Let’s Find the Right
Solution for Your
Global Team.

Understand how an EOR arrangement can help you hire in a supported market without setting up your own local entity. The right structure depends on the country and your circumstances.

Employment requirements differ from one country to another. We help you identify the key questions and information to review for your intended market.

Plan international recruitment with a clearer view of the employment steps, documentation and support that may be needed before a start date.

Explore the immigration process relevant to your employee’s destination, including the documents and milestones that may apply to the case.

Organize payroll information and responsibilities for your workforce with a process designed around the agreed service scope and local requirements.

Keep employee administration organized with clear information, defined responsibilities and practical support throughout the agreed process.

If establishing a local entity is part of your expansion plan, review the market-specific steps, expected documentation and professional advice required.

Start with your target countries, hiring timeline and operating model. These details help determine which employment route may fit your plans.

Before entering a new market, map your hiring goals, expected headcount, timing and local support needs so that decisions are based on a clear plan.

Know what information is needed, who is responsible for each step and where questions should be directed during the engagement.

A defined communication process helps keep questions, updates and next steps organized throughout your project.

Prepare onboarding information early so employment details, required documents and internal responsibilities are easier to coordinate.

Create a checklist of documents and information required for the relevant country and service before the process begins.

Build a realistic timeline around the destination country, employee circumstances, documentation and any required approvals.

Confirm the countries, services, responsibilities and deliverables covered by your agreement before work begins.

Check the current country coverage list before making hiring decisions. Availability and service scope can vary by market.

Align international hiring decisions with your business goals, expected roles, budget and plans for future growth.

When building a distributed team, consider employment arrangements, payroll coordination and the employee support required in each location.

Plan relocation-related steps around the employee’s destination, immigration pathway, timing and individual circumstances.

Gather accurate personal, employment and destination details early to help identify the appropriate immigration process to review.

Accurate employee details and timely payroll inputs help support an organized payroll administration process.

Set out how employee changes, onboarding information and routine HR requests will be shared and handled.

Agree on which tasks sit with your internal team, Your Expert Support and any local specialists involved in the process.

After discussing your requirements, identify the next actions, the information still needed and the decisions that must be made.

Share your business model, target markets and workforce plans so that the proposed support can be assessed against your actual needs.

Smaller teams can benefit from planning international employment steps before making commitments in a new country.

As your headcount grows, revisit your country mix, employee administration workflow and the responsibilities assigned to each team.

For hiring across several markets, keep a country-by-country view of timelines, documentation and service availability.

Compare possible employment routes against your planned hiring volume, launch timing and longer-term presence in the market.

Requirements may depend on local law and the facts of each case. Confirm country-specific obligations with appropriately qualified advisers.

A clear process explains what is included, what information is required and which matters need separate specialist advice.

Share employee and business information through appropriate channels and only where it is needed for the agreed service.

Clear instructions and timely updates can help employees understand what information is needed from them and what happens next.

Bring HR, finance, operations and leadership together early to reduce confusion about ownership and timing.

Coordinate the payroll-related information and internal approvals needed for the agreed workforce administration process.

Do not assume every immigration case follows the same schedule. Timing depends on the destination, application type and individual circumstances.

Review names, dates and supporting details carefully before documents are submitted to the relevant authority or specialist.

When an employee’s role, location or status changes, check whether the change affects the agreed employment or immigration process.

Define how recurring employee updates and administrative questions will be managed after onboarding.

Identify questions that need qualified legal, tax or immigration advice rather than relying on a general overview.

Set expectations around scope, timelines and dependencies at the start, and revisit them when circumstances change.

A productive consultation starts with your target countries, expected roles, desired start dates and the main questions you need answered.

Compare employment options based on your business objectives and the practical requirements of each destination, not on a one-size-fits-all assumption.

Prioritize target markets by hiring needs, business strategy and the feasibility of the employment route you intend to use.

Keep key actions, owners and outstanding information visible so stakeholders can track progress without relying on informal updates.

Choose processes that can be reviewed as your workforce expands, while confirming that each service remains available in the relevant country.

A structured channel for questions and updates helps the team address information gaps and clarify the next step.

Confirm the intended service, country coverage, responsibilities, pricing and any exclusions before authorizing work.

Tell us where you plan to hire, what support you are considering and when you hope to begin. We can discuss the next steps based on that information.

Use the consultation to clarify your priorities, identify open questions and understand which services and country-specific checks may be relevant to your plan.