What is the difference between an EOR and an umbrella company?

An umbrella company is a UK arrangement that employs contractors and runs their pay through PAYE, usually inside IR35 on short agency assignments. An EOR is the full legal employer for a permanent hire in a country where you have no entity, most often abroad. An umbrella is for UK contractors; an EOR is for permanent international employees.

Do I need an umbrella company or an EOR?

A UK contractor on a temporary assignment, especially inside IR35 via an agency, needs an umbrella company. A permanent employee abroad where you have no entity needs an EOR. A permanent UK employee on your own UK entity needs neither.

Can an umbrella company employ someone outside the UK?

No. An umbrella is a UK PAYE arrangement and is not built for overseas employment. A permanent hire outside the UK needs an EOR, which employs them compliantly under local law. Teamed provides EOR across 180+ countries.

When should I move from an EOR to my own entity?

EOR stays simpler at a small headcount in one country; as you scale there, the per-employee fee approaches fixed entity costs. The crossover is country-specific, so Teamed models it per country and can set up and keep managing your own entity via GEMO in 90+ countries. An umbrella has no equivalent path.

EOR vs Umbrella Company

EOR vs umbrella company, which one do you actually need?

Q: Does an EOR help with IR35?

IR35 is a UK contractor question, so an umbrella company addresses it directly: HMRC says the off-payroll rules are unlikely to apply where an umbrella employs the worker on PAYE. An EOR is for permanent hires abroad, where UK off-payroll rules are not the issue.

Q: What employment rights does each worker get?

An umbrella worker gets UK statutory rights: written contract, National Minimum Wage, holiday pay and pension auto-enrolment. An EOR hire gets the full statutory plus supplementary benefits of their own country, arranged in-country.

They solve different jobs, so this is not a head-to-head you win on price. An umbrella company employs UK contractors and runs their pay through PAYE, usually inside IR35 and usually via a recruitment agency on short-term work. An Employer of Record (EOR) is the full legal employer for a permanent hire in a country where you have no entity, most often abroad. If you are paying a UK contractor through an agency, you want an umbrella. If you are hiring someone permanently overseas, you want an EOR.

Talk to an expert about a permanent hire See how Teamed EOR works

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PAYE
An umbrella employs UK contractors and runs pay through PAYE, usually inside IR35 and usually via an agency.: Global
An EOR is the full legal employer for permanent hires abroad. Teamed reaches 180+ countries.: 4.8
Teamed is rated 4.8 on G2 for service, with a real HR or legal expert on every plan.

Last reviewed 18 June 2026By Tom Price-Daniel, Co-founder, Teamed

EOR vs umbrella company, what is the difference and which should I use?

At a glance

EOR

Teamed rated 4.8 on G2

Best for: a PERMANENT hire in a country where you have no legal entity, most often abroad. The EOR (Teamed) becomes the full legal employer, runs local payroll and benefits, and carries the employer obligations under that country's law while you direct the work.

Umbrella Company

Best for: a UK CONTRACTOR working inside IR35 on a short-term assignment, usually placed by a recruitment agency. The umbrella company employs the contractor, runs pay through PAYE and gives them statutory employment rights, with no entity for you to set up.

Shared by both: both are the legal employer of the worker · both run compliant payroll and statutory deductions · both let you engage someone without setting up your own entity

Where it matters	Who leads	Why
Who the worker is	Draw	Umbrella = a UK contractor on an assignment. EOR = a permanent employee, usually overseas. Different people, different jobs.
Where it works geographically	EOR	Umbrella companies are a UK PAYE arrangement. An EOR employs compliantly across borders; Teamed reaches 180+ countries.
IR35 and PAYE fit	Umbrella Company	For a UK contractor inside IR35 paid via an agency, an umbrella is purpose-built. The off-payroll rules are unlikely to apply when you are employed by an umbrella.
Permanent international employment	EOR	An umbrella is not built for permanent staff abroad. An EOR issues a compliant local contract and runs in-country payroll and benefits.
Engagement duration it suits	Draw	Umbrellas suit short, project-based assignments. EOR suits ongoing permanent roles. Match the tool to how long the role lasts.
Benefits and employee experience	EOR	An umbrella gives UK statutory rights. An EOR arranges full local statutory plus supplementary benefits in-country, which is what permanent hires expect.
No entity required	Draw	Neither asks you to set up a legal entity. The umbrella is the UK employer; the EOR is the in-country employer.
Path to your own entity later	EOR	Teamed models when your own entity beats EOR and sets it up via GEMO in 90+ countries. An umbrella has no equivalent path.

