Employees and contractors across 27 EU member states plus the UK. Locally compliant contracts, in-language payroll, per-country benefits, and pre-hire vetting — through one team, one invoice, one admin portal. So you can scale a European workforce without hiring a European operations team.
Most teams don't need every product on day one. Start with the shape of your workforce — FTEs, contractors, or both — and the rest of the stack falls out of it.
The answers determine the minimum viable operations setup for your workforce shape. We'll only include what you actually need.
Legal employer in 27 EU states + UK. Locally compliant contracts, monthly payroll, statutory benefits — flat fee per hire.
Compliant B2B contracts across 27 EU states + UK, misclassification shield, invoice and payment flow — per contractor, per month.
GDPR-compliant pre-hire vetting — identity, right-to-work, criminal, credit, sanctions, references, education. One price per person.
Monthly runs, tax withheld and filed, multi-currency, statutory reporting — built into every EOR engagement at no separate fee.
Private health, pension top-ups, meal vouchers, wellness — designed per country, quoted per company, with 80+ carrier relationships.
Each product handles a specific contracting, pay, or admin responsibility. Together they cover every relationship you have with someone working in Europe — FTE, contractor, or candidate.
The contract layer — full-time employees and contractors in 27 EU states + UK.
The running-the-workforce layer — pay, benefits, and pre-hire vetting.
Your dedicated in-country people — payroll, benefits, HR, legal — on one channel.
EOR and Contractor of Record handle every way someone works for you in Europe. Employees get locally compliant contracts through our entity; contractors get B2B paper with the misclassification shield.
Payroll, Benefits, and Background Checks are the operational machinery. Payroll is built into EOR at no extra cost. Benefits design per country closes offers. Background Checks keep the pre-hire side clean.
Our ops and counsel team makes it feel like one product. One Slack channel, one monthly summary, one invoice — regardless of how many countries you're operating in.
Employer of Record, Contractor of Record, and the GDPR representative that hiring in Europe triggers. Full-time and contract workforce under one engagement — with Background Checks and Benefits available as you need them.
Full-time hires — legal employer, contract, payroll included.
Contractors with a misclassification shield, compliant B2B paper.
Hiring = EU personal data processing. Art. 27 rep required.
Almost never. Most companies start with EOR for FTEs and add Background Checks per hire. Contractor of Record comes in when you start engaging freelancers. Benefits comes in when you need to compete for senior talent. Payroll is included free with EOR. The recommender above will show your minimum stack.
EOR is for full-time employees — we become their legal employer, run payroll, handle statutory benefits. CoR is for independent contractors — we contract with them on a B2B basis, run invoices, and carry the misclassification shield. They serve different workforce shapes; teams often run both.
Yes. Every EOR engagement at $427 per FTE per month includes monthly payroll runs, tax withholding and filings, statutory benefits administration, year-end documents, and the admin portal. No platform fees, no per-run costs, no per-filing charges.
Benefits is quote-based because every country and every carrier prices differently. A discovery call produces a per-country, per-employee, per-carrier quote with transparent line-items — usually within 5 business days. There's no public rate card because there couldn't honestly be one.
Yes, and it's a common path. We run the misclassification analysis as the relationship deepens, then convert from Contractor of Record to Employer of Record cleanly — single counterparty, continuous tenure, no gap in pay or cover.
One master service agreement covers every product. Each product has its own schedule for the specific service, but the MSA, liability caps, and termination clauses are identical across the stack.
30-minute discovery call. Your minimum viable stack mapped and priced. First hire on payroll within a week.