10 Best EOR Platforms for Software Companies in 2026
Best EOR Platforms for Software Companies Shortlist
EOR platforms for software companies are global employment platforms that help you hire, pay, and manage international teams without setting up local legal entities. These EOR solutions act as the legal employer, handling contracts, payroll, compliance, and employee benefits so your team can focus on building products. Many tools offer an all-in-one approach to global HR, combining hiring, onboarding, and workforce management in a single system. This makes it easier to support outsourcing, access a broader talent pool, and scale internationally with a user-friendly platform. In this list, you’ll find trusted EOR platforms that handle contracts, payroll, local regulations, and benefits—so your company can hire top developers anywhere and keep HR operations simple and secure.
Why Trust Our Software Recommendations
Our team has been testing and reviewing software since 2012. As HR experts ourselves, we know how difficult—and important—it is to choose the right software.
For this guide, we evaluated tools using hands-on testing and independent research, scoring tools using our selection criteria. We also draw on insights from industry thought leaders and practicing HR experts.
Our reviews reflect our human editorial judgment, not a sales pitch.
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Comparison Table: EOR Platforms for Software Companies
This comparison table summarizes pricing details for my top EOR platforms for software companies’ selections:
| Tool | Best For | Trial Info | Price | ||
|---|---|---|---|---|---|
| 1 | Best for bundled HR and compliance support | Free demo available | From $599/user/month | Website | |
| 2 | Best for fast global onboarding | Free demo available | From $599/user/month | Website | |
| 3 | Best with integrated contractor management | Free demo available | From $599/employee/month | Website | |
| 4 | Best for indemnification-backed hiring | Not available | From $199/user/month | Website | |
| 5 | Best with Human and local compliance expertise | Not available | Pricing upon request | Website | |
| 6 | Best for payroll-integrated global payments | Free demo available | From $499/user/month | Website | |
| 7 | Best for tech-focused EOR services | Free demo available | From $499/user/month | Website | |
| 8 | Best for automated international compliance | Free demo available | From $459/user/month | Website | |
| 9 | Best for owned-entity global employment scale | Free demo available | From $599/user//month | Website | |
| 10 | Best for flat-fee global hiring costs | Not available | From $599/user/month | Website |
Best EOR Platforms for Software Companies Reviews
Below are my detailed summaries of the EOR platforms for software companies that made it onto my shortlist. My reviews offer a detailed look at the features, global compliance capabilities, and integrations of each platform to help you find the best one for you.
Best for bundled HR and compliance support
Justworks is an employer of record platform that brings together global payroll, HR compliance management, advisor access, and international onboarding in a single solution tailored for software companies hiring abroad.
Who Is Justworks Best For?
Small and midsize tech companies looking to centralize international payroll and HR compliance in one platform.
Why I Picked Justworks
I picked Justworks because I can bundle global EOR, payroll, and HR compliance support for software teams expanding fast. The platform gives me direct access to HR advisors and manages international onboarding and labor law requirements in one place.
Justworks Key Features
- Global payroll dashboard: View and process payments for employees and contractors in multiple countries from one system.
- Country-specific contract templates: Generate compliant employment agreements tailored to local legal requirements.
- Integrated time tracking: Track international employee hours and time off directly within the platform.
- Employee self-service portal: Allow team members to access pay stubs, benefits information, and onboarding tasks online.
Justworks Integrations
Justworks offers native integrations with 15Five, Carta, Brex, Accurate, Expensify, QuickBooks, Xero, Greenhouse, and more. An API is available for custom integrations.
Pros and Cons
Pros:
- 24/7 human customer support
- Compliance support for multiple countries
- Global payroll and HR in one platform
Cons:
- Immigration support costs extra
- Limited advanced reporting options
G-P
Best for fast global onboarding
G-P is a global employer of record platform for software companies that lets you onboard, pay, and manage distributed teams with integrated HR, payroll, compliance, and onboarding features.
Who Is G-P Best For?
HR and operations teams at rapidly scaling software companies hiring in multiple countries.
