steve@eorconsulting.net for EOR advice
advisory for choosing the right EOR
Reach out today for a free Employer of Record Consultation
About EOR Consulting
A message from Steve Hoffman
The Employer of Record industry is a great way for companies to hire employees in other countries without the need to set up a legal entity. The first companies emerged in this space around 2010. Today there are hundreds of EOR providers out there which brings a lot of questions like: How do you choose the right one? Where can you get independent EOR advice for your organization? How much should you pay for this service?
What if you already use EORs? Can you negotiate lower rates? Should you transition to another provider for better service? Is it time to move off of an EOR and establish an entity?
These things and more I can help you with and it won’t cost you anything but some of your time. Please reach out today, I look forward to speaking with you.
Why independent consulting for EOR is so important
Expertise
Since 2011, I’ve been immersed in the global human capital space, helping companies navigate the complexities of international workforce management. Over the years, I’ve advised and delivered a wide range of solutions—from international pensions and expatriate benefits to global M&A employee benefits, mobility tax, and payroll. My experience spans global mobility, contractor payments, Contractor-of-Record services, and everything from entity setup to closure. And of course, I specialize in Employer of Record solutions. I understand what great customer service looks like—and more importantly, what you should be paying for it.
EOR providers considerations
The EOR space has become crowded since emerging around 2010, and there are some critical things to keep in mind:
- Many direct EOR providers (those with their own network) are backed by venture capital or private equity. Since they’re often not profitable yet, they’re focused on rapid growth—which can lead to rushed sales without proper consultation on whether EOR is even the right fit for your business.
- Some “EOR providers” are just middlemen, reselling another company’s services under their own brand—often with added costs and no extra value.
- Lower-cost, less experienced staff are often prioritized over true global compliance and insurance experts. This is risky—EORs don’t always fully shield clients from legal liability.
- Many countries are still catching up to this fast-growing model. Staying current on changing laws and regulations is critical. Not all EORs prioritize this.
- EOR profit margins are usually very high, and most providers won’t suggest switching to a more cost-effective local entity setup if you’ve outgrown the EOR model.
- You’re probably overpaying. An independent consultant can help you negotiate better rates or transition to a more suitable provider.
Other solutions
In addition to EOR, I can also advise on a number of other global workforce solutions including but not limited to: contractor payment solutions, agent/contractor of record, global payroll, entity setup/maintenance/closure, immigration, global mobility, HRIS and more.
My fee
The cost to you is nothing but your time. I have referral fee arrangements with many different providers in the EOR space as well as other solutions in the global workforce management space. If we are able to negotiate lower rates, my fee is a percentage of that first year's savings. It may also be determined that outside counsel from a labor law attorney is required - that will be a separate cost. Adherence to local labor laws is vital to success with global employment.