EOR on G2

Who EOR is for

Use this page to route yourself honestly. If you are paying a UK contractor through a recruitment agency, especially one working inside IR35 on a short assignment, an umbrella company is the right tool and you do not need an EOR. If you are hiring someone permanently in a country where you have no legal entity, an EOR is the right tool and an umbrella will not cover you. Teamed is the EOR option for that second job: compliant permanent employment across 180+ countries.

Not the right fit if

Paying a UK contractor inside IR35 via an agency?. You want an umbrella company, not an EOR. The picker below routes you, and the concession further down sets out exactly when an umbrella is the right call.

Find your pick in 20 seconds

If you are…	Start with	Why
A UK contractor inside IR35, short assignment, placed by an agency	Umbrella company	Purpose-built for PAYE pay on temporary UK assignments. The off-payroll rules are unlikely to apply when an umbrella employs the worker.
A permanent hire abroad where you have no legal entity	EOR (Teamed)	Becomes the full legal employer in-country, runs local payroll and benefits, and carries the employer obligations under local law.
A UK permanent employee on your own UK payroll	Neither	If you have a UK entity and the role is permanent and UK-based, run it on your own PAYE. You need neither an umbrella nor an EOR.
Scaling permanent headcount in one country toward your own entity	EOR then GEMO (Teamed)	Start on EOR, and Teamed models the crossover and sets up your own managed entity when that becomes the better structure.

What is the EOR vs umbrella company comparison?

An umbrella company and an Employer of Record (EOR) are both ways to employ a worker without setting up your own payroll for them, but they answer different questions, so comparing them on price misses the point.

An umbrella company is a UK arrangement. HMRC describes it as a business often used by recruitment agencies to pay temporary workers: it employs the contractor and pays their wages through PAYE, while the agency finds the assignments and the end client receives the work. The worker submits timesheets, the agency charges the client, the umbrella is paid the agreed rate and then pays the worker as their employer. It is most common for UK contractors working inside IR35 on short-term, project-based assignments. HMRC notes that the off-payroll working rules are unlikely to apply where an umbrella employs the worker, because the worker is on PAYE rather than working through a personal service company. The worker keeps the same employment rights as other employees, including a written contract, the National Minimum Wage, holiday pay and pension auto-enrolment.

An EOR is a cross-border arrangement. It legally employs your people in a country through its own entity or a vetted local partner, issues a compliant local contract, runs local payroll, remits income tax and statutory contributions, and carries the obligations of the local employer while you direct the day-to-day work. It is built for permanent hires in countries where you have no legal entity, most often abroad. Teamed is an EOR that reaches 180+ countries.

So the honest decision rule is simple. A UK contractor paid through an agency, usually inside IR35 on short assignments, points to an umbrella company. A permanent employee in a country where you have no entity points to an EOR. They are not rivals; they are tools for two different jobs.

Who each one is for

This is the question that settles most of it. An umbrella company is for a UK contractor, usually placed by a recruitment agency on a temporary assignment. An EOR is for a permanent employee, most often in a country where you have no legal entity. If you find yourself unsure which one you need, start with the person, not the product: are they a contractor on an assignment, or a permanent member of your team?

Detail	EOR	Umbrella Company
The worker	A permanent employee you want on your team, usually in another country.	A UK contractor on a temporary, project-based assignment.
Typical buyer	A company hiring permanent staff abroad without a local entity.	A contractor placed by a recruitment agency, or the agency itself.
Relationship	The EOR is the legal employer in-country; you direct the work long term.	The umbrella is the UK employer; the agency finds the assignments.

The simple test

Contractor on a UK assignment via an agency points to an umbrella. Permanent hire abroad with no local entity points to an EOR. Start with the person, not the product.