Why I Picked G-P
I picked G-P as one of the best because my team can quickly onboard software engineers worldwide while the platform handles everything related to built-in compliance. I rely on G-P’s centralized dashboard to get up-to-date legal guidance and for automated employment contract generation that matches local regulations. I also use their in-country HR support when managing multiple operational questions across different locations.
G-P Key Features
- Automated payroll calculations: Handles gross-to-net pay and statutory deductions across global locations.
- Multi-currency payments: Supports salary disbursement in local currencies for international employees.
- Time off tracking: Lets managers and employees log, approve, and track leave requests in one place.
- Expense reimbursement workflows: Offers built-in processes to submit and manage employee reimbursements.
G-P Integrations
G-P offers native integrations with ADP Workforce Now, Paylocity, TriNet, UKG Pro, Workday, and more. An API is also available for custom integrations.
Pros and Cons
Pros:
- Local compliance alerts and legal updates
- Multi-country payroll with real-time tracking
- Built-in HR document storage and e-signatures
Cons:
- No equity plan management functionality
- Some user roles lack granular permissions
Best with integrated contractor management
Deel Hire is an employer-of-record platform designed for software companies to manage global hiring, payroll, compliance, contractor onboarding, and employee benefits in one unified system.
Who Is Deel Hire Best For?
Deel Hire is a strong fit for fast-growing software companies that need to hire and pay international employees and contractors without setting up local legal entities.
Why I Picked Deel Hire
I've included Deel Hire in my top picks because it handles both contractors and full-time employees in one platform—something that genuinely sets it apart for software companies with mixed workforce models. I like that you can convert contractors to employees in 110+ countries directly within the platform, without starting from scratch. The contractor side includes built-in classification safeguards that apply local labor law guidance, which matters a lot when you're hiring engineers across different jurisdictions. Deel also automates contractor invoicing based on contract terms, so your team isn't chasing down paperwork or manually reconciling payments.
Deel Hire Key Features
- Global payroll processing: Run payroll for full-time employees across 100+ countries with local tax calculations and currency support.
- Localized employment contracts: Generate locally compliant employment agreements tailored to the laws of each hire's country.
- Benefits administration: Offer and manage country-specific benefits packages, including health insurance and pension plans.
- Dedicated compliance support: Access a team of local legal and HR experts to navigate country-specific employment regulations.
Deel Hire Integrations
Deel Hire offers native integrations with platforms like Greenhouse, BambooHR, QuickBooks, Xero, NetSuite, HiBob, and Okta. An API is available for custom integrations.
Pros and Cons
Pros:
- Automated tax documentation for multiple jurisdictions
- Native integrations with leading HR platforms
- Strong compliance with local labor regulations
Cons:
- Visa and immigration features have extra fees
- Support response times can vary by region
Best for indemnification-backed hiring
HireGlobal is a global workforce platform built by Toptal that unifies contractor management, agent of record, virtual EOR, and traditional EOR services across 180+ countries under a single agreement and HRIS.
Who Is HireGlobal Best For?
HireGlobal is a strong fit for early-stage SaaS companies and technical founders scaling a distributed engineering team across borders without a legal entity in place.
Why I Picked HireGlobal
HireGlobal earns its spot on my list because it's the only platform I've seen offer $1M indemnification per worker, covering misclassification claims, permanent establishment risk, and legal defence costs. For a SaaS company running mixed contractor and engineering teams across borders, that's a concrete safeguard. I also like how its Virtual EOR model lets teams move a contractor to covered status immediately, without the weeks-long wait of traditional EOR setup.
HireGlobal Key Features
- Agent of record onboarding: Brings contractors onto compliant AOR agreements in minutes, with consolidated invoicing across all workers.
- Four-tier engagement model: Moves workers across contractor, AOR, Virtual EOR, and traditional EOR under a single master agreement without renegotiation.
- Free managed migration: Transfers worker data, contracts, and tax records from an incumbent provider in 1–2 days with no migration fee.
- Isolated virtual environments: Gives each client a dedicated, segregated data environment with custom server management and full data portability.
HireGlobal Integrations
HireGlobal doesn't have any native integrations. Its HRIS provides internal workforce management, while migration from incumbent providers functions as a one-time data import rather than a persistent integration.
