Get the model of work right.
Before you hire. In every country.
IC, AOR, W2/EOR, SOW, freelance, fractional: the model you choose for each person decides your tax, liability and cost, and most companies pick it by habit. Get it wrong and the bill arrives later as misclassification claims and back pay.
Most providers retrofit one product to every situation and pass you the risk. Gracemark sources the talent, sets the right model per role, per country, per outcome, and operates it through one compliant setup in 100+ countries. Tell us the roles and countries: you get a written model recommendation for each.
Ready to start?
Your Classification & Global Compliance Scope & Rate Breakdown.
Have a requirement? Send it in one line.
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.
- 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.
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.
What does this help you get done?
Most providers retrofit one product to every situation and pass you the risk. Gracemark sources the talent, sets the right model per role, per country, per outcome, and operates it through one compliant setup in 100+ countries. Tell us the roles and countries: you get a written model recommendation for each.
- Global Sourcing + Classification Together. We don't hand you a framework and leave you to find the talent. We source, classify, and engage, IC, AOR, W2/EOR, SOW, freelance, or fractional, in one motion across 100+ countries.
- Classification Right The First Time. Every role mapped to the correct model before contracts go out, with per-country tests applied (ABC, IR35, RUT, Loi Travail, §611a).
- Audit-Defensible Posture. Documentation built for finance, legal, and regulators, not just the contract label, but the substance of the relationship.
- Reclassification Risk Removed. Misclassification fines, back-pay, retroactive benefits, and tax exposure designed out of the workforce before they become findings.
Built to ship outcomes, not headcount.
We don't hand you a framework and leave you to find the talent. We source, classify, and engage, IC, AOR, W2/EOR, SOW, freelance, or fractional, in one motion across 100+ countries.
Every role mapped to the correct model before contracts go out, with per-country tests applied (ABC, IR35, RUT, Loi Travail, §611a).
Documentation built for finance, legal, and regulators, not just the contract label, but the substance of the relationship.
Misclassification fines, back-pay, retroactive benefits, and tax exposure designed out of the workforce before they become findings.
3–7 day sourcing-to-deployment in any model, across 100+ supported countries, not the 60–90 day cycles typical of stitched-vendor approaches.
IC, AOR, W2/EOR, SOW, freelance, fractional, all sourced, classified, and operated through one accountable team. No vendor stitching.
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.
Six work models. One sourcing engine. One classification framework. One operator.
Most workforce providers pick one vehicle and sell it everywhere, without the talent to back it up. Gracemark sources talent globally, then tests the substance of the relationship, control, exclusivity, duration, IP, supervision, against the country's classification test, then chooses and operates the model. All through one accountable team with 3–7 day deployment speed.
- ✓Independent Contractor (IC), sourced & classified
- ✓Agent of Record (AOR), sourced & managed
- ✓W2 / Employee of Record (EOR), sourced & employed
- ✓Statement of Work (SOW), sourced & outcome-managed
- ✓Freelance / Platform-based, sourced & screened
- ✓Fractional / Interim Executive, sourced & placed
- ✓Per-country classification tests & compliance
- ✓IP, tax, and benefits posture by jurisdiction
- ✓Funded Startups & AI Labs
- ✓Mid-Market Operators
- ✓Enterprise & Public Companies
Built for buyers who need speed and accountability.
You can't afford a reclassification finding in diligence. Classify right from hire one, scale globally without re-papering later.
Replace 4–7 fragmented vendors (staffing, EOR, AOR, contractor portals, payroll) with one classification-led operating model.
Audit-defensible classification across every country and every role. Workforce posture your CFO, GC, and external auditors can defend.
From outcome to deployed workforce.
We test substance (control, exclusivity, duration, IP, tools) against the target country's classification framework, not just the contract label.
We map the role to IC, AOR, W2/EOR, SOW, freelance, or fractional based on substance, country, retention, and risk posture.
Gracemark delivers the chosen model end-to-end, contracts, onboarding, payroll, benefits, IP, tax, and ongoing audit posture, through one partner.
Everything you need under one workforce strategy.
- True project / specialist work
- Multi-client, independent methods
- Country-by-country classification test
- IP assignment + confidentiality posture
- Risk-scored before contract
- Compliant contractor payments at scale
- Tax, IP, and classification managed
- Lower cost than EOR for genuine ICs
- Country-eligibility pre-screened
- Ongoing classification monitoring
- Full employment with statutory benefits
- 100+ countries, no entity required
- Equity, PTO, severance, payroll handled
- Lowest reclassification risk
- Default for ongoing or regulated roles
- Outcome-priced engagements
- Deliverables, milestones, acceptance
- Vendor model, not headcount
- Right vehicle for pods and managed services
- IP and confidentiality engineered in
- Short-form, micro-engagement work
- Marketplace and platform-sourced talent
- Per-engagement classification review
- Cross-border payments compliant
- Best for episodic specialist needs
- Executive-level capacity, part-time
- Multi-client posture, contractor-shaped
- Equity, advisory, and IP frameworks
- Right model for fractional CXO, GTM, RevOps
- Bridge to permanent when needed
The workforce layer behind AI adoption.
Most providers sell their inventory. We start with the classification framework. The model follows the substance and the jurisdiction, not the sales motion.
We see the audit findings, the reclassification settlements, the IRS / HMRC / SUNAT letters. Gracemark was designed to remove that exposure, not inherit it.
IC, AOR, W2/EOR, SOW, freelance, fractional, all delivered through one accountable team. No vendor stitching, no model gaps, no orphaned compliance risk.
AI-augmented roles, hybrid human/AI workflows, and pod-shaped delivery break old classification playbooks. We re-engineered the framework for how work is actually done now.
Questions buyers actually ask.
Why is classification the highest-risk decision?+
Because regulators don't honor the label on the contract. They look at substance: who controls the work, who provides tools, how exclusive the relationship is, how long it runs, who carries IP. When substance and label diverge, you owe back-pay, statutory benefits, payroll tax, severance, and often penalties. In funded companies and IPO-track orgs, a reclassification finding is also a diligence event.
How is Gracemark different from a typical EOR or contractor platform?+
An EOR sells employment. A contractor platform sells contracting. Both retrofit one product to every situation. Gracemark starts with the classification question, IC, AOR, W2/EOR, SOW, freelance, or fractional, selects the right model per role and country, then operates it through one infrastructure with a full service layer, workforce, talent, AI, consultancy, and terms. We're a classification specialist that operates all six vehicles, not a single vehicle dressed up as a strategy.
What countries do you cover?+
100+ countries across the Americas, EMEA, and APAC, with per-country classification tests, statutory benefits handling, IP regimes, and tax treatment baked into the model selection.
Can you re-paper an existing workforce?+
Yes. We frequently take over fragmented or misclassified workforces, re-classify role by role and country by country, and migrate onto one compliant operating model with no service interruption.
Do you cover IP, equity, and confidentiality?+
Yes. IP assignment, equity passthrough, confidentiality, and non-compete posture are designed into the model, and vary by classification and jurisdiction. We handle the legal substrate so your team doesn't.
Explore 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.
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.