Hire internationally
without building the infrastructure yourself.
You found the right person. They happen to be in another country. Then the questions start: open an entity, hire them as a contractor, or use an EOR? Get it wrong and you face back taxes, misclassification penalties or a permanent-establishment problem you never planned for, and the hire you wanted walks while you research.
Gracemark becomes the legal employer in 100+ countries and runs the contract, payroll, benefits and local compliance for you, carrying the employment liability ourselves, with no one-to-three-month deposit. Operators, not portals. Humans, not tickets. Tell us the country, the role and the salary: you get the full employer cost and the setup, in writing, before you commit.
Ready to start?
Your Employer of Record Services Scope & Rate Breakdown.
Get the employment costs for your team.
Tell us the countries, number of people and target start date. We’ll outline salary, employer costs, benefits, service fees and onboarding responsibilities.
- One line is enough. Email or phone, your choice.
- A real person reads it and replies within 24 hours, not an automated sequence.
- No meeting required to get a written next step.
Tell us the countries, number of people and target start date. We’ll outline salary, employer costs, benefits, service fees and onboarding responsibilities.
Looking for a job? Join the Talent Network instead, it takes about two minutes.
We don't start with a service. We start with the business outcome, then design the right workforce strategy.
Can you employ our people abroad without us opening an entity?
Yes. Gracemark becomes the legal employer in the worker's country, with a local contract, payroll, taxes and benefits, while your team directs the day-to-day work. Send the countries, headcount and target start date, and you get a written breakdown of salary, employer costs, benefits and our service fee for each country. No meeting is needed to start; email or phone is enough.
- Hire In Days. Onboard compliant employees abroad without months of entity setup.
- Full Compliance. Local contracts, payroll, taxes, and benefits handled correctly.
- No Entity Cost. Skip the legal, accounting, and admin overhead of incorporation.
- Reduced Risk. We carry employment liability and keep you audit-ready.
Own entity, contractor or Employer of Record: which fits?
Three common ways to put someone to work in another country. Each fits a different situation, and we help with all three.
Swipe sideways to see all options →
| Question | Open your own entity | Engage as a contractor | Gracemark EOR |
|---|---|---|---|
| Who is the legal employer | You, through your local company | No employer; the person invoices you | Gracemark, in that country |
| Before the first person starts | Register a company, bank, tax and payroll accounts | A contract, and a classification that holds up locally | A local employment contract and onboarding; no entity needed |
| Payroll, taxes and benefits | Your team or local providers | The contractor handles their own | Run by Gracemark |
| What to watch | Fixed cost and admin if plans change | Misclassification if they work like an employee | The service fee, so ask for a written cost breakdown first |
| Usually fits | A long-term, larger team in one country | Truly independent, project-based work (we engage them through Agent of Record) | Selected people abroad, a new market, or a team moving from another provider |
General comparison. What applies depends on the country, the role and how the work is done; we confirm it for your case.
Built to ship outcomes, not headcount.
Onboard compliant employees abroad without months of entity setup.
Local contracts, payroll, taxes, and benefits handled correctly.
Skip the legal, accounting, and admin overhead of incorporation.
We carry employment liability and keep you audit-ready.
Operators and strategists, not just self-service software.
One partner across the markets you're growing into.
You probably need this if…
- You need experienced talent quickly, without months of recruiting overhead.
- You're expanding into a new country or market and need it done compliantly.
- You need to engage contractors or specialized talent the right way.
- You need additional workforce capacity without growing internal headcount.
- Your workforce model has become too complex to manage internally.
We become the legal employer so you don't have to.
An Employer of Record legally employs your workers in a country where you don't have an entity, handling contracts, payroll, taxes, benefits, and compliance, while your team directs the day-to-day work.
