and benefit rules checked first.
Contractors & 1099s
Set up correctly and paid through us. Contractors who should be employees, or who you simply want on payroll, employed by us with classification checked first.
Alumni programs
Rehire former employees quickly through our EOR, with no re-entry into your payroll.
Your own talent pools
Branded pools of people you know, employed and paid through us. Direct sourcing →
Country coverage.
Direct coverage means we are the legal employer, operate the payroll, and hold the local counsel relationship. Partner coverage means we source in-country through a vetted, contracted, SLA-backed partner: same client experience, same invoice, same governance. All 14 countries operate under one MSA.
United States
Direct. All 50 states. State-specific overlays on worker's comp, unemployment, and paid-leave statutes.
Canada
Direct. Federal + provincial. Quebec-specific French-language contract handling.
Mexico
Direct. LFT-compliant contracts, IMSS/INFONAVIT, 13th-salary and aguinaldo handled.
Brazil
Partner. CLT employment, 13th salary, FGTS, INSS. Nota Fiscal workflows where IC engagement is warranted.
Peru
Partner. Gratificación, CTS, EsSalud, mandatory profit-sharing above headcount thresholds.
Colombia
Partner. Prima de servicios, cesantías, salud y pensión. SENA/ICBF parafiscal contributions.
United Kingdom
Direct. PAYE, NIC, pension auto-enrollment, statutory holiday, IR35 determinations, and a clean alternative to umbrella chains under the April 2026 PAYE liability rules.
Ireland
Partner. PAYE/PRSI, My Future Fund pension auto-enrolment (live January 2026), statutory sick pay, USC compliance.
Germany
Partner. Collective bargaining sensitivity, works council (Betriebsrat) awareness, 30-day statutory vacation handled.
France
Partner. URSSAF, 35-hour week, conventions collectives. Termination counsel on every separation.
Netherlands
Partner. 30% ruling eligibility for internationally-hired specialists. WIA, ZW, vakantiegeld handled.
Australia
Partner. Fair Work compliance, superannuation, state-based payroll tax, modern award interpretation.
Singapore
Partner. CPF, Employment Act compliance, Employment Pass and S Pass sponsorship support where required.
India
Partner. EPF, ESIC, gratuity, state professional tax, Shops and Establishments Act registrations.
Onboarding and monthly operations.
Most EOR relationships are evaluated based on how quickly the first hire is onboarded. The real test is what the service looks like in month 13: when payroll corrections, expat moves, benefits renewal, and the first termination are in flight simultaneously. Our operating model is built for month 13.
Employee onboarding flow
Offer signed
Day 0
Country Specialist assigned. Local employment contract drafted against your template and country regs. Benefits election package issued. Work authorization verified.
Contract countersigned
Days 1–3
Local tax registration, national-insurance enrollment, pension setup, banking setup for local payroll. Equipment and system access coordinated with your IT.
First day
Day 5 (median)
Employee starts. Local-language handbook delivered. Benefits effective from start date. Country-specific statutory notifications filed where required.
Steady state
Month 1 onward
Monthly payroll run, statutory filings, benefits administration, and any employee queries routed through country specialist. You manage the work; we manage the employment.
Operating cadence
Payroll cycle
Country-specific payroll runs on local cadence. Calculations, statutory withholdings, benefits deductions, and net-pay disbursement. Consolidated single-currency invoice to you.
Compliance calendar review
Country-by-country statutory filing review: tax, social insurance, benefits, works council notifications, annual filings that fall in the quarter. Documented in writing.
Benefits renewal + benchmarking
Private medical, pension, and supplemental benefit renewal windows. In-market benchmark data presented alongside alternatives, so your offer stays competitive in-country.
Country-by-country review
Statutory changes reviewed per country. Cost-of-employment trajectory modeled. Equity and stock-plan treatment confirmed against current local tax code.
All-in, per-employee monthly pricing.
EOR pricing is where the industry hides the real number. Our fee is a single PEPM per country with every typical cost wrapped in: employment taxes are billed at cost, benefits are billed at cost, FX is billed at interbank, and the platform is included.
Country-tiered PEPM, published
One published PEPM per country: higher-complexity countries (DE, FR, BR) priced higher than simpler ones (SG, IE). The schedule is in your MSA. Your CFO sees the same number we see.
Employer taxes and benefits at cost, itemized
National insurance, social contributions, statutory benefits, private medical, pension, all at cost, line-itemized in the monthly invoice. You see what the country costs; you see what we charge for running it.
FX at interbank rate, fees itemized
Cross-currency payroll is converted at the interbank rate and documented in the monthly invoice. International wire and transaction fees are listed as their own line items, never buried in the exchange rate.
Termination costs itemized, not buried
Statutory severance, notice-period salary, counsel review fees, and any country-specific separation costs are itemized and billed at cost. We do not profit on terminations, the incentive that model creates does not align with our values.
