As I look at the world of work today, what stands out to me most is that location means less than it ever did before. The conversations I have with growth-minded founders, HR directors, and global mobility managers often reflect a new reality: the right talent may be in London, Riyadh, Kyiv, or anywhere in between. The challenge they face, though, is making global workforce expansion actually simple—stripping away the confusion, delays, risk, and administrative headaches that used to go hand in hand with international hiring. My experience, and the work we do at EWS Limited, show that this transformation is not only possible—it’s repeatable, consistent, and secure.
Imagine this: you’ve identified the perfect software engineer in Ukraine and a cybersecurity expert in the UK. Your startup is reaching the Series B milestone, and investors want you to scale with speed and precision. However, every new hire outside your home country brings a pile of questions—compliance, taxes, payroll, contracts, relocation, local support, and more. I have seen too many promising companies buckle under the pressure of trying to solve all these issues at once.
That’s where the clarity and reassurance of an Employer of Record solution come in. Instead of many moving parts, stakeholders, agencies, and tedious manual steps in each country, you get something refreshingly simple: “one offer letter, one onboarding, one compliant global expansion.”
Global hiring should not feel like an endless checklist.
According to ILO reports, the number of international migrant workers reached 169 million in 2019—almost 5% of the entire global labor force. That figure has only grown, especially in the wake of the pandemic, as technology has decoupled where work can be performed from where headquarters are based. But it’s not just about headcount; it’s about equipping companies to tap into skillsets that might be missing or too expensive locally. The World Bank’s research shows the powerful impact of cross-border career moves: incomes can increase three to six times for individuals moving to higher-income countries, and for businesses, the net gain is flexibility and reach.
Even looking at more recent trends, the OECD’s International Migration Outlook 2024 notes that intra-company transferee (ICT) permits are on the rise again, reflecting a steady return to global mobility as a business priority. These points line up with what I see in my conversations: leaders want its power but not its old complications.
When people ask me, “What does the global hiring process EOR involve, really?” I always say: it’s much more than just paperwork.
EWS Limited helps clients do exactly that. With a single onboarding flow, what once took months of cross-border legal wrangling can now be handled in days, for countries as diverse as Saudi Arabia, the UK, and Ukraine.
Many startups believe speed is their only concern. In my opinion, the best global hiring process is the one that minimizes risk, not just time. In the past, I’ve seen companies get caught out for years-old mistakes in contracts or taxes. The result can be fines, lawsuits, or lost talent.
Using an EOR as your partner in expansion, you eliminate these risks. How? Because the EOR takes on the local employment, tax, and compliance obligations on your behalf. The only thing you sign is an offer letter; behind the scenes, all legal obligations are covered in each country. Your new hire feels legitimately employed, benefits accrue as local law requires, and you get monthly payroll summaries in your currency of choice.
Simplicity is safer, when built on experience and compliance.
Every geography has its own hurdles. For example, hiring in the UK is very different from onboarding in Saudi Arabia or Ukraine. At EWS, we help companies by offering localized onboarding and payroll services that strip away the guesswork. If you want to see what that looks like for Saudi Arabia, the UK, or Ukraine, you can look at our specific pages for Employer of Record services in Saudi Arabia, our Ukraine solutions, and our UK services.
Different rules, forms, and expectations can make international hiring feel like a nightmare at first. That’s why a single, centralized contact point is so powerful. When I explain this system to a founder, I can see their relief! One solution, one global team, one support inbox.
Here’s how the experience typically unfolds for clients working with our team:
The most significant change for the business is how much time, stress, and ambiguity disappears. You can forecast payroll costs, expansion timetables, and contract flexibility with genuine predictability.
Hiring remotely is one side of the coin. The other is relocating talent—whether you’re transferring an IT lead from Kyiv to London, or onboarding a new regional manager in Riyadh. With the OECD’s latest findings indicating ongoing increases in intra-company transfers, it’s clear that global mobility isn’t retreating.
When I’ve managed relocation and visa processes for clients, the difference between a guided and unguided process is huge. The keys to success:
EWS Limited specializes in making this “invisible.” That’s often why our clients come back, and why employee satisfaction remains high after major cross-border moves. The OECD Research and Innovation Careers Observatory offers additional data on how businesses and policy makers are now tracking global talent flows to support these activities.
