Employer of Record & Contractor of Record
Explore EOR and COR arrangements through a provider, with clear responsibilities for employment or contracting.
We help define what you need and coordinate the proposed service. The provider, country coverage, responsibilities and costs are confirmed before you commit.
Employment
An EOR provider is the legal employer under the agreed arrangement. Your firm directs the person’s day-to-day work.
Agree responsibility for the employment contract, payroll, benefits, onboarding and any required work permissions. Confirm what is included for the country and role.
Independent contracting
A COR provider engages an independent contractor on your behalf and administers the agreed contract and payments.
Agree the scope, deliverables, fees, invoicing, confidentiality and ownership of the work. Confirm that independent contracting suits the actual working arrangement.
You need people in a country where your firm does not yet have an employing entity. Explore whether an EOR arrangement can support the proposed work.
You need specialist expertise for an assignment. Discuss whether employment or independent contracting fits the responsibilities and how the work will be performed.
You need additional people for a client contract, programme or changing workload. Agree the duration, supervision and employment or contracting arrangements before they start.
Ask Hyring to help find the person as well as coordinate the proposed EOR or COR service. Recruitment and provider fees are set out in the proposal.
Define the brief, find candidates where needed and coordinate the provider discussion, onboarding requirements and progress updates within the agreed scope.
The named provider takes the employment or contracting responsibilities specified in its agreement. Confirm its authority, services and country coverage before signing.
Set priorities, agree outcomes and review delivery. For independent contractors, define deliverables and working arrangements appropriate to the engagement.
The agreement must identify the legal employer or contracting party. Hyring’s recruitment and coordination role does not make Hyring the legal employer.
Yes. Include the recruitment need in your brief. We can discuss sourcing and the proposed EOR or COR arrangement together, with responsibilities and fees agreed before work starts.
The named EOR provider is the legal employer under that arrangement. Your firm directs the work. The proposal and contracts should make each party’s responsibilities clear.
EOR involves employment by the provider. COR concerns independent contractors. The choice depends on how the person will actually work and the requirements of the relevant country, not simply the label used in a contract.
Yes. Tell us where the person will work. Provider availability and the proposed arrangement are confirmed for that country; availability in one country does not establish availability elsewhere.
You can ask to review the arrangement as your needs change. Any change requires agreement on the provider, contracts, approvals, costs and timing.
Request a written proposal for your role and location. It should show recruitment fees, provider charges, employment or contractor costs and the steps required before a start date can be confirmed.
Include the country, work location and whether you already have someone in mind.
Discuss EOR or COR