Global payroll on-demand. Automate billing and payments to your workforce and service providers.
London, England
Joined June 2015
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Virgin StartUp, here's what a Virgin StartUp loan can do and its impact 10 years later. In 2016, TFY received a Virgin StartUp loan of just GBP 5k. 10 years later, we are presumably the UK's #1 female-founded, bootstrapped unicorn. techround.co.uk/startups/cou…
We’re finalists! 🥳
TFY has been named a finalist in 2 categories at the British Recruitment Awards 2026.
From global contractor payroll to our free ATS for charities and NGOs, we’re proud to see our work recognised among 317 UK entries.
Next stop: London, 12 November. 💜
Most companies comparing Contractor of Record vs Employer of Record start by asking:
“Which one is cheaper?”
Wrong first question.
The better question:
Should this person actually be a contractor or an employee?
Here’s why 🧵
And classification isn’t a one-time checkbox.
A 6-month independent project can evolve into a 2-year embedded role.
When control, exclusivity, scope or responsibilities change, HR teams should reassess the relationship.
The takeaway:
Don’t choose the workforce model and then fit the worker into it.
Understand the real working relationship first.
Then choose CoR, EOR, direct contracting or direct employment.
We break it all down here 👇
transformify.org/blog/contra…
Here's a 3-question test for any Contractor of Record provider:
1. Who signs with the contractor?
2. Who carries misclassification liability?
3. What happens when you decide someone should be an employee?
If the answers aren't clear, the feature list isn't the problem.
🧵
And #3 may be the most revealing:
What if the worker shouldn't be a contractor?
A CoR can't make an employee-like relationship compliant simply by putting “independent contractor” in the agreement.
Sometimes the correct answer is employment.
That's why comparing CoR providers requires more than:
Countries ✓
Payments ✓
Contracts ✓
Price ✓
Compare the operating model behind those checkmarks.
We did exactly that in our latest guide to leading Contractor of Record providers:
transformify.org/blog/contra…
A thought for companies comparing Agent of Record providers:
Don't start with the providers.
Start with your contractors.
Otherwise, you risk buying against a feature checklist instead of the workforce you're actually trying to manage.
🧵
The same applies to “compliance protection.”
Look beyond the headline.
Ask about:
Classification methodology.
Contracting structure.
Indemnity exclusions.
Payments.
Offboarding.
Reclassification.
The details are where provider models start looking very different.
There isn't one “best” AOR for every international company.
There is a best fit for your contractor population.
Our latest guide compares TFY, Deel, Remote, Papaya Global, Skuad, RemoFirst & Worksome and what to note before choosing.
transformify.org/blog/contra…
AOR vs CoR sounds like a terminology question.
We think it's actually an accountability question.
Before choosing either, ask:
If this contractor relationship is challenged, who is responsible for what?
A short thread ↓
This is where feature checklists can be misleading.
Two providers may appear similar on paper while structuring responsibilities differently.
The question isn't simply:
“What does the platform do?”
It's:
“Where does its responsibility end and ours begin?”
So our suggested order is:
Map responsibilities
Understand the operating model
Identify the gaps
Then compare providers
Not the other way around.
We break down AOR vs CoR in our latest guide:
transformify.org/blog/contra…