- ✓Compliant Local Employment
- ✓Payroll & Tax Withholding
- ✓Statutory & Supplemental Benefits
- ✓Localized Contracts
- ✓Onboarding & Offboarding
- ✓Employment Liability Coverage
- ✓Equipment & Expense Support
- ✓Coverage In Any Country
- ✓Global Expansion
- ✓Remote-First Teams
- ✓M&A & Transitions
Built for buyers who need speed and accountability.
Test and enter new markets without committing to an entity.
Hire the best people wherever they are, compliantly.
Quickly employ teams during acquisitions or restructuring.
From outcome to deployed workforce.
Tell us who you want to hire and where.
Compliant local contract, payroll, benefits, and onboarding handled.
Your team directs day-to-day; we own employment compliance.
Everything you need under one workforce strategy.
- Local contracts
- Payroll & tax
- Benefits administration
- Statutory compliance
- Classification
- Employment liability
- Onboarding/offboarding
- Equipment support
- 100+ supported countries
Global employment, fully managed.
Real operators handle your employment, not a ticket queue.
We work on contractual terms instead of large upfront deposits.
One partner that owns compliance and stands behind it.
Deep regional expertise in Latin America, with global reach beyond it.
Clients who needed this, delivered.
You're expanding into new countries and don't want to stand up a legal entity in every market.
Netflix set the vision; we made it real on the ground. One U.S.-led setup became a multi-country partnership that grew with their plans, and earned Gracemark a formal award from Netflix.
- Program stabilized fast
- Regional exclusivity earned
- Local supplier in every market
You're navigating shifting local labor rules while expanding across multiple regions at once.
As trust grew, a single-market Mexico challenge became a multi-region workforce partnership spanning LATAM, Europe, the Middle East, and Africa, helping Process Insights support commercial expansion and workforce growth across energy and industrial markets.
- Mexico support after regulatory change
- Multi-region partnership
- LATAM, Europe, MEA coverage
Questions buyers actually ask.
What should we compare when choosing a global EOR provider?+
Compare country coverage for your actual workers, who employs them, payroll and benefits responsibilities, employment liability, service fees, deposit terms and the support contact. Gracemark scopes these together for your countries and headcount, with a written quote within 24 hours. If you already have a local entity, tell us so we can scope recruitment or payroll support instead of assuming EOR is the right model.
What does it cost to employ someone beyond base salary?+
Base salary is only part of it. The full cost usually adds mandatory employer contributions such as social security, health and pension where required, statutory bonuses like a 13th-month payment in many countries, paid leave, any benefits you choose to add, equipment, and the provider's service fee. The mix changes by country, contract and salary level, so a single percentage rarely holds. Send the role, country and salary range and we will break down each line in writing before you commit.
Does an EOR protect us from misclassification and permanent establishment risk?+
It addresses the employment side. The EOR is the legal employer, so contracts, payroll, statutory benefits and terminations follow local law, which removes the most common exposure of long-term contractors who should be employees. Permanent establishment is a tax question that depends on what the person does in that country, for example signing contracts or generating revenue on your behalf. We flag those activities early so your tax advisors can review them. An EOR does not remove permanent establishment risk on its own.
What's the difference between EOR and a PEO?+
An EOR is the full legal employer in a country where you have no entity; a PEO co-employs within your existing entity. EOR is what you need for international hiring without incorporation.
How fast can we onboard someone?+
Often within days once details and compliance checks are complete, depending on the country.
Who is liable for employment compliance?+
Gracemark, as the Employer of Record, carries employment liability and keeps you compliant and audit-ready.
Can you employ people we have already selected?+
Yes. If you have already chosen the people, we can act as their employer in the countries where we operate, run payroll and handle employment compliance. Share the countries, headcount and target start date and we confirm what each country requires.
What is needed to switch from our current EOR?+
We review the current contracts, salaries, benefits and notice terms, then plan the employment and payroll handover with you. Timing depends on the country, your current contract and the people involved, so we confirm it per case rather than promising one date.
