"We lost two engineers to competitors over the benefits package. After rebuilding with EU Presence, our offer-accept rate went from 60% to 88% in one quarter."
Kira Jørgensen
VP People · Series B SaaS · Copenhagen
Private health, pension top-ups, meal vouchers, life & disability, wellness stipends — the package employees expect, designed for each country you hire in. One vendor relationship, one enrollment flow, one invoice. Quoted per company because every country, every carrier, and every company shape costs differently.
Statutory coverage is built in. Standard and Premium layers are where hiring competitiveness lives — the package that decides whether a Senior Engineer in Berlin picks you or the other offer.
Handled automatically through Employer of Record. Contributions are part of employer costs already in the EOR fee.
The baseline for being seriously considered by mid-market tech talent. Private health + one meal / commuter benefit + one wellness credit.
For senior talent benchmarks. Dental, vision, dependents, mental health, extensive equity admin, learning budgets, family support.
What's competitive in Berlin looks very different from what's competitive in Lisbon. We benchmark per market, every six months, against actual offers seen in the wild — not against last year's industry report.
Top-up cover in public-system countries (DE, NL, FR) or primary-carrier cover in private markets. Dependents, dental, and vision as add-ons.
Ticket Restaurant, Edenred, Pluxee, Sodexo, SZÉP, Multisport — and every country's equivalent. Tax-advantaged where local rules allow.
Company-matched pension above statutory. Private pension plans (bAV DE, PPR PT, PRSA IE) set up per country with compliant vendor mapping.
Group life insurance (typically 2–4× salary), income protection, accident insurance, critical illness cover — carrier-matched per country.
Mental-health subscriptions, gym reimbursements, fertility and family support, parental top-ups. Flexible stipends where local rules allow.
RSUs, options, ESPP processed through payroll with correct per-country tax treatment. Integrates with Carta, Pulley, and most cap-table tools.
Build your package per country in one view. Employees enroll through a self-serve portal in their language. Your finance team sees per-country costs, take-up rates, and utilization in one report.
60 minutes. We map your headcount by country, current packages (if any), target comp band, and hiring goals for the next 6 months.
We draft a per-country package that hits your target positioning (Standard or Premium) and send a formal quote — costs, carriers, tax treatment, take-up assumptions.
Once you sign, we set up the carriers per country (typically 2–3 weeks). Employees enroll via the self-serve portal; we handle everything on the carrier side.
Renewals, claims support, new-hire enrollment, offboarding, annual benchmarking — managed by your dedicated benefits admin. You stay informed, not operational.
// Per-country line items, transparent Germany · 4 employees DKV private health €148 / emp / mo bAV 5% match €218 / emp / mo BahnCard second class €62 / emp / mo Urban Sports Club €40 / emp / mo France · 3 employees Alan mutuelle + dental €95 / emp / mo Swile TR (€9/day) €180 / emp / mo Forfait mobilités €50 / emp / mo // Full breakdown · all carriers named // Tax treatment noted per line // Monthly group-vendor invoice consolidated
Salary is table stakes above a certain level. What closes candidates is the full package — private health, pension match, meaningful wellness, and a meal card that shows up when they eat.
"We lost two engineers to competitors over the benefits package. After rebuilding with EU Presence, our offer-accept rate went from 60% to 88% in one quarter."
"French candidates stopped asking for Ticket Restaurant — they saw it in the offer letter. That single line moved deals."
"Our first Berlin hire wanted full private health, not statutory. The carrier was live by his start date — one setup call handled it."
"Employees see take-up, cost, and renewal dates in one portal. I stopped being the benefits help desk."
Benefits pricing depends on real inputs that change per deal: which country, which carrier, group size, demographic mix, and which package layer you want to land on. A rate card that averaged across those would be useless in both directions — it'd overprice small, simple setups and underprice complex ones.
Our discovery call produces a per-country, per-employee, per-carrier quote — a transparent breakdown you can compare line-by-line against any alternative. Quotes are valid for 60 days. Renewals are re-benchmarked annually.
Private health in Germany runs €120–180 / employee / month. In Portugal, €45–80. Same coverage level, different markets.
Carriers rate-differentiate at 10, 25, and 50 employees. Age mix and dependents count both shift the premium.
Standard vs Premium is a 2–3× cost delta. Adding dental, mental-health, and family benefits each add a discrete line.
Some benefits are employer-paid and tax-free (meal vouchers FR). Others are grossed up (private health DE). That changes the net cost.
Every country's health, pension, and benefit economics are genuinely different — and within a country, carriers rate-differentiate by group size, age mix, and dependents. Posting an average would mislead both small and large companies. Instead we produce a per-country, per-employee, per-carrier quote in 5 business days. Fully transparent line-items, no platform fees.
In most cases yes. Benefits are administered through an employer relationship, and our EOR is that employer on your behalf. If you have your own EU entities, we offer standalone benefits administration — that's a separate Enterprise conversation.
Within a country, yes — employees enroll through a self-serve portal where they can adjust dependents, add vision, or opt up a tier where offered. Your company sets the guardrails (fixed or flexible spend) when we design the package.
Every engagement is re-benchmarked annually. We review take-up, carrier performance, and market rate cards. You get a renewal report with recommended adjustments before the carrier's renewal window — not after you've auto-rolled into a worse rate.
We can layer on top of your existing carriers, or migrate them cleanly. Migration typically takes one benefit cycle; we parallel-run and confirm no lapse in cover before cutover.
Technically payroll — and included with EOR at no additional cost. But benefits administration covers the tax-and-filing side of equity events, RSU vestings, and ESPP cycles. Both products work together for regulated comp like Dutch 30% ruling or Portuguese NHR.
60-minute discovery call. A per-country, per-carrier quote by end of week. Benefits live across every country you hire in — before your next offer goes out.