IR35 and PAYE, the UK contractor context

Umbrella companies exist largely because of how the UK taxes contractors. HMRC describes IR35, the off-payroll working rules, as making sure a contractor who works like an employee pays roughly the same Income Tax and National Insurance as one. When a contract is judged inside IR35, the worker is deemed employed for tax. An umbrella company sidesteps the off-payroll question by employing the contractor directly and running pay through PAYE: HMRC says the off-payroll rules are unlikely to apply where an umbrella employs the worker. An EOR is not an IR35 tool. It is the legal employer for a permanent hire, usually abroad, where UK off-payroll rules are not the question at all.

Detail	EOR	Umbrella Company
Tax treatment	Local payroll, income tax and statutory contributions in the country of employment.	UK PAYE. Income Tax and National Insurance deducted by the umbrella as employer.
IR35 relevance	Not an IR35 question. The hire is a permanent employee, usually outside the UK.	HMRC: the off-payroll rules are unlikely to apply where an umbrella employs the worker.
Agency in the chain	No agency needed. You engage the EOR directly to employ your permanent hire.	Common. The agency finds the assignment and pays the umbrella the agreed rate.

What HMRC says

HMRC states the off-payroll working rules are unlikely to apply if you are employed by an umbrella company, because the umbrella employs you and pays your wages through PAYE. For a UK contractor inside IR35 on an agency assignment, that is exactly the job an umbrella is built for. Accessed 2026-06-18.

Read HMRC IR35 guidance

Geography, UK PAYE versus global employment

This is where the two diverge most. An umbrella company is a UK PAYE arrangement, built for workers paid under UK rules. It does not employ someone in Germany, Brazil or the Philippines on a local compliant contract. An EOR is built precisely for that: it employs your people across borders through its own entities or vetted local partners, on contracts that comply with each country's law. Teamed reaches 180+ countries, with owned legal entities in 57 of them. If your hire lives outside the UK and you have no entity there, an umbrella is the wrong tool.

Detail	EOR	Umbrella Company
Geographic scope	Global. Teamed employs compliantly across 180+ countries.	UK only. An umbrella is a UK PAYE employment arrangement.
Local compliance	Local contract, payroll, tax and benefits to each country's law, via owned entities or vetted partners.	UK employment law and PAYE; not designed for overseas hires.
Entity you need	None. The EOR is the in-country employer through its entity or partner.	None in the UK. The umbrella is the UK employer.

Why it matters

Trying to use a UK umbrella for an overseas permanent hire leaves the worker without compliant local employment, and you exposed to local tax and labour law. For anyone living outside the UK, an EOR is the structure that keeps the hire compliant.

Duration and the type of work

Umbrella companies suit short, project-based assignments: a contractor comes in for a defined piece of work, often through an agency, and the umbrella runs their PAYE for the duration. An EOR suits ongoing permanent employment: the person is a member of your team, with benefits, progression and the expectations of a permanent role. The mismatch shows up when you stretch either one past its job. A long-term permanent hire run through an umbrella loses the structure of a real employment relationship; a short one-off contractor placed through an EOR is heavier than the task needs.

Detail	EOR	Umbrella Company
Engagement length	Ongoing, permanent employment as part of your team.	Short-term, project-based assignments.
Type of role	Permanent employee with benefits and progression.	Contractor delivering a defined piece of work.
Continuity	Built for the long term, including a later move to your own entity.	Built for the assignment, ending when the work does.

Match the tool to the role

Short contractor assignment in the UK points to an umbrella. Ongoing permanent employee, especially abroad, points to an EOR. Stretching either past its job creates avoidable risk and cost.

Benefits and the employee experience

Both make the worker a legal employee rather than a self-employed individual, so both come with statutory rights, but the rights differ by where the person works. An umbrella worker gets UK statutory employment rights: HMRC notes the same rights as other employees, including a written contract, the National Minimum Wage, holiday pay and pension auto-enrolment. An EOR hire gets the full statutory entitlements of their own country, plus the supplementary benefits a permanent employee expects there. For a permanent international team member, that local benefits package is part of what keeps them, and an umbrella simply does not provide it.

Detail	EOR	Umbrella Company
Statutory rights	Full statutory entitlements of the employee's own country, arranged in-country.	UK statutory rights: written contract, National Minimum Wage, holiday pay, pension auto-enrolment.
Supplementary benefits	Competitive local supplementary benefits, the package a permanent hire expects.	Generally limited to statutory entitlements for the assignment.
Experience	A permanent employment relationship, with a real HR or legal expert on every Teamed plan.	A compliant PAYE payslip for the duration of the assignment.

