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teamed.

Why teamed.

HR-legal-first.
Operator-built.
Brand-aware.

The EOR provider a company chooses is a direct reflection of that company in front of its employees. Provider quality isn't operational efficiency — it's employer brand. Three pages explain how we earn that.

Why does Teamed exist as an HR-legal-first EOR?

Because the EOR a company chooses is the on-paper employer for its global hires — and most providers treat that responsibility as a back-office cost. Teamed was built by operators who got burned by every EOR problem the market still ignores: hidden FX, ticket-queue support, generalist legal hand-offs, silence when entity formation would beat EOR. The four principles (Honesty · Humanity · Legal Expertise · Technology) each carry a concrete artefact you can audit on day one. The team is bar-admitted specialists named on every contract, not a chatbot triage.

What you can audit on day one

Specialists named on every contract
80+ bar-admitted jurisdiction specialistsSource: /team roster (verified internally)· verified 2026-05-12
Average response time
4 minutes from a named specialistSource: Internal SLA monitoring· verified 2026-05-12
Trusted by
1000+ growing teams — relationship-sticky, not contract-stickySource: Internal customer roster· verified 2026-05-12
Auditable artefacts per principle
Itemised invoice · response SLA · bar admission · platform alertsSource: /principles· verified 2026-05-12

Frequently asked questions

  • What does "HR-legal-first" actually mean?
    It means the product is the bar-admitted jurisdiction specialist, not the dashboard. Most EORs bury legal in a support queue. Every Teamed specialist is bar-admitted, named on your contract, and the platform is built around them — not above them. The detail that decides outcomes (Betriebsrat consultation, UWV deadlines, indemnización scaling) is known cold by the person on your account.
  • Why does the EOR provider you choose matter for employer brand?
    The EOR is the on-paper employer for your global hires. Their invoice is the one your finance team reviews; their specialist is the one your employee speaks to when something goes wrong; their compliance posture is the one your auditors review. Provider quality is not operational efficiency — it is employer brand made tangible. A provider that hides FX, queues your senior leader behind a chatbot, and stays silent when entity formation would beat EOR is sending a message about your company to your employees.
  • What happens when something goes wrong — an audit, a termination, a payroll error?
    You talk to the bar-admitted specialist named on your contract. Not a support queue, not an account manager who escalates to legal. The specialist is the legal authority on your jurisdiction — Betriebsrat consultation in Germany, KSchG terminations, indemnización scaling in Spain, the 14-day UWV deadline in the Netherlands. They join the call with your legal team if needed. Payroll-error response SLAs are in writing, with escalation paths named in the MSA.
  • How do I learn about a specific specialist before I commit?
    The /team page lists named specialists with their jurisdiction, years of experience, and verifiable bar admission where applicable. Onboarding a new country triggers an introduction to the specialist within 48 hours, named on the contract before any employee paperwork moves. You can also request a 30-minute working session with the specialist for your target jurisdiction before signing — no sales call required.

Ready to talk to a named specialist?

Tell us where you're hiring. We'll match you with the bar-admitted specialist for that jurisdiction within 48 hours — named on the contract before any paperwork moves.

Talk to an Expert