Global staffing is where sourcing meets compliance. It is not enough to find the person, you have to employ, pay, and manage them legally in every country you operate. Gracemark unifies all of it, sourcing plus EOR, AOR, and payroll, so your global team runs like one team.
From a single hire in Bogotá to a distributed engineering squad across five countries, Gracemark handles sourcing, employment, and compliance under one accountable partner.
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Your Global Staffing Services Scope & Rate Breakdown.
Describe the role, team, country or problem. We come back with the right model and a written next step, whether it's one hire or a full program.
Write a line about what you're trying to do, leave a contact, and we come back with the right next step in writing within 24 hours.
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We don't start with a service. We start with the business outcome, then design the right workforce strategy.
Yes. Send the roles, countries, skills and start date. Gracemark recruits one role or a full team, then sets out who employs or engages each person and who manages the work. If the people are already selected, the need is employment or payroll rather than recruitment, and we scope that instead.
Start with the role, seniority, language, working hours and hiring country. Separate candidate sourcing and selection from the employment or engagement arrangement; the written scope identifies who recruits, who contracts with the worker, who runs payroll and who directs the work.
One partner for global sourcing, plus employment and payroll in 100+ supported countries.
Local labor law, tax, and benefits handled in every market.
Regional authority across Mexico, Colombia, Brazil, Argentina, and beyond.
Global talent that overlaps U.S. business hours when it matters.
No stitching together vendors per country, one relationship, one contract.
Hire in days, not the 3–9 months an entity takes to spin up.
Global staffing sources talent internationally and employs them compliantly on your behalf through Employer of Record or Agent of Record, with global payroll running underneath. You get one accountable partner instead of a different vendor in every country.
Distributed teams across multiple countries under one workforce partner.
Hire your first international employees without opening entities.
Access global engineering talent without global HR overhead.
Consolidate country-by-country vendors into one accountable partner.
Roles, seniority, employment model, and target markets, scoped together.
We recruit locally and employ compliantly via EOR or AOR, with global payroll.
You direct the work; we manage compliance, payroll, and country expansion.
No stitching vendors per market, one accountable relationship globally.
Most global vendors do one or the other; we do both under one contract.
Deep regional authority in Latin America, plus compliant employment in 100+ supported countries.
Real humans, real guidance, not a ticketing system.
Both, depending on the role. For common roles we start from people already in our network and recent searches. For specialist or senior roles we run a dedicated search against your brief. Either way, you see screened candidates against your requirements before anyone starts, and you decide who joins. Send the role, location and start date and we will tell you which route fits.
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.
Global staffing combines international recruitment with the employment or contractor arrangement and payroll support each role needs. Gracemark coordinates those responsibilities through one partner. Share the roles, countries and start dates for a written scope within 24 hours; the model depends on your local entities and how the work will be directed.
EOR is the employment mechanism. Global staffing includes the sourcing, recruiting, and ongoing team management on top of EOR or AOR. Gracemark delivers both under one contract, so you get a hired, employed, and paid team, not just an employment shell.
We recruit globally and employ and pay in 100+ supported countries through owned entities and vetted in-country partners, with other markets reviewed on request, with deep LATAM authority across Mexico, Colombia, Brazil, Argentina, Costa Rica, Chile, and Peru, and full coverage across North America, EU, UK, APAC, and the Middle East.
Most global hires onboard within 5 to 15 business days after selection, depending on country and role. Entity setup takes 3 to 9 months, EOR-backed hiring is measured in days.
No. Employer of Record lets you hire compliantly without opening an entity. When you scale past ~15–20 employees in a country, we can help you transition to your own entity if it makes strategic sense.
If the person is already selected, you may need employment, onboarding and payroll rather than a new recruitment search. Send the country, role, proposed start date and existing employment arrangement. Gracemark scopes the relevant employment or payroll route and its responsibilities; recruitment can be added separately when another role needs sourcing.
A staffing agency sources and evaluates talent and may also employ the people it supplies. An Employer of Record is the legal employer under the agreed local arrangement and handles employment administration, payroll and required benefits. EOR does not automatically include recruitment. A buyer who needs both can scope sourcing and employment together through Gracemark, with the responsibilities made explicit.
Send skills, location, working hours, compensation assumptions and target start date.
Compare recruiting and staffing with the local employment arrangement needed for each country.
See sourcing responsibilities, selection stages, employment handoff and commercial terms together.
Execute the agreed hiring route and worker support responsibilities, with one coordinating partner.
Hiring in Latin America
We employ your people legally in the country while you decide whether an entity is worth it, so hiring can start in days.
REPSE registration for specialized services, wage floors, IMSS social security, INFONAVIT housing contributions and termination rules are scoped in writing.
CLT employment contracts, FGTS severance fund deposits, the 13th salary and eSocial reporting are owned and reported, not left to you.
Time-zone aligned, bilingual talent, with region owners who know each market and no lock-in to one model.
LATAM delivery depth
Recruitment, employment, payroll and nearshore delivery across Latin America, with local rules scoped market by market. These evidence-backed guides connect the talent opportunity to the employment checks.
LATAM's largest economy and deepest Portuguese-speaking talent market, with major technology, finance, industrial, energy and customer-operations capability.
Employment planning: EOR for initial hires; entity/payroll assessment for material long-term headcount. Federal, state and collective wage floors.
Read the Brazil hiring guide →A top nearshore market for technology, customer success, finance, operations and multilingual support, with excellent U.S.-time overlap.
Employment planning: EOR for initial hires; direct entity/payroll evaluation for durable scale. Annual minimum-wage and transport-allowance changes.
Read the Colombia hiring guide →A premier LATAM source of English-capable engineering, design, finance, marketing and operations talent with strong U.S.-time overlap.
Employment planning: EOR or carefully structured contractor engagement for initial talent; entity/payroll assessment for durable scale. Frequent wage and tax changes.
Read the Argentina hiring guide →One of LATAM's strongest shared-services, technology, life-sciences and bilingual professional hubs, with stability and strong U.S. collaboration.
Employment planning: EOR for initial employees; entity or payroll assessment for durable shared-services operations. Occupation-specific minimum wages.
Read the Costa Rica hiring guide →Gracemark's flagship nearshore market: deep bilingual talent, close U.S. time-zone overlap and strong manufacturing, technology, finance, support and shared-services capacity.
Employment planning: EOR for initial employees; entity or payroll assessment as headcount becomes durable. Federal versus northern-border wage floors.
Read the Mexico hiring guide →The easy way to reach us
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