Results across every country.
"You were exceptionally helpful, patient, and pleasant throughout the entire process. You made what could have been a frustrating and confusing situation feel simple and manageable. Your clear guidance and willingness to take the time to help made a real difference."
The EOR behind your program.
Many EOR providers only sell directly to end clients, which puts them in competition with the MSPs and staffing firms they work beside. We partner. MSPs and staffing firms use us as the Employer of Record and payrolling engine behind their own client programs, and the client relationship stays theirs.
Pair EOR with MSP, RPO, and IC Compliance.
Hire anywhere, employ anywhere
RPO sources and recruits in-country. EOR employs them. One pipeline, one governance layer, one invoice. Most common use case: expanding into new geographies before entity stand-up makes sense.
Explore RPOYour MSP program extends globally
Contingent workforce management in every country you operate in, under one Program Manager, one set of SLAs, one invoice. No separate MSA per country. No local entity required to deploy a contingent program abroad.
Explore MSPWhen an IC needs to become a W-2
Our IC Compliance scoring flags engagements that should be reclassified to employment. EOR is the landing pad, we convert the IC relationship into compliant local employment without breaking the working relationship or exposing either side to retroactive risk.
Explore IC ComplianceOne view of the whole global population
Your international employees, your contingent workforce, and your 1099 engagements visible in one dashboard on Altitude Workspace, powered by Elevate VMS. Compliance status, payroll status, and utilization in one view across every country we employ in.
See the technologyFrequently asked questions.
How is tax treaty benefit handled for cross-border hires?
Every cross-border hire begins with a tax-residency determination between the country of employment and any prior tax-resident country. Where a treaty applies, we coordinate with you and the employee's tax advisor to document the position before first payroll. Common cases: US-UK treaty relief on NIC/social security, Germany-India totalization on pension, Mexico-US treaty on federal withholding. The goal is zero surprises in the employee's personal tax filing at year end.
How is equity treated under EOR arrangements?
Equity is almost always granted by your parent entity, not by us. Our role is to coordinate the local-country tax treatment of the grant, vest, and exercise events, including payroll withholding where required, and coordination with your equity administrator (Carta, Shareworks, Global Shares). Country specifics matter significantly: Germany and France have specific qualifying-plan treatments; Brazil taxes on vest not exercise; UK has EMI and non-EMI pathways with very different outcomes. We document the position per country per plan type before first grant.
What happens at termination?
Every termination runs through country-specific employment counsel, not as a case-by-case escalation, but as a standing protocol. Statutory notice, severance calculation, unused-leave payout, benefits continuation, and any consultation requirement are documented and executed in writing. Where a negotiated separation is appropriate (UK settlement agreements, German Aufhebungsvertrag, French rupture conventionnelle), we draft and coordinate. The entire termination workflow is memorialized so there are no surprises at a labor tribunal six months later.
Are benefits really benchmarked to local market, or just statutory minimum?
Benchmarked. We source in-market benefits data from country-specific brokers (Mercer, Aon, or local equivalents depending on the country) and present your leadership with benchmarked packages (private medical, pension top-ups, enhanced parental leave, life and disability) alongside statutory-minimum alternatives. Most clients elect a benchmarked position in their primary hiring markets and statutory-minimum in more peripheral markets. The choice is yours, with real data.
Who owns IP created by the employee?
Your parent entity, subject to a properly-drafted assignment clause in the local employment contract. This is one of the areas where generic EOR platforms most often get it wrong. Some jurisdictions (Germany especially) have statutory IP rights for employee inventors that require specific handling; others (France, some US states) have residual-rights doctrines that a boilerplate assignment won't capture. Every country contract has an IP assignment clause drafted by local counsel, not a copy-paste from the US template.
Can you sponsor a work visa?
Yes, in most covered countries, with caveats. In UK (Skilled Worker), Singapore (Employment Pass, S Pass), Australia (Subclass 482), Canada (TFWP, LMIA streams), Netherlands (Highly Skilled Migrant under 30% ruling), and several others, we sponsor directly or via our in-country partner. Germany, India, and some others have specific employer-entity requirements that may limit sponsorship, we advise on those before committing. Lead time on visa cases typically runs 6–16 weeks depending on country and case complexity.
What's the difference between "direct" and "partner" coverage?
Direct coverage means Elevated Resources or a wholly-owned affiliate is the legal employer, we run the payroll ourselves, and we hold the counsel relationship ourselves. Partner coverage means we source in-country through a vetted, contracted, SLA-backed partner who is the legal employer. Your client experience is identical in both cases: same MSA, same invoice, same Country Specialist, same governance. The difference is structural, not operational. We are transparent about which countries are which; it's in the coverage guide.
Let’s talk about global hiring.
Tell us about your global hiring plan: countries, headcount, equity, relocations, timing. A program lead, not a sales queue, replies within one business day. Within five, you'll have a written EOR review.