Something that takes many by surprise is that payroll is not a universal concept. Every country handles tax, deductibles, and reporting differently. With remote and relocated staff, the challenge is amplified by currency differences and fluctuating markets. In my experience, a robust, multi-currency payroll outsourcing platform is one of the overlooked “fixers” of global expansion.
Done right, payroll feels invisible to both employer and employee. What stands out is when it goes wrong—delays, regulatory mistakes, currency losses, or compliance errors can quickly sour an otherwise excellent global employment relationship. For Series B and C startups, these are unacceptable distractions from the bigger mission.
The system we use at EWS allows companies to pay employees and contractors wherever they reside, in their preferred currencies, while providing real-time visibility for finance teams. It gives founders certainty and keeps staff feeling supported and valued, regardless of their country code.
Every founder I meet wants to know one thing: “Will I get this wrong and face consequences?” Based on years of global placements, I always stress that compliance is not just about ticking the right boxes—it’s about earning the trust of your staff, your clients, and your investors.
For example, a recent ILO article shows that international migrants now represent 4.7% of the global labor force. These professional relationships have to be built on a foundation of trust, legality, and clarity. That requires real-time updates, awareness of fast-moving local rules, and the ability to issue compliant contracts and payroll at scale.
You cannot outsource trust—but you can build it into every process.
When working with partner management and global mobility teams, I often see similar challenges crop up:
Meeting these challenges means having a solution that grows with you. For instance, if you’re guiding a Series B or C company on global expansion, you might find our global expansion for startups guide useful, or our resource on unlocking scalable growth through global placement strategies.
What I’ve learned: the old way—piecemeal hiring, jumbled compliance, hand-written processes—leaves too much on the table. The new way—single-platform onboarding, transparent payroll, and local expertise via a central point—makes scaling natural.
If you’re reading this and thinking, “Where do I start?” these are the best steps I’ve found for moving from idea to execution:
These steps will prepare you for a successful process, whether your next hire is in London, Riyadh, or beyond.
One offer letter can change your entire growth trajectory.
Having overseen so many global placements, the lesson is always the same: the businesses that win are the ones willing to think borderlessly, but act locally. The global talent pool is open to anyone, but only those who prioritize real compliance, efficiency, and employee experience will succeed in the long term.
If you’re ready to move your company forward, discover how EWS Limited can simplify your global hiring process. Let one offer letter transform your international expansion, from London to Riyadh and everywhere in between. Reach out to us today to see how we can help you connect the dots for growth.
An Employer of Record (EOR) is a third-party organization that legally employs your international talent on your behalf, taking on all local employment, tax, payroll, and compliance responsibilities, while you direct the day-to-day work. This allows companies to hire in new countries without setting up a legal entity or learning local rules.
The international hiring process using an EOR typically involves choosing your desired hire, having the EOR prepare a compliant contract, onboarding the new hire according to country-specific regulations, and then delegating ongoing payroll, tax, and HR support tasks to the EOR partner. This method streamlines hiring across borders and reduces complexity for your business.
EOR solutions provide significant benefits for new or expanding businesses because they eliminate the need to set up a local legal entity, simplify compliance, and speed up onboarding. For more mature teams planning a long-term presence in a country, direct local hiring may be appropriate. For rapid, multi-country growth, EOR is usually the more practical choice.
Costs for EOR hiring vary by country, the level of service required, and employee seniority. Typically, clients pay a flat fee or a percentage of payroll. The all-in costs are often lower than setting up a local entity, factoring in reduced legal risk and fewer admin overheads. For exact numbers, it’s best to consult with your EOR provider as early as possible.
Some of the most popular countries for launching EOR placements include the UK, Saudi Arabia, Ukraine, and many in Western Europe and the Middle East. These regions offer clear legal frameworks and supportive infrastructure for international businesses. Which country is “best” depends on your specific business goals, industry, and talent needs.
GCC Hiring Compliance Update: What’s Changing in 2026
How to Hire in Turkey in 2026: A Strategic EOR Guide
Why modern recruitment agencies outsource compliance to EOR partners
How adding an EOR partner helps agencies win more RFPs
EOR Opportunities in Poland: Why It’s Europe’s Talent Powerhouse
Cross-Border Hiring Trends for 2026: Insights for Global Recruiters
How to Build a Scalable Payroll Strategy Across MENA
Contractor vs Employee in Germany: What’s the Risk in 2026?
