"Our first Berlin engineer was on payroll six days after the offer. We'd been told by three other providers it would take six weeks."
Jordan Baumgartner
VP Talent · Series B infrastructure SaaS
We become the legal employer in the country of your choice. Your hire signs a locally-compliant contract, gets paid in EUR on local payroll, and accrues every statutory benefit. You direct the work. We carry the entity, the filings, the notice periods, and the works councils.
Local employment law varies wildly — notice periods, 13th-month salary, works councils, sick-leave cap-offs. We've built a single contract surface across all 27 member states so you don't have to learn them.
Gross salary is the headline. Employer contributions, statutory benefits, and EOR fees are the rest of the iceberg. Tune the inputs — the cost updates live.
Rates update live. For a contract, we'll produce a binding quote in the discovery call.
In year-one legal, accounting, and formation costs — not counting the ongoing filings.
Most EU "contractors" working full-time are legally employees. We absorb the back-tax exposure.
No per-feature upcharges. No "platform" fees. No percent-of-salary games.
Locally drafted in the national language and reviewed by in-country counsel. Role, comp, notice, IP — all aligned to your intent.
Monthly runs in EUR, GBP, or local currency. Tax withheld and remitted. Statutory reports filed. Employee gets a proper payslip.
Statutory health, pension, and parental leave managed end-to-end. Optional top-ups — private health, meal vouchers, equity admin.
Your new hire gets a dedicated portal — contract, banking, ID, tax forms, first-day checklist. We chase the paperwork.
RSUs, options, and cash bonuses processed through payroll with the correct tax treatment per country. No tax surprises.
When roles end, we handle severance, notice, release agreements, and health-care transition — by the book, on the calendar.
You send us the offer details. Country, salary, start date, equity terms.
Locally compliant contract in the national language. You review. Employee signs electronically.
Social security, tax ID, and health-insurance registrations filed. Bank account confirmed.
Pension plan, health cover, any optional benefits set up. Equipment shipped on your behalf if needed.
First paycheck scheduled. Employee onboarded to your Slack, GitHub, whatever. Your manager takes over.
From first EU hire to 50-person teams — EOR is how most non-EU companies staff Europe without the 6-month entity slog.
"Our first Berlin engineer was on payroll six days after the offer. We'd been told by three other providers it would take six weeks."
"We tried running them as contractors for nine months. EU Presence ran the exposure analysis, moved everyone to EOR in a week, no back-tax issue."
"Four countries, four payslips, one invoice. Our CFO went from dreading EU payroll to ignoring it."
"We graduated off EOR in Ireland once we hit 7 hires. They ran the entity setup and the migration — same team, no gap."
One flat fee per hire. Everything you need to employ legally in 27 member states plus the UK — no platform fees, no feature upcharges, no percent-of-salary games.
For 50+ EU headcount, regulated industries, or unionised workforces — with works councils and collective bargaining support.
The path most clients take: start with EOR, add a GDPR rep (hiring creates EU personal data), graduate to a real entity once headcount justifies it.
Legal employer in 27 EU states + UK. Payroll, benefits, contracts.
Hiring in the EU = processing EU personal data. Art. 27 rep required.
Once you hit 5+ hires in one country, incorporate and migrate off EOR.
We do, legally. Our local entity is the employer of record; the contract is between us and your hire. You direct their work day-to-day under a service agreement with us. This is how every compliant EOR operates.
Yes — options, RSUs, SAYE, and cash bonuses all flow through our payroll with correct local tax treatment. We work with Carta, Pulley, and most cap-table platforms.
Local rules apply — notice periods, severance, and sometimes just-cause requirements. We handle the process: notice letter drafted, severance calculated, release agreement executed. You pay the statutory amount; we don't add legal fees.
Not because of a single employee on EOR, in most cases. We structure the engagement to avoid PE exposure. If your hire signs contracts, takes management decisions, or holds inventory on your behalf, that changes — we flag it and discuss entity options (see Company Formation).
Rule of thumb: 5+ employees in one country, or longer than 12 months of intent. We'll tell you. Many clients run on EOR forever; some transition to entities — and we help with that too.
Yes. We run a misclassification analysis, draft the switch contracts, and migrate people across without gaps in pay or benefits. If a back-tax exposure exists, we quantify it and discuss remediation — often you're the one the authorities would chase, not us.
Send us the offer details. We'll have the contract out by tomorrow morning and the employee on payroll by Friday.