The most accountable global EOR & AOR.
We operate it. We carry the liability.
You found the right person in another country. Now the hard part starts: who legally employs them, how payroll and benefits run, and who answers when a local rule changes. Most platforms give you a portal, ask for a one-to-three-month deposit, and leave the compliance risk on your side of the contract.
Gracemark works the other way. We act as the employer (EOR) or engage contractors properly (AOR), run payroll and local support, and carry the employment liability ourselves, in 100+ countries, with a named person you can call. Tell us the countries and how many people, and we come back with the setup and the full cost, in writing.
Ready to start?
Your Global Employment 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.
We don't start with a service. We start with the business outcome, then design the right workforce strategy.
What changes when the people are already selected?
Already have the people? Put employment, payroll and local support around the team you want to keep. Recruiting drops out of scope. The decision becomes how each person should be employed or engaged, who directs the work, who runs payroll and benefits, which party carries local compliance responsibilities, and whether EOR, payroll or AOR fits the real relationship.
- We Carry The Liability. Gracemark holds employer, classification, and compliance liability contractually, it doesn't quietly sit on your side of the fine print.
- Terms, Not Deposits. Where platforms require a one-to-three-month security deposit before payroll runs, we extend commercial payment terms and float the float.
- Pricing You Can Predict. Transparent, all-in pricing, no surprise FX spreads, setup fees, or offboarding surcharges eroding the quote you signed.
- Fully Compliant, Everywhere. Owned and partner infrastructure reaching 100+ supported countries and all 50 U.S. states, with audit-ready classification built in.
Built to ship outcomes, not headcount.
Gracemark holds employer, classification, and compliance liability contractually, it doesn't quietly sit on your side of the fine print.
Where platforms require a one-to-three-month security deposit before payroll runs, we extend commercial payment terms and float the float.
Transparent, all-in pricing, no surprise FX spreads, setup fees, or offboarding surcharges eroding the quote you signed.
Owned and partner infrastructure reaching 100+ supported countries and all 50 U.S. states, with audit-ready classification built in.
A dedicated team runs onboarding, payroll, compliance, and support, you get an operator, not another dashboard to manage.
EOR, AOR, staffing, master vendor, and MSP support under a single relationship and one orchestration layer.
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.
Global EOR & AOR, operated for you, not handed to you.
We are your employer of record, agent of record, payroll provider, and local staffing partner in 100+ supported countries and the entire United States. You define the workforce strategy and the outcome; we run the execution layer, carry the compliance liability, and orchestrate it as one managed service, not a tool you have to operate yourself.
- ✓Employer of Record (EOR), global
- ✓Agent of Record (AOR), global
- ✓Global payroll & multi-currency billing
- ✓USA staffing, any field, any state
- ✓Local staffing programs & recruitment
- ✓Master vendor & MSP support
- ✓White-label EOR/AOR for staffing agencies
- ✓Contractor compliance & classification
- ✓Enterprise
- ✓Mid-Market & SMB
- ✓AI Labs & High-Growth
- ✓Staffing Agencies
Built for buyers who need speed and accountability.
Standardize global employment, consolidate fragmented EOR, payroll, and contractor vendors, and move liability off your balance sheet onto an accountable partner.
Hire your first, or your hundredth, international and U.S. employee without entities, large deposits, or a portal you have to run yourself.
Stand up evaluators, reviewers, and AI-ready talent globally at speed, with compliance and classification handled as you scale.
Use Gracemark as your white-label global EOR/AOR engine to expand into new markets without building entities or compliance teams.
From outcome to deployed workforce.
We assess countries, states, roles, and the right model, EOR, AOR, staffing, or contractor, per role and per market.
Contracts are structured so Gracemark carries the employer, tax, and classification liability, on commercial terms, not deposits.
We onboard, pay, support, and stay compliant, one accountable team across every market you enter.
Everything you need under one workforce strategy.
