Every question below is answered on this site, with the working shown. Start where your question sits, or send the requirement and a specialist replies with a written next step.
Recruiting, staff augmentation, EOR, AOR, SOW delivery and managed programs solve different problems. The navigator walks the trade-offs and returns a recommendation with the reasoning.
Misclassification is the most expensive mistake in global hiring. The comparison sets out where the line sits and what changes it.
Entities make sense at a certain scale and permanence. Below that they cost more than they protect.
If you have the time, the channels and a clear profile, direct hiring can work. A recruiting partner earns its place when the role is hard to fill, urgent, senior or outside your usual market. You can start with a single role.
First decide whether you need individual hires, a dedicated team, or a delivered project. Then choose the country by talent pool, time-zone overlap and employment rules. Gracemark recruits the engineers and can employ them through EOR or run them as a managed team, so recruiting, employment and delivery sit with one accountable partner.
Not sure which model fits your hire? Tell us the role and country and we recommend one in writing.
Gross salary is rarely the real number. Statutory employer contributions, 13th month accruals and service fees change the picture market by market.
Contracts, notice, benefits, payroll and contractor risk, country by country, written for the person who has to make the decision.
EOR, AOR, PEO, MSP, VMS, RPO, permanent establishment. Plain definitions, no vendor spin.
Nearshore teams in Latin America work in or close to U.S. time zones, which makes real-time collaboration practical. The right country depends on the roles, languages and volume you need, and each market has its own employment rules.
Start with the role, seniority, country and salary range. Employer contributions and mandatory benefits are then added by country. The calculator gives a preliminary picture, and a written quote confirms the real number for your scope.
Most foreign companies use an Employer of Record: the EOR is the legal employer in Mexico and runs payroll, mandatory benefits, social security and statutory filings, while you direct the day-to-day work. Mexico also restricts subcontracting of personnel, so the right structure depends on the role and whether the work is part of your core activity. Send the role and we return a written recommendation.
Without a Brazilian entity, the usual route is an Employer of Record that employs the person under Brazil's labor code (CLT) and handles payroll, the 13th-month salary, vacation bonus, FGTS and other statutory items. Treating someone as a contractor while they work like an employee carries misclassification risk. Send the role and we recommend the compliant route.
Want the real employer cost for your role and country? Send the role and we reply with the breakdown.
Payroll generally assumes you have an employing entity. EOR is for employees where you do not. AOR is for genuinely independent contractors. Country, control and the real working relationship determine the safe route. If you are moving an existing team, the transition covers who the current employer or entity is, where each person works, the handover and onboarding steps, the next pay cycle, and the cost components (salary, employer costs and the service fee), confirmed in writing for domestic and international people alike.
Start with the country, roles, timing and delivery structure. The written scope should state who owns the client relationship, who sets pricing, who contracts and invoices whom, and who recruits, employs, pays and supports the team.
A useful expansion scope states the objective, market, first roles, operating arrangement, responsibility split, cost components, timing and next decision. It connects those choices to recruiting, employment, payroll, vendors, equipment and accountable local execution.
The scope assigns each responsibility. Gracemark can recruit and locally employ the team, run payroll and worker support, while the client or partner keeps the commercial relationship and directs day-to-day work. In managed delivery, Gracemark can also own the agreed outcome.
A Gracemark specialist reviews the requirement, identifies the likely route and any facts still needed, then replies with a practical next step. You can start with one role, one country or one program; a meeting is not required to ask for help.
Yes. Agencies and MSPs send the requirement; Gracemark can recruit, employ and pay the workers locally while the agency keeps the client relationship. Responsibilities and client protection are written into the scope.
Comparing providers or replacing one? Tell us your situation and a specialist replies with a written next step.
Proof behind the answers
Decisions informed by 15+ years of workforce delivery across 100+ countries.
Decision library
Rather just ask us
One line is enough. Tell us the role, the country or the situation, and a specialist replies with a written next step, not an automated sequence.
Email or phone is enough to start.
Looking for a job? Join the Talent Network instead, it takes about two minutes.
The easy way to reach us
Tell us what you need. Get a written scope, rates and next step within 24 hours.
Not sure of the model? Describe the business need. Our team will help you choose the right approach.
No commitment. No meeting required. A real human reply.