Pros and Cons
Pros:
- Onboarding for global dev teams in minutes
- Contractor to EOR migration managed in 1–2 days
- $1M indemnification specifically for SaaS misclassification
Cons:
- EOR coverage uses partner entities, not owned
- No equity or RSU administration offered
Best with Human and local compliance expertise
CXC Global is an EOR and contingent workforce management platform that combines employer of record services, contractor and agent of record management, and global payroll across 100+ countries.
Who Is CXC Global Best For?
CXC Global is a strong fit for enterprise software companies managing large, mixed workforces of contractors and full-time employees across multiple countries.
Why I Picked CXC Global
CXC Global earns its spot on my shortlist because of its Human+ model, which pairs automation with in-country compliance experts rather than a generic help center. I particularly like CXC Comply, the proprietary contractor classification tool that proactively flags misclassification risk before it becomes a legal problem. That distinction matters when your engineering team mixes full-time employees and contractors across Poland, Portugal, and Brazil at the same time.
CXC Global Key Features
- In-country employment contracts: CXC Global drafts and maintains localized, compliant employment agreements for each supported region.
- Multi-country payroll processing: The platform manages currency conversion, payroll calculations, and tax filings across more than 100 countries.
- Statutory and supplemental benefits administration: CXC administers region-specific health insurance, pensions, and leave benefits according to local regulation.
- Dedicated account management: Each client is assigned a dedicated account manager for ongoing program oversight and support.
CXC Global Integrations
CXC Global offers native integrations with SAP Fieldglass and Beeline, other integrations are not currently listed.
Pros and Cons
Pros:
- 99% payroll accuracy across 100+ countries
- Runs MSP and EOR under one provider
- Deep contractor classification expertise across regulated markets
Cons:
- No self-serve dashboard for routine HR tasks
- Onboarding takes a longer time period
Best for payroll-integrated global payments
Papaya Global is a global EOR and workforce management platform that handles international hiring, payroll processing, and cross-border payments across multiple countries and currencies.
Who Is Papaya Global Best For?
Papaya Global is a strong fit for multinational software companies that need payroll and cross-border payments managed together in one platform.
Why I Picked Papaya Global
Papaya Global earns its spot on my shortlist because it's the only EOR platform I've seen that fully unifies payroll processing and cross-border payments in one system. I love that it can push salary disbursements across 160+ countries in local currencies without requiring a separate payment provider, which matters a lot when your software company has contractors and employees spread across dozens of markets. Its workforce wallet feature lets you fund and track payments in real time, so there's no guessing where disbursements stand.
Papaya Global Key Features
- Automated compliance engine: Automatically applies local labor laws, tax rules, and statutory requirements to each worker's record based on their country.
- Contractor management: Onboards, classifies, and manages contractors separately from employees within the same platform.
- Employee self-service portal: Lets workers access payslips, contracts, and tax documents directly without going through HR.
- Workforce analytics dashboard: Provides a centralized view of headcount, labor costs, and workforce data across all countries.
Papaya Global Integrations
Papaya Global offers documented connectors for Eqip, OneData, and Namely, plus a Workforce Payments API with sandbox credentials for custom integrations.
Pros and Cons
Pros:
- Dedicated account managers help resolve issues
- Local-currency disbursements span many markets
- Payroll and payments share one workflow
Cons:
- Some users report delayed payments
- Urgent support responses can take too long
Best for tech-focused EOR services
RemotePeople is an employer of record software platform for global software companies that centralizes onboarding, document management, compliance, and global payroll in a single interface.
Who Is RemotePeople Best For?
International HR and operations teams at SaaS companies scaling distributed teams across multiple countries.
Why I Picked RemotePeople
I picked RemotePeople as one of the best because I can manage onboarding, employment contracts, and payroll in dozens of countries from a single interface. The unified workforce management dashboard lets me view compliance status and payment timelines without switching tools. I also rely on their responsive in-app support when hiring or terminating employees globally.
RemotePeople Key Features
- Employee self-service portal: Lets staff securely access their contracts, payslips, and personal data online.
