Question 1

What is the difference between an RPO and a staffing agency?

Accepted Answer

A staffing agency finds you a candidate and charges a placement fee, usually a percentage of first-year salary. An RPO takes over part of your hiring function on an ongoing basis, typically on a retainer or cost-per-hire, and is aimed at volume. Both leave you as the legal employer, so both assume you already have an entity in that country.

Question 2

How much do EOR services cost?

Accepted Answer

EOR pricing is normally the employee's compensation plus a provider fee, charged either as a flat monthly amount per employee or as a percentage of payroll. We charge one all-in monthly fee — staff compensation plus a flat management fee per seat, with no placement fees, no percentage cuts, and no per-payroll transaction charges. What moves the total is role seniority, country of employment, team size, shift pattern, and whether you want us to manage the work as well as the employment.

Question 3

How long does it take to fill a role?

Accepted Answer

It depends on the role. Scoping and benchmarking takes days, your interviews run at your pace, and contracting and onboarding after you decide takes days. The variable part is sourcing, which is faster for customer support and back-office roles than for scarce technical skills. Either way it is weeks, against the six to twelve months it takes to register your own entity before you can make a single offer.

Question 4

What happens if the hire does not work out?

Accepted Answer

We recruit the replacement at no additional recruiting cost, and because we are the legal employer we also handle the exit — notice period, final pay, statutory obligations, and equipment return. You are not managing a termination in a country whose labor law you do not know.

Question 5

Do we get to interview and choose the candidate?

Accepted Answer

Always. We send a shortlist of people we would hire ourselves, you interview whoever you want, and you make the decision. If the shortlist is wrong, tell us why and we will go again. We've never placed someone a client did not choose.

Question 6

What countries do you recruit in?

Accepted Answer

Our own recruiters are in the Philippines and Colombia, which is where our hiring is fastest and deepest. We can employ your hire in 120+ countries. If you are open on location, ask us where the talent for your role actually sits — the answer is often not the country you had in mind.

Question 7

Can you recruit into our own entity instead of employing them?

Accepted Answer

Yes. If you already have an entity in the country and only want recruiting capacity, we will scope that as a recruitment support engagement and hand you the hire to employ directly. Michael Page uses us this way to run recruitment operations offshore.

Question 8

Will they work our hours?

Accepted Answer

Yes. Time-zone alignment is set when we scope the role, and it is normal rather than a premium — Philippine teams routinely cover US business hours, and Colombia overlaps North American hours naturally. We tell you up front what a given shift pattern does to compensation, because night differentials are real and we'd rather price them honestly.

Question 9

What is the minimum to get started?

Accepted Answer

One role. Most clients start with one or two, see how it goes, and grow from there — Audinate started at five and grew to thirty-five inside about a year. Multi-seat teams carry a lower management fee per seat, but there is no minimum commitment.

Question 10

How is this different from hiring a freelancer?

Accepted Answer

A freelancer is faster to start and easier to stop, and for genuinely short, defined projects that is the right tool. What you do not get is a full-time person embedded in your team, statutory employment and benefits, protection from misclassification risk, or anyone working on retention. This is for the seat you expect to still exist in three years.

Question 11

How does EOR payroll work?

Accepted Answer

We run payroll as the legal employer. That means we calculate gross-to-net under local rules, withhold and remit income tax and statutory contributions, pay mandated extras like 13th-month pay where they apply, and file with the local authorities. You receive one consolidated monthly invoice per country rather than managing individual payroll runs.

Question 12

Can you act as employer of record in the Philippines?

Accepted Answer

Yes,&nbsp;the Philippines is our largest talent base and where most of our recruiting capacity sits. We employ under Philippine labor law, run statutory contributions and 13th-month pay, and track probationary employees through regularization at six months, as the law requires. We also operate physical offices there if you want your team seated together.

Question 13

Can we move the team to our own entity later, or hire them directly?

Accepted Answer

Yes. Plenty of clients use us to enter a market, then set up their own entity once the headcount justifies it. We will transfer the employment rather than make you re-hire from scratch, and we will not hold your team hostage to keep the contract. Notice terms are in the agreement, in plain language.

Features	Booth	Freelancers	Direct Hires
Global EOR Compliance Coverage	in 120+ Countries	little to no compliance	your own coverage
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