- All Services
- EOR & PEO Advisory
Hire anywhere in Europe.
Without a legal entity.
An Employer of Record lets you legally hire and pay talent in a new country without the cost, time or risk of incorporating a local entity. We provide independent advice on the right model for your situation, then manage the employment relationship end-to-end — so you can focus on the work, not the paperwork.
- 30+ Countries
- No Entity Required
- Vendor-Independent Advice
- Compliance Managed
Independent advice first. Then a compliant employment structure.
Most EOR providers also happen to sell you their own EOR service — which makes it hard to get a straight answer about whether EOR is even the right model for your situation. We work the other way round: we start as independent advisors, mapping your options across EOR, PEO, contractor and entity-formation routes, and only then help you implement whichever path actually fits your timeline, headcount and risk appetite.
Once the model is chosen, we manage the employment relationship in-market — contracts, payroll, benefits, statutory filings and local labour law compliance — so your new hire feels every bit like a normal employee, without you needing to register a legal entity in a country you may only have one or two people in.
What's included
- Independent, vendor-neutral comparison of EOR, PEO and entity options
- Compliant local employment contracts and onboarding in 30+ countries
- Payroll, statutory benefits and tax filings handled in-market
- Ongoing labour law compliance as regulations change
- A clean handover path to your own entity once you're ready to scale
How it works
From signed offer to compliant employment.
Most new hires are live and compliant within two to three weeks of an accepted offer.
We become the legal employer
Your new hire is employed locally through our compliant entity in their country, with a contract that matches local labour law.
1
They work entirely for you
Day-to-day, the employee reports to you, follows your processes and is fully part of your team — the EOR relationship is invisible to how the work gets done.
2
We keep you compliant throughout
Payroll, tax, social contributions, statutory leave and changing local regulations are managed continuously, so nothing falls through the cracks.
3
When you're ready, we hand over cleanly
If you decide to set up your own entity later, we support a smooth transition with no disruption to the employee or the business.
4
EOR & PEO at a glance
30+
European countries covered
2–3 wks
Typical time to compliant hire
Zero
Local entities required to start
100%
Labour law and tax compliance managed
Our advice is vendor-independent — we recommend the model that fits you, not the one that's easiest for us to sell.
Why this works
Hire fast, stay compliant, keep your options open.
Independent advice
We're not selling you our own EOR product first — we recommend the structure that genuinely fits your situation.
Speed to hire
No entity registration, no months-long incorporation process — get compliant and hiring within weeks, not quarters.
Clean handover path
When you outgrow EOR and want your own entity, we support a smooth, disruption-free transition for the employee and the business.
Pairs well with
Often combined with these services.
Business Expansion
EOR is often the fastest way to put your first people on the ground in a new market while you decide whether to commit to a full entity.
Talent Market Intelligence
Before you hire through EOR, market intelligence tells you what the role should cost and how realistic your timeline is in that country.
Common questions
Before you choose an EOR
The questions we're most often asked about hiring through Employer of Record and PEO structures.
What's the difference between EOR and PEO?
An EOR becomes the legal employer on your behalf with no entity needed on your side. A PEO co-employs alongside an entity you already have. We'll advise which applies to your situation.
Is EOR a permanent solution or a stepping stone?
Either — some clients stay on EOR indefinitely for low-headcount markets, others use it as a bridge until volume justifies setting up their own entity.
How fast can someone start working?
Typically two to three weeks from accepted offer to compliant start date, depending on the country and any local registration requirements.
Do you only recommend your own EOR services?
No. Our advisory is vendor-independent — we'll tell you honestly if a different structure, or even a different provider, is the better fit.
Considering EOR or PEO?
Get independent advice first.
Tell us the country, the role and your timeline. We'll map your options honestly — including whether EOR is even the right call — before recommending a path.