- Automated employment document generation: Creates compliant offer letters and agreements for each country.
- Multi-country benefits administration: Manages health, pension, and equity plans in different regions.
- Live compliance monitoring: Tracks changes in local employment laws and alerts HR teams in real time.
RemotePeople Integrations
Native integrations are not currently listed. An API is available for custom integrations.
Pros and Cons
Pros:
- Automated end-of-employment processes for HR
- Online dashboard for live HR updates
- Standardized onboarding for global software teams
Cons:
- Limited benefits available outside major markets
- No digital wallet or payout options
Best for automated international compliance
Multiplier is an employer of record platform for software companies that lets you onboard employees, manage global payroll, administer multi-country compliance, and handle contracts from a single dashboard.
Who Is Multiplier Best For?
HR and finance teams at software companies needing full-featured employer of record services for international hiring and payroll.
Why I Picked Multiplier
I picked Multiplier as one of the best because my team is able to process multi-country payroll and stay locally compliant using just one dashboard. I like that I can generate compliant employment contracts tailored to each country. I also use the built-in IP protection features when onboarding software engineering talent in new markets.
Multiplier Key Features
- Equity management: Lets you set up and administer employee equity grants globally.
- Benefits administration: Offers access to local benefits packages for global employees.
- Automated invoicing: Creates and manages payroll and contractor invoices in-platform.
- Expense claims management: Enables employees to submit and track expense reimbursements.
Multiplier Integrations
Multiplier offers native integrations with BambooHR, Workday, HiBob, and more. The tool also supports integrations via API for custom workflows.
Pros and Cons
Pros:
- In-app HR document management and e-signatures
- Customizable benefit packages for global teams
- Provides local contracts compliant with country laws
Cons:
- Lacks automated tax filing in all regions
- Limited country-specific reporting features
Best for owned-entity global employment scale
Atlas HXM is an employer of record platform that operates through its own legal entities across multiple countries, offering global hiring, payroll, benefits administration, and compliance management for software companies expanding their international workforce.
Who Is Atlas HXM Best For?
Atlas HXM suits software companies hiring across multiple countries that want an EOR with its own legal entities rather than relying on third-party partners.
Why I Picked Atlas HXM
Atlas HXM earns its spot on my shortlist because it operates through its own legal entities rather than third-party partners, which matters a lot when you're scaling a software team across many countries simultaneously. I like that this owned-entity model means Atlas HXM handles compliance, payroll, and benefits directly in each market, cutting out the middleman risk. When my team needs to hire engineers in multiple regions at once, that direct coverage translates to faster onboarding and cleaner accountability.
Atlas HXM Key Features
- Multi-currency payroll processing: Run payroll in local currencies across multiple countries from a single dashboard.
- Localized benefits administration: Configure and manage country-specific benefits packages that meet local statutory requirements.
- Contract and document management: Generate, store, and manage employment contracts and HR documents for international workers in one place.
- Real-time compliance monitoring: Track changes to local labor laws and automatically flag compliance risks across your global workforce.
Atlas HXM Integrations
Atlas HXM doesn’t clearly document named native integrations. Atlas HXM Connect supports API integrations for connecting HR and finance systems.
Pros and Cons
Pros:
- Country-specific compliance expertise supports expansion
- Users praise responsive account support
- Direct entity control across hiring markets
Cons:
- New users cite difficult platform navigation
- Some users report slow platform performance
Teamed is an employer of record platform built for international hiring, offering global payroll processing, contractor management, and compliance support across multiple countries under a flat-fee pricing model.
Who Is Teamed Best For?
Teamed is a strong fit for companies hiring across multiple countries that want predictable, flat-fee costs without surprise invoices at month-end.
Why I Picked Teamed
Teamed earns its spot on my shortlist because its flat-fee pricing model removes the budget unpredictability that plagues software companies scaling across multiple countries fast. I like that you pay one fixed rate per employee regardless of their location, which means no surprise charges when you hire in a higher-cost country. Teamed also covers payroll processing and compliance in a single package, so your team isn't juggling separate vendors as your headcount grows internationally.