Why it matters

For a permanent hire, the benefits and experience are part of what you are buying, and they drive retention. An umbrella gives a contractor their UK statutory rights; an EOR gives a permanent employee the full local package they expect.

Scaling, and the path to your own entity

This is something only the EOR side offers, and it matters once a temporary need becomes a permanent team. An umbrella ends when the assignment does; there is no built-in path beyond it. An EOR is a stage you can grow through. As permanent headcount in a country rises, running your own legal entity can cost less than paying a per-employee EOR fee for everyone. Teamed models that crossover per country, sets up your own entity via Global Entity & Employment Operations (GEMO) in 90+ countries, and can keep managing it on the same system with no re-onboarding. Because Teamed earns either way, the advice is not tied to keeping you on EOR.

Detail	EOR	Umbrella Company
What comes next	A modelled path to your own managed entity when that beats EOR.	Nothing built in. The arrangement ends with the assignment.
Crossover modelling	Teamed flags the point your own entity becomes the better structure, per country.	Not applicable to a temporary PAYE arrangement.
Your own entity	GEMO sets it up in 90+ countries and can keep running it, no re-onboarding.	Not applicable.

Rough guide

At a small permanent headcount in one country, EOR usually stays the simpler structure. As you add full-time employees there, the per-seat fee approaches the fixed cost of your own entity. Teamed models the exact crossover per country, helps you make the move and can keep managing the entity for you.

Why the comparison matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is the comparison worth running.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
Choosing the right structure for the worker	Decide on the person and their location first. A UK contractor inside IR35 on an agency assignment points to an umbrella company; HMRC says the off-payroll rules are unlikely to apply where an umbrella employs the worker. A permanent hire in a country where you have no entity points to an EOR, which becomes the legal employer in-country.	The two are not interchangeable on cost, because they do different jobs. An umbrella runs UK PAYE for a temporary assignment. An EOR carries a per-employee fee for ongoing permanent employment abroad, and as headcount grows your own entity may beat it. Teamed models that crossover.	An umbrella gives a contractor UK statutory rights for the assignment. An EOR gives a permanent hire the full statutory plus supplementary benefits of their own country, which is what retains permanent international staff.	Confirm which entity is the legal employer and which country's law governs the employment, so payroll data and statutory filings sit in the right place under the right rules.
Hiring permanently in a new country	An umbrella will not employ someone compliantly outside the UK. An EOR issues a local contract, runs in-country payroll and tax, and carries the local employer obligations, so a permanent overseas hire is compliant from day one without you setting up an entity.	No entity setup cost upfront, a predictable per-employee fee, and a modelled point at which your own entity costs less. Teamed shows the FX on every salary conversion against a mid-market reference, absorbed at zero markup on the fee.	The hire gets a real local employment relationship: compliant contract, local benefits and a real HR or legal expert on every Teamed plan, not a temporary PAYE arrangement built for UK contractors.	Teamed is ISO 27001 and SOC 2 aligned, with accreditation in progress, plus maker-checker controls and a documented audit trail across 180+ countries of coverage.
Planning for growth	An umbrella ends with the assignment. If a temporary need becomes a permanent team, you will need a compliant ongoing structure. An EOR provides that, and a route to your own entity via GEMO when the time comes.	Teamed models when your own entity beats EOR, per country, and because it can keep managing your entity afterwards, the advice is not tied to keeping you on EOR.	GEMO sets up your own entity in 90+ countries on the same system, with no re-onboarding, so employees keep their contracts and their history through the transition.	Your own entity gives you full control over data residency and employment contracts in that country, set up on a system you already use.

How hiring a permanent employee abroad with an EOR works

If the answer is an EOR rather than an umbrella, the path is straightforward. Teamed becomes the legal employer in-country and you direct the work. Most onboarding completes in days once the local contract is agreed.