- Contractual liability held by Gracemark
- Worker classification & audit defense
- Statutory benefits & local labor law
- Permanent establishment guidance
- IP & data protection
- Payment terms instead of deposits
- Transparent all-in pricing
- No FX or offboarding surprises
- Multi-currency payroll
- Consolidated or local invoicing
- 100+ supported countries
- All 50 U.S. states, any field
- LATAM nearshore strength
- EMEA & APAC reach
- Owned + trusted partner network
- Dedicated account team & SLAs
- 5-10 business days for EOR onboarding
- Recruiting & local staffing
- Equipment & onboarding ops
- Single operating model
- Master vendor programs
- MSP support & administration
- White-label EOR/AOR for agencies
- Global expansion enablement
- Vendor consolidation
- Technology & AI
- Oil & Gas / Energy
- Financial Services
- Healthcare & Life Sciences
- Manufacturing, Logistics, Retail & Public Sector
The global employment layer enterprises actually trust.
The DIY platform market hands you software and leaves you to run the program. Gracemark runs it for you, recruiting, employment, payroll, compliance, and support as one managed service.
Employer, tax, and classification liability sits with Gracemark contractually, not pushed back onto your team through platform terms of service.
Instead of locking up one-to-three months of payroll as a deposit, we extend commercial terms, so your capital stays in your business.
All-in, transparent pricing without the FX markups, setup fees, and offboarding charges that quietly inflate platform invoices.
Global EOR, AOR, USA staffing, master vendor, MSP, and white-label, orchestrated through a single relationship instead of stitched-together vendors.
The same accountable, compliant model, and the same orchestration layer, whether you're an AI lab, an SMB, the mid-market, or a global enterprise.
Questions buyers actually ask.
What changes when our people are already selected?+
Recruiting drops out of scope. We review each person's country and working relationship, then map employment or contractor status, payroll, benefits, contracts, local compliance responsibilities and the right route: EOR, payroll through your entity or AOR where independent contracting genuinely fits.
Who handles a local employment issue once someone is on board?+
A named Gracemark contact, not a ticket queue. As the employer, we take the local question first, coordinate with our in-country partners where needed, and tell you what we will handle and what needs your decision.
How does payroll coordination work each month?+
You confirm hours, changes and expenses before the cut-off. We run the local payroll, statutory deductions and filings, then send you one clear invoice. Questions go to the same contact who knows your team.
What happens if something needs to be escalated?+
Your contact escalates inside Gracemark to the country and compliance leads and keeps you informed until it is resolved. You get a clear owner and a next step, rather than a support article.
Can we change terms, add people or end an engagement after onboarding?+
Yes. Salary changes, new hires, role changes and terminations are handled through the same contact. We set out the local steps, notice and cost for each change before anything is actioned.
How is Gracemark different from a DIY EOR platform?+
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.
Do you require a security deposit before payroll?+
No large up-front deposit model. We extend commercial payment terms and carry the working-capital float, so your cash stays in your business rather than locked with a provider.
Who is responsible if there's a compliance or misclassification issue?+
Gracemark. We structure engagements so employer, tax, and classification liability sits with us contractually, backed by audit-ready documentation and per-country classification tests.
Can you support U.S. staffing as well as global EOR?+
Yes. USA staffing across any field and all 50 states is a core strength, alongside global EOR, AOR, payroll, and local staffing programs, all under one partner.
Can staffing agencies use Gracemark as a white-label partner?+
Yes. We act as the white-label global EOR/AOR and compliance engine behind local staffing agencies expanding into new markets, your brand, our infrastructure and liability.
How fast can you onboard?+
EOR worker onboarding typically takes 5-10 business days. The country-specific scope confirms the start date, responsibilities and any equipment or local onboarding requirements.
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.
Common Question
Already have an EOR or global payroll provider? You don't have to choose.
Most of our work starts alongside someone else. We complement, backfill, or replace, your call, and we say so plainly before any work begins.
We complement
Keep your incumbent. We take the requests they can't cover, new countries, new models, niche skills.
We backfill
Sit behind your program as the delivery partner, in your name or ours, without disrupting what works.
We replace
Only if you want us to, and only where the numbers and service levels justify the switch.
Make your current workforce setup easier to run.
Tell us what keeps recurring: payroll errors, slow answers, unclear responsibilities or rising costs. We review the issues, costs and responsibilities and set out practical options. That can mean fixing the setup you have, moving part of it, or changing nothing. We do not repair another provider's software.
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.