What is included in an EOR cost review?+
We separate the parts of the cost: gross salary, mandatory employer contributions, benefits, our service fee and any one-time costs such as onboarding or deposits. You get a written quote for your exact countries and roles.
Can you review workers in several countries at once?+
Yes. Send the countries and headcount for each, and we review them together so you see one picture of the employment route, payroll responsibilities and cost components across the whole team.
Enterprise Advisory
Clear responsibilities. A workforce plan you can act on.
Hiring across markets or coordinating several providers? Get clear on who does what before you commit.
Gracemark brings national and global staffing, recruitment, employment support, payroll administration and managed delivery together through one accountable partner. Your scope identifies who handles sourcing, onboarding, local employment responsibilities, payroll and ongoing operations, so your team knows what is covered and who owns each next step.
Discuss my workforce requirementsAn Employer of Record can employ your people locally when you do not have an entity. An Agent of Record supports genuine independent-contractor arrangements; it is not a substitute for employment. Gracemark coordinates staffing, recruitment and the appropriate employment or contractor setup nationally, across LATAM and globally. Share the country, role and target start date so the team can outline costs, responsibilities and the onboarding plan for your situation.
Review my countries and hiring planYes. Gracemark can coordinate staffing suppliers, contractor arrangements and payroll streams, or support the MSP and VMS program you already use. Start with your existing roster and the problem you want to solve. The proposed scope sets out supplier responsibilities, governance, reporting and billing arrangements without requiring you to discard working relationships.
Review my existing workforce programIf you are leaving an EOR platform because of slow or inconsistent support or bot walls, Gracemark gives you an accountable human contact and a clear escalation path. For payroll errors or delays, your scope names payroll ownership and the review responsibilities before work starts. To avoid hidden fees and opaque invoicing, get scope and rates in writing within 24 hours. Country-varying compliance is assigned in the contract, not left as a marketing promise. And when EOR stops making sense, we explain the graduation path to your own entity and help build it, rather than locking you into one model.
Discuss the support my team needsExplore the rest of the workforce stack.
After you contact us, here's the path.
We understand your workforce goals, constraints, and the outcome you need.
We recommend the right workforce strategy and delivery model for your situation.
We design the engagement approach together, with clear terms and accountability.
We deploy and support your workforce, nationally or globally, as one partner.
You have the team. Put the employment and payroll support behind it.
Bring your current workforce arrangement and the change you need. Get a clear route for the people, payroll and responsibilities involved.
What does your current setup look like?
Share where the people sit today and what needs to change. Add headcount, countries or timing if you have them.
Looking for a job? Join the Talent Network instead, it takes about two minutes.
Leaving a platform that keeps failing you?
Is your employment platform costing you more than it saves?
- Support is slow or inconsistent, and tickets bounce around
- Payroll arrives late or wrong, and your people notice first
- Invoices carry fees nobody explained
- Compliance works in one country and fails in the next
- A bot wall stands between you and a human
- The contract makes leaving harder than staying
How the switch works
- Step 1
We review what your platform is getting wrong
Countries, people, invoices and open issues, in one written review.
- Step 2
We run payroll in parallel
Your people keep getting paid while we prove the numbers match.
- Step 3
We transfer employment cleanly
Contracts, benefits and records move with a written handover.
- Step 4
You stay managed with us, or graduate to your own entity
No lock-in. When an entity makes sense, we help you build it.
If you are leaving an EOR platform because of slow or inconsistent support or bot walls, Gracemark gives you an accountable human contact and a clear escalation path. For payroll errors or delays, your scope names payroll ownership and the review responsibilities before work starts. To avoid hidden fees and opaque invoicing, get scope and rates in writing within 24 hours. Country-varying compliance is assigned in the contract, not left as a marketing promise. And when EOR stops making sense, we explain the graduation path to your own entity and help build it, rather than locking you into one model.
The easy way to reach us
Ready to move forward?
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.