Step 1
Confirm the structure
Check the person is a permanent hire in a country where you have no entity, the job an EOR is built for, rather than a UK contractor who needs an umbrella. Teamed talks it through with you honestly.
Step 2
Agree the local contract
Teamed issues a compliant employment contract under the country's law, with local statutory and supplementary benefits, so the hire is covered from day one.
Step 3
Run local payroll
Teamed runs in-country payroll, remits income tax and statutory contributions, and shows the FX on every salary conversion against the mid-market reference, absorbed at zero markup on the fee.
Step 4
Scale and review the crossover
As permanent headcount in the country grows, Teamed models when your own entity beats EOR and can set it up via GEMO, on the same system with no re-onboarding.

Dyke Yaxley · UK chartered accountancy

100% audit capacity added. Zero entity setup.

Audit capacity in 2024: +100%
Compliance issues across the engagement: 0
South Africa hires, both retained: 2
Entity setup required: None

Challenge

Dyke Yaxley, a UK chartered accountancy with over a century of history, was turning down audit work in 2024. Local UK talent supply for qualified auditors had not kept pace with client demand, and cross-border hiring felt too legally complex for a firm whose brand sits on compliance discipline. An umbrella company could not have helped: the hires would be permanent staff working abroad, not UK contractors on assignments.

Approach

Dyke Yaxley partnered with Teamed to hire two qualified audit professionals in South Africa via EOR. Teamed handled the South African employment-law side end-to-end: compliant contract, local payroll, statutory tax obligations, and onboarding logistics. No entity setup, no South African legal counsel on retainer, no permanent-establishment exposure.

Result

Both hires exceeded expectations on technical work, client satisfaction, and cultural fit. Audit capacity doubled in 2024. Zero compliance issues across the engagement. The firm went from declining new audit work to confidently taking on additional clients.

Read the full case study →

Interactive tool

Work out when your own entity beats EOR

Once a permanent international team grows, your own entity can cost less than a per-employee EOR fee. The crossover calculator models the point per country, so you know when to make the move.

Open the crossover calculator

Decision checklist

Choose an umbrella company if you are paying a UK contractor on a temporary assignment, especially one working inside IR35 and placed by a recruitment agency. HMRC says the off-payroll rules are unlikely to apply where an umbrella employs the worker on PAYE.
Choose an EOR if you are hiring a permanent employee in a country where you have no legal entity. The EOR becomes the legal employer in-country, runs local payroll and benefits, and carries the local employer obligations.
Choose neither if you are hiring a permanent UK employee and already have a UK entity. Run them on your own PAYE; you need neither an umbrella nor an EOR.
Choose Teamed as your EOR if you want a readable invoice with FX shown against the mid-market reference, a real HR or legal expert on every plan, and coverage across 180+ countries.
Plan for the crossover if a permanent international team is growing. Teamed models when your own entity beats EOR per country and can set it up and keep managing it via GEMO in 90+ countries.

Email this to legal

Honest take

When an umbrella company is the right choice

Choose an umbrella company if you are a UK contractor, or are engaging one, who is working inside IR35 on a short-term assignment. The umbrella employs the worker and runs pay through PAYE, and HMRC says the off-payroll rules are unlikely to apply.
Choose an umbrella company if a recruitment agency is in the chain and the work is temporary and project-based. This is exactly the arrangement umbrellas were built for, and an EOR would be the wrong tool.
Choose an umbrella company if the worker is based in the UK and you simply need compliant PAYE pay for the duration of an assignment, without the structure of a permanent employment relationship.

An EOR and an umbrella company are not rivals; they are tools for two different jobs. For a UK contractor inside IR35 paid through an agency on short work, an umbrella is the right call, and we would rather tell you that than push an EOR you do not need. Teamed is the EOR option for the other job: compliant permanent employment in a country where you have no entity.

Questions to ask any EOR before you sign

1Is the person a UK contractor on an assignment, or a permanent employee, and are they in the UK or abroad?
2If a UK contractor, are they inside or outside IR35, and is a recruitment agency in the chain?
3Who is the legal employer under this arrangement, and which country's employment law governs it?
4Does the arrangement run pay compliantly through the right payroll, PAYE for a UK umbrella worker or local payroll for an EOR hire?
5What statutory rights and benefits does the worker get, and are they the right ones for where they live?
6How long is the engagement, short project work or an ongoing permanent role?
7If this becomes a permanent international team, who handles local compliance, terminations and benefits over time?
8When does setting up your own entity beat paying a per-employee EOR fee, and will the provider tell you?

