Real companies.
Real numbers.
Real outcomes.

Common questions

• How long does it actually take to hire in a new country via an EOR?+

  Days to a few weeks once contracts are signed, depending on the country. Data Science Talent closed a South Africa BD hire on a tight customer-set recruitment deadline despite overlapping annual leave. City Relay scaled an 80% global team across Spain and the Philippines with no foreign entity. The bottleneck is rarely the EOR; it's the candidate's notice period and local document collection.
• At what headcount should we stop using an EOR and open our own entity?+

  Country-dependent: typically 15–25 employees in a single country at average salary. Some Teamed customers stay on EOR well past that because the math still works: CT operates cross-border into South Africa and Australia on EOR with no entity in either; Luganodes grew its global Web3 workforce 50% on EOR across multiple jurisdictions. Run your own numbers in the Crossover Calculator at /tools/crossover-calculator; salary mix, benefits load, and statutory specifics all move the threshold.
• What does the EOR experience look like for the employee?+

  Same employer-of-record experience as a local hire: local-language contract, statutory benefits, payroll in local currency, employment continuity protected. MyTutor retained a key engineer through her relocation from the UK to Spain (same role, same employment continuity, full Spanish compliance) without re-hiring her as a contractor or onboarding her into a new company.
• Can one EOR agreement cover multiple countries?+

  Yes: one MSA, one invoice, a real specialist per jurisdiction. City Relay runs employees in Spain and the Philippines under a single Teamed agreement. CT runs cross-border hiring into South Africa and Australia the same way. The agreement covers as many countries as you need; the specialist on each call is the one with deep employment-law expertise in the jurisdiction in question.