Budgeting 2027 headcount? Salary is only the start. Brazil adds 31% in employer cost, Germany 20.9%, the UK 15% National Insurance. The Philippines requires a 13th month. Build each hire from the country up, then add the EOR fee.

Open Q: did your EOR ever miss or mishandle a statutory bonus payment? Late, wrong, or never paid? Tell us what happened.

Visa support letter, explained. It tells immigration officers the job is real. With an EOR, the EOR signs it, not your company. It is not the same as an offer letter, and the rules change by country. Full entry: link in bio.

13th month pay is an extra month of salary on top of the usual 12. Required in the Philippines, Brazil, Italy, Spain and Mexico. Not required in Germany. Check the country before you set the offer.

Poll: are you planning to renew, renegotiate, or switch your EOR next year? Most teams renew by default. The contract just rolls over. Which one are you? Renew, renegotiate, or switch?

Hiring in Italy? Employer social security adds 31.6% on top of gross pay. Leave is 20 days plus 12 public holidays, notice is 4.5 weeks, and a 13th-month salary is mandatory. Full guide: link in bio.

Renewing your EOR soon? Do a quick review first. It takes an hour. Check what you pay against what you signed. Find the notice deadline before it passes. Compare options so you can negotiate. Renew on purpose, not by default. Compare EOR providers: link in bio.

Have you ever used an EOR during a merger or acquisition? The people usually come with the deal. An EOR keeps them paid and compliant on day one while the entity side gets sorted. Tell us what happened.

Remote vs Multiplier. Remote covers 186 countries, Multiplier 171. Multiplier rates higher (4.7 G2, 4.9 Trustpilot). Remote has way more reviews backing its score. Reach vs rating, pick your priority.

Acquiring a company with people abroad? You don't need a local entity to keep them on payroll. An EOR can become their legal employer right away. Team stays paid while you sort out entities later.

Your EOR messes up. Who is on the hook? Misclassify a worker or miss a filing, that is usually on the EOR. Bad day to day management call, that is on you. Who do you think carries the risk?

RemoFirst: from $199/mo, $25 contractors, 179 countries. Multiplier: from $400/mo, $40 contractors, 171 countries. Multiplier leads on rating (4.7 vs 4.4). RemoFirst wins on price and reach.

Myth: an EOR compliance mistake is entirely their problem. Fact: they cover most statutory and payroll risk. You still own how work gets directed and your IP. Not a full liability shield.

Your EOR misses a payroll deadline abroad. Next move: Check the SLA. Contact support, get a fix date in writing. Tell your employee what's happening. A good EOR has a process for this. If they don't, that tells you something.

GEO = Global Employment Organization. Same job as an EOR, different name for it. The real question is not GEO vs EOR. It is GEO vs PEO. A PEO needs you to already have a local entity. A GEO does not.

SLA, in plain terms: how fast will your EOR actually respond when something goes wrong? It needs to be in the contract, not just a promise from a sales call.

What surprised you most about the true cost of hiring internationally? In France employer contributions add 36.3% on top of salary. Before fees, before benefits. Most people only budget the salary. What caught you off guard? Tell us below.

Deel vs Teamed. 153 vs 108 countries. G2: 4.7 (6,940 reviews) vs 4.5 (74 reviews). Deel adds payroll to its lineup, Teamed does not. Deel wins on scale, Teamed wins on hands-on support.

Total Cost of Employment is not the salary. It is salary plus employer contributions (21% in Germany, 30%+ in Spain) plus mandatory extras plus severance exposure. Ask your EOR to break it down.

Have you ever hired through an EOR who needed visa sponsorship? Yes, smooth Yes, headache No Not sure Tell us below.