“Place globally, bill locally” — the new recruiter cheat code
Top 5 Compliance Mistakes When Expanding to the UAE
Why EOR is Key to Winning Public Sector Tenders in Europe
Growth formula for agencies using EOR to expand key accounts
How EOR helps recruiters stay ahead of fast-changing GCC compliance
Employer of Record in Mandarin: What is 境外雇主服务？
How to Use an EOR for Temporary Projects (中国公司如何为短期海外项目使用EOR服务)
Why “Go Global” Must Include Compliance (“走出去”战略中的合规盲点)
中资企业如何选择欧洲EOR供应商？(How to Choose the Right EOR Partner in Europe)
与当地政府打交道：中国公司需要了解的合规礼仪 (Cultural Compliance for Chinese Firms)
中国公司海外人力结构案例分析：制造业、科技与能源 (HR Case Studies: Chinese Firms Abroad)
How Guanxi Influences Hiring in the Middle East (关系在中东招聘中的作用)
Top 5 Risks When Hiring in the Gulf (中国企业在海湾地区招聘的五大风险)
Managing Compliance in Multi-country Projects (中国企业多国项目的人力合规管理)
The $100K Visa Shock: Why Global Hiring Just Replaced the H-1B
How to Set Up Payroll For Hpc And Ai Teams
Contracting Machine Learning Talent Abroad
Everything on Hiring Foreign Phds In German Tech Labs
Cross-Border Ip Protection In R&D Teams
How To Classify Freelancers In Tech Innovation
How Eor Helps Tech Firms Legally Hire In Germany
Dual Contract Structure For International Researchers
Data Protection Obligations For Remote Tech Staff
Germany Research Visa Vs Skilled Worker Visa
Everything on Nis2 Directive Compliance For Eu Tech Workers
Global Mobility For Deep Tech Startups In Germany
Payroll For EU Embedded Systems Developers
Relocation Support For Semiconductor Experts on EU
The Absolute Way to Hire Ai Engineers In Germany
How to Manage Benefits For German Tech Hires
Germany’S Blue Card Process For Engineers
Everything on Germany R&D Employment Compliance
Remote Hiring Of Cybersecurity Analysts In Eu
Visa Pathways For Quantum Computing Researchers
Onboarding Robotics Specialists Across EU Borders
Workforce Planning In Ai-Driven Logistics And Infrastructure
Visa Processing For High-Tech Infrastructure Staff
Managing Global Mobility In Sustainable City Projects
Cross-Border Team Management In Saudi Data Centers
Hiring Skilled Labor For Green Hydrogen Facilities
Digital Twin Technology Hiring Trends In Saudi Construction
Employer Obligations In Public-Private Energy Initiatives
Navigating Local Labor Laws For Solar Energy Teams
Talent Acquisition In The Saudi Mining Sector
Eor Solutions For Ai Engineers In Mega Projects
Regulatory Challenges In Hiring For Giga Construction Projects
Contractor Compliance In Smart City Developments
Classification Of Engineering Consultants In Vision 2030 Projects
How To Manage Workforce For Neom-Based Tech Projects
Eor For Multinational Mining Firms Operating In Saudi Arabia
Employer Of Record For Wind Energy Projects In The Gulf
Relocation Logistics For International Clean Energy Experts
Hiring Strategies For Large-Scale Construction Projects In Ksa
How To Onboard Digital Infrastructure Experts In Saudi Arabia
Payroll Setup For Renewable Energy Workers In Ksa
Strategic Relocation To Riyadh Or Doha: A Guide for Global Employers
Work Visa Processing In Qatar And Saudi Arabia
Qatar Nationalization Policy And Foreign Firms
Cost Of Setting Up A Business In Qatar: A Guide for Global Employers
Saudi Labor Court And Dispute Handling for Global Employers
Cross-Border Payroll For Ksa And Qatar Teams
End Of Service Benefits Saudi Arabia: A Guide for Global Employers
How To Manage Expat Benefits In Qatar for Global Employers
Expanding Into New Markets: Vendor Risks You Should Flag
A Guide to Cross-Border Equity Vesting for Tech Startups
Employer Branding for Multinational Teams: What Works Now
What Global C-Level Leaders Miss About Digital Nomad Visas
Succession Planning for Distributed Teams: A Practical Guide
Relocation Budgeting For Global Tech Firms
Latam Hiring Strategy: What Global Companies Should Know
Risk Of Permanent Establishment Explained
Managing Intellectual Property In Remote Work
Benefits Benchmarking Globally for Global Companies
How to Benchmark Compensation Across 100+ Countries in 2025
Checklist: Preparing HRIS for Fast International Scalability
Biometric Data in Global Payroll: Legal Boundaries Explained
8 Regulatory Updates Impacting Global HR in 2025
What are Hidden Costs of In-House Payroll?