Frequently asked questions

What is the difference between an EOR and an umbrella company?
They do different jobs. An umbrella company is a UK arrangement that employs contractors and pays their wages through PAYE, usually for workers inside IR35 on short-term assignments placed by a recruitment agency. HMRC describes it as a business often used by agencies to pay temporary workers. An Employer of Record (EOR) is the full legal employer for a permanent hire in a country where you have no entity, most often abroad: it issues a local contract, runs local payroll, remits tax and statutory contributions, and carries the local employer obligations. So an umbrella is for UK contractors on assignments, and an EOR is for permanent international employees.
Do I need an umbrella company or an EOR?
Start with the person and where they work. If they are a UK contractor on a temporary assignment, especially inside IR35 and placed by an agency, you want an umbrella company; HMRC says the off-payroll rules are unlikely to apply when an umbrella employs the worker. If they are a permanent employee in a country where you have no legal entity, you want an EOR, which becomes the in-country legal employer. If they are a permanent UK employee and you already have a UK entity, you need neither: run them on your own PAYE.
Can an umbrella company employ someone outside the UK?
An umbrella company is a UK PAYE arrangement, so it is not built to employ someone compliantly in another country. For a permanent hire who lives outside the UK, you need an EOR, which employs the person through its own entity or a vetted local partner under that country's law, runs local payroll, and remits local tax and statutory contributions. Teamed provides EOR across 180+ countries, with owned legal entities in 57 of them. Using a UK umbrella for an overseas hire would leave the worker without compliant local employment and you exposed to local tax and labour law.
Does an EOR help with IR35?
IR35, the UK off-payroll working rules, applies to UK contractors working through an intermediary, so it is a UK contractor question rather than an EOR one. The structure that addresses it directly is an umbrella company: HMRC says the off-payroll rules are unlikely to apply where an umbrella employs the worker on PAYE. An EOR is for permanent employees, usually abroad, where UK off-payroll rules are not the issue. If your concern is IR35 on a UK contractor, look at an umbrella; if your concern is employing someone permanently overseas, look at an EOR.
What employment rights does each worker get?
An umbrella worker gets UK statutory employment rights. HMRC notes they get the same employment rights as other employees, including a written contract, the National Minimum Wage, timely payment, holiday pay and pension auto-enrolment. An EOR hire gets the full statutory entitlements of their own country, plus the supplementary benefits a permanent employee expects there, arranged in-country. The difference reflects the job each does: an umbrella covers a UK contractor for an assignment, while an EOR gives a permanent international employee a full local employment package.
When should I move from an EOR to my own entity?
As a rough guide, EOR stays the simpler structure at a small permanent headcount in a single country. Above that, the cumulative per-employee EOR fee approaches the fixed cost of a registered entity, local directors where needed, bookkeeping and annual filings. The exact crossover is country-specific, so Teamed models it per country, helps you set up your own entity via Global Entity & Employment Operations (GEMO) in 90+ countries, and can keep managing it on the same system with no re-onboarding. An umbrella company has no equivalent path, because it is built for temporary UK assignments, not a permanent international team.

Common questions

EOR vs umbrella company, which should a UK business use to hire someone in Germany?
For a permanent hire in Germany where the business has no German entity, the answer is an EOR, not an umbrella company. An umbrella is a UK PAYE arrangement for UK contractors on temporary assignments, usually inside IR35 and placed by an agency, so it cannot employ someone compliantly in Germany. An EOR becomes the legal employer in Germany through its own entity or a vetted partner, issues a compliant German contract, runs local payroll and statutory contributions, and arranges local benefits. Teamed owns a German entity and provides EOR across 180+ countries, with a real HR or legal expert on every plan. Choose an umbrella only if the worker is a UK contractor on a UK assignment.
Is an umbrella company the same as an Employer of Record?
No. They are different structures for different jobs. An umbrella company employs UK contractors and runs their pay through PAYE, usually inside IR35 on short-term assignments placed by a recruitment agency; HMRC describes it as a business often used by agencies to pay temporary workers. An Employer of Record legally employs permanent staff in a country where you have no entity, most often abroad, running the local contract, payroll, tax and benefits. They overlap only in that both are the legal employer of the worker and both let you engage someone without your own entity. Use an umbrella for a UK contractor on an assignment, and an EOR for a permanent international hire.

For the buying committee

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