EOR · Payroll · Staffing · Workforce programs
A better provider. A carefully planned handover.
Late payroll, unclear invoices or support that goes nowhere? Bring the recurring issue and the countries involved. Gracemark maps the replacement model and transition responsibilities before you decide to move, without forcing an unnecessary change to your whole program.
Scope and next steps in writing within 24 hours. No meeting required.
Start with what is not working
Tell us the service being replaced, affected countries and the issue you want resolved. Provider name, worker count, next payroll date and desired transition date are useful if known, but are not required just to ask for help.
Protect payroll and worker continuity
We review the payroll calendar, outstanding balances, benefits and worker-support needs. The transition scope assigns cutover ownership, reconciliation and any parallel checks appropriate to the engagement. A transition date is agreed only after the requirements are understood.
Confirm the right employment model
If you have a local entity, we assess recruitment and payroll support around that entity. If you do not, we review the available employment route. Existing contracts and country-specific transfer requirements determine what can move, and how.
Make the handover explicit
Agree data transfer, access, employee communications, notice requirements and the outgoing provider's responsibilities. We identify local review needs and dependencies before launch, rather than assuming every employment arrangement transfers unchanged.
Resolve the commercial gaps
Your proposal explains the cost basis, inclusions, service responsibilities and exit or transition assumptions. Compare the new arrangement with the problem you are fixing, not just a headline fee.
One accountable next step
Send the requirement for a written scope within 24 hours. A Gracemark specialist reviews the delivery options, open assumptions and information needed to complete the handover plan. You approve the approach before implementation starts.
What your written scope makes clear
- Recommended model matched to your entity status
- Payroll and worker continuity requirements
- Handover ownership and country dependencies
- Costs, proposed sequence and information needed