Why Companies are Thinking Differently About Relocation
Is Your Global Mobility Program Outgrowing Spreadsheets?
Remote Work Visas: A Growing Trend in Global Mobility
Hiring in Europe Post-Brexit: What You Need to Know
Tips for Managing Multi-Time Zone Teams Successfully
Relocation Packages: What Top Talent Expects in 2025
Banking and Payroll Challenges in Saudi Arabia Markets
The Legal Risks of Misclassifying Global Workers
Why Scalability Should Drive Your Global HR Strategy
How EWS Streamlines Global Mobility for Tech Talent
Lithuania – Employer of Record
Kosovo – Employer of Record
Finland – Employer of Record
Namibia – Employer of Record
Nepal – Employer of Record
Spain – Employer of Record
Latvia – Employer of Record
Ireland – Employer of Record
Cyprus – Employer of Record
Czech Republic – Employer of Record
Italy – Employer of Record
Indonesia – Employer of Record
South Africa – Employer of Record
Tunisia – Employer of Record
Bosnia – Employer of Record
Moldova – Employer of Record
Five Tips For Improving Employee Engagement
Netherlands – Employer of Record
Germany – Employer of Record
France – Employer of Record
Portugal – Employer of Record
Bulgaria – Employer of Record
Austria – Employer of Record
Hungary – Employer of Record
Slovenia – Employer of Record
INCLUSIVITY IN THE TEAM MAKES EVERYONE WIN
Thailand – Employer of Record
Sri Lanka – Employer of Record
The Significance of an Employer of Record
Greece – Employer of Record
Mexico – Employer of Record
4 Reasons to Outsource Your Payroll
Five Recruitment Trends 2023
Malaysia – Employer of Record
Skill-Based Hiring and Benefits
Malta – Employer of Record
How To Practice Inclusive Recruitment
Israel – Employer of Record
Macedonia – Employer of Record
Jordan – Employer of Record
Macau – Employer of Record
Peru – Employer of Record
The Importance of Employer Branding
Bahrain – Employer of Record
South Korea – Employer of Record
Recruiting during a recession
Philippines – Employer of Record
USA – Employer of Record
Japan – Employer of Record
How To Setup A Business in 2023
Norway – Employer of Record
Managing Overseas Projects In 2023
Reason Of Expanding Your Workforce Globally
Croatia – Employer of Record
Colombia – Employer of Record
5 Ways To Speed Up Your Hiring Process
Egypt – Employer of Record
3 Ways To Streamline An Interview Process
Russia – Employer of Record
Saudi Arabia – Employer of Record
Hong Kong – Employer of Record
An Effective Hybrid Work Model
Turkey – Employer of Record
UAE – Employer of Record
Pakistan – Employer of Record
7 Things to Consider Before Accepting a Job
Kazakhstan – Employer of Record
3 Reasons to Encourage Employees to Generate Employer Brand Content
Denmark – Employer of Record
Sweden – Employer of Record
Bangladesh – Employer of Record
Kuwait – Employer of Record
How To Hire In The Age Of Hybrid Working
Australia – Employer of Record
Oman – Employer of Record
Qatar – Employer of Record
Ukraine – Employer of Record
Diversity – A Vital Hiring Strategy
Owning Every Moment of Your Hiring Experience
Serbia – Employer of Record
Maldives – Employer of Record
India – Employer of Record
Argentina – Employer of Record
Uzbekistan – Employer of Record
Belarus – Employer of Record
Brazil – Employer of Record
Chile – Employer of Record
Armenia – Employer of Record
3 Steps To Company Formation In The UK & Abroad
Romania – Employer of Record
Canada – Employer of Record
Morocco – Employer of Record