Engaging an employer of record (EOR) is the most productive and cost-efficient method of managing all the administrative tasks required for employing international remote workers.
Hiring international employees requires a legal business presence in the country where your employees work. Establishing subsidiaries is expensive, especially for small, independent companies.
EORs maintain foreign entities and function as legal employers for your international team members. While they process payroll, manage time tracking, enforce worker policies, and ensure labor law and tax compliance, you direct the work that generates revenue.
Here is what to look for in an employer of record (EOR), including a printable checklist at the end.
How does the EOR provide services, particularly software services?
Can the EOR quickly scale up or down as your workload requires? Does it assist you with time zone management?
Look for a transparent fee structure with no surprises appearing on the invoice.
Communication is vital for effectively managing remote workers. Make sure your prospective EOR provides accessible communication tools to maintain contact and interact with your international employees.
For your employees, look for a self-service portal where they can access their records, including time and pay.
For you as the employer, ensure the EOR provides a dashboard, so you can quickly authorize payroll and monitor hiring, onboarding, and terminations.
An efficient EOR automates human resource processes as much as possible, including:
HR automation works with your employer dashboard to help you perform tasks with a single click or guide you through multi-step processes so nothing falls through the cracks or opens you up to legal liability.
How will the EOR protect your intellectual property (IP)? Some offer end-to-end security, while others take no responsibility for your organizational IP. Others secure IP
A combination of contractual protection, employee vetting, and software security measures can help you maintain the privacy and security of your intellectual property.
Not all EORs provide recruiting services. However, if you’re planning on engaging an EOR–or third-party recruiting service– to help fill open positions with global talent, consider asking these questions
EORs may recruit as needed or consistently cultivate a database of high-quality candidates. EORs that continually recruit tend to find the best talent.
Once you make your offer, the EOR quickly hires and onboards your new employee, so they are available to work within weeks, not months.
Select an EOR with an existing entity and expertise in the countries where you currently or intended to hire. They should thoroughly know local labor and tax laws, including visa and sponsorship regulations.
What type of support does the prospective EOR provide? If they’re primarily automated and online, can you reach a human if you need something the automated systems won’t handle?
With phone support, must you wander through endless phone tree menus to get your questions answered, or does the EOR have a real person for you to speak with every time you call?
An employer of record is a cost-effective way to hire international employees but take time to find the best fit your goals. Understand
Also, learn whether you receive support from a person or if you must rely on automated systems to answer your questions.
You can hire from everywhere and succeed anywhere with Worca’s Core HR Service Bundle localized by country. With your end-to-end employer of record (EOR) solutions, hiring international talent quickly and compliantly is a call or email away.
