Global EOR: hire in 180+ countries without an entity
An employer of record (EOR) hires your chosen candidate through a local legal entity in India or any of 180+ countries, so you get the team without opening a company. True HR drafts compliant contracts, runs payroll and benefits, and owns every statutory filing, from onboarding to exit, on one retainer.
Hire wherever the talent is
What it covers
Eight services, one team, wherever your people are
The first four are the ways people abroad are employed and paid. The last four come with every one of them. Pick a service to bring it to the front of the globe.
01Employer of Record (EOR)
01
Employer of Record (EOR)
Your hire signs a compliant contract with a local legal employer in their own country. No entity to open.
Contracts drafted country by country
02
Payroll for EOR hires
Salary, taxes and social contributions worked out in local currency and remitted on the local calendar.
Registrations and filings owned end to end
03
Payroll for your own entities
Already have a company abroad? We run its monthly payroll in country, alongside your EOR hires.
One team for your entities and your EOR hires
04
Contractor payments
Contractors abroad are paid in their own currency, with invoices and payment records kept in one place.
Handled by the same team as your payroll
05
Payroll in India
Payslips, PF, ESI, PT and TDS for your Indian team, run by the same people who look after your team abroad.
One consolidated retainer, India and abroad
06
Benefits and leave
Statutory benefits and social cover set up in each country, with leave records kept to local rules.
Benefits and notice rules confirmed before the offer
07
Onboarding to exit
The offer, the contract, onboarding, every change in pay or role, and a lawful exit under local rules.
Complete employee management, from onboarding to exit
08
One named owner
A dedicated account manager is your single point of contact, with committed response times and regular reviews.
Proactive compliance alerts
How it works
Three steps from offer to first payslip
01
You pick the talent
You interview and choose exactly who joins your team, anywhere in 180+ countries. Compensation and role are your call; we advise on local norms.
02
We employ them locally
Your hire signs a compliant contract with a local legal employer, drafted to that country's employment law. No entity, no local directors, no waiting.
03
We run payroll and benefits
Salary, taxes, social contributions and benefits run and remitted on the local calendar, with statutory registrations and filings owned end to end.
What you can hold us to
- Compliant contracts drafted to each country's employment law
- Local payroll and benefits run and remitted on time
- Statutory registrations and filings owned end to end
- Complete employee management from onboarding to exit
Hiring in India through EOR?
For India-based EOR hires we run the full domestic stack too: PF (Provident Fund), ESI (Employees' State Insurance), Professional Tax and TDS (Tax Deducted at Source). See what a candidate's offer means in hand with our CTC to take-home calculator.
Before you sign with any EOR
Six questions to ask any EOR, and our answers
Put these to every Employer of Record you are weighing, including the biggest platforms. An EOR becomes the legal employer of your people abroad, so the answers matter more than the dashboard.
- 01
Who answers when something goes wrong?
A dedicated account manager: a single point of contact with committed response times, proactive compliance alerts and regular business reviews.
- 02
Who drafts the employment contract?
We do, country by country: compliant contracts drafted to each country's employment law.
- 03
Who owns the filings and the payroll calendar?
We do. Local payroll and benefits run and remitted on time, with statutory registrations and filings owned end to end.
- 04
Can one partner run India too?
Yes. One team and one consolidated retainer cover your Indian payroll and your people abroad, including PF, ESI, PT and TDS.
- 05
What will it cost?
One consolidated retainer priced to scope. You get a firm quote after a scoping call, with local employment costs and our fee on separate lines.
- 06
What happens when someone leaves?
You end the engagement with contractual notice, and we offboard the employee under local law. Complete employee management, from onboarding to exit.
The honest comparison
When does EOR beat opening your own entity?
An entity is the right answer for a permanent, large base. For the first hires in a new country, the mathematics almost always favours EOR.
Own entity
Four things to set up before anyone can start
- Incorporation
- Registrations
- Bank accounts
- Local directors
EOR with True HR
One thing under your hire, and it already exists
- The local employer
Time to first hire
Own entityMonths of incorporation, registrations, bank accounts and local directors before anyone can start
EOR with True HROffer to onboarded in days to weeks; the local employer already exists
Cost
Own entitySetup costs, then accounting, audit, secretarial and filing overheads every year, whether you employ one person or fifty
EOR with True HROne consolidated retainer priced to your headcount and countries; no entity overheads
Compliance risk
Own entityYou own every local employment law, tax filing and penalty from day one, in a jurisdiction you are new to
EOR with True HRThe EOR is the legal employer and carries the registrations, filings and employment law compliance
Exit
Own entityWinding up an entity means audits, clearances and months of closure formalities after your last employee leaves
EOR with True HREnd the engagement with contractual notice; employees are offboarded per local law and the obligation ends
One partner for the engineer in Bengaluru and the designer in Berlin.
Same account manager, same reporting rhythm, same standard of compliance, whether the payslip is in rupees or euros.
Frequently asked questions
What is an employer of record (EOR)?
An employer of record is a company that legally employs staff on your behalf in a country where you have no entity. The EOR signs the employment contract, runs payroll, remits taxes and social contributions and carries employment law compliance, while the employee works for you day to day, on your projects and under your direction.
When does EOR make more sense than opening an entity?
EOR wins when speed and flexibility matter: your first hires in a new country, teams of one to around twenty people, or markets you are still testing. An entity starts to make sense when a country becomes a long-term base with a large permanent team, and even then EOR is the fastest bridge while you set it up.
Which countries does True HR cover?
Employer of Record coverage and complete employee management across 180+ countries, spanning every major hiring market in Asia, the Middle East, Europe, Africa and the Americas. Tell us the country on the scoping call and we confirm the specifics: typical onboarding time, mandatory benefits and notice rules, before you make the offer.
Who manages the employee day to day?
You do. The employee reports to your managers, works on your projects and follows your ways of working. True HR handles the employment mechanics: the contract, payroll, benefits, leave records, statutory filings and eventually offboarding, so the relationship feels like any other member of your team.
How is EOR priced?
As part of the Scale + Global plan: one consolidated retainer priced to scope, based on EOR headcount, the countries involved and the advisory mix you need. You get a firm quote after a discovery call, with the local employment costs and our fee shown separately, so there are no surprises in either.
Where EOR sits in the plans
The hire you want, in the country they live in
Book a 30-minute scoping call. Tell us the role and the country, and we will come back with onboarding time, employment cost and a firm quote within two working days.
Bangalore | Mysuru | Hyderabad | Chennai | Mumbai | Dubai | Berlin | London | Florida