Teamed Key Features
- Contractor management: Localised, compliant contractor agreements and multi-currency payments across 187+ countries from a single platform.
- IP protection: EOR employment contracts include built-in IP assignment clauses to protect your company's intellectual property.
- Zero FX markup: Currency conversion runs at mid-market rates, with the exchange rate displayed transparently on every invoice.
- 24-hour EOR onboarding: New employees can be onboarded under Teamed's legal entity within one business day of completing setup.
Teamed Integrations
Teamed doesn't have any native integrations.
Pros and Cons
Pros:
- Contractor support spans 187+ countries
- Employment contracts assign intellectual property rights
- Predictable per-employee global hiring costs
Cons:
- Country-specific EOR coverage needs verification
- No trial limits pre-purchase evaluation
Other EOR Platforms for Software Companies
Here are some additional EOR platforms for software companies options that didn’t make it onto my shortlist, but are still worth checking out:
- Remote
For owned-entity IP transfer worldwide
- Native Teams
For payroll and benefits management
- Safeguard Global
For multi-service workforce expansion
- Borderless AI
For AI-native global hiring workflows
- Pebl
For global mobility and compliance depth
How I Evaluate EOR Platforms for Software Companies
I split my evaluation into three parts, with the most weight on core needs: employ people abroad without your own entity and manage local compliance and payroll. Next, I look for differentiators such as equity support. Finally, I consider onboarding, responsive support, and clear pricing beyond the feature set.
Core Functionality (Table Stakes For This List)
When I'm selecting tools for my list, I score each one on a scale from 0 (does not offer the functionality) to 5 (excels in this area) for each core functionality listed below. I then convert the total into a percentage to help assess each tool's overall fit, with extra weight on any functionalities I’ve deemed essential.
- In-Country Employment (Essential): I look for direct local employment or clear partner arrangements, so HR can hire abroad without setting up an entity.
- Local Compliance Coverage (Essential): I assess country coverage and how providers handle local labor laws, tax obligations, and regulatory changes as teams expand.
- Global Payroll: I check for accurate local-currency payroll, statutory deductions, and consolidated records across countries.
- Benefits Administration: I look for locally appropriate health, pension, and leave benefits, plus clear administration and employee access.
- Contract Management: I assess whether teams can generate locally compliant contracts and manage amendments as roles or terms change.
- Contractor Conversion: I look for a defined path to move contractors into EOR employment while maintaining clear records and onboarding continuity.
Once I have a list of tools that meet the criteria, I consider what sets each platform apart.
Differentiating Factors (What Sets Vendors Apart)
Here's how I compare and contrast different vendors:
Standout Features
Equity and stock option support matters a lot for software companies hiring engineers abroad. I check whether a provider can administer vesting schedules and option grants in line with local tax treatment, since getting this wrong creates real liability. I also evaluate IP and equipment protection—specifically how each vendor handles intellectual property assignment and laptop provisioning or recovery for remote hires across borders. Visa and immigration assistance is another differentiator I look for, especially the ability to sponsor work permits when you need to relocate a specialist to a new country quickly.
Beyond Features
I check whether a provider owns its local entities or relies on third-party partners, since partner-heavy models can mean slower onboarding and inconsistent employee support when issues come up mid-contract. Pricing structure matters just as much—flat per-employee fees versus percentage-based models create very different cost profiles as headcount grows, and buried offboarding or benefits fees can catch finance teams off guard. I also evaluate response times and whether support includes local-language, country-specific expertise, because a payroll error in a unfamiliar jurisdiction needs someone who knows the local rules, not a generalist queue.
How to Choose EOR Platforms for Software Companies
It’s easy to get bogged down in long feature lists and complex pricing structures. To help you stay focused as you work through your unique software selection process, here’s a checklist of factors to keep in mind:
| Factor | What to Consider |
| Scalability | Can the platform support your expansion plans and headcount projections in existing and new markets without switching vendors in 12–24 months? |
| Integrations | Which HR, payroll, or accounting systems does it need to connect with? Check for native, API, or middleware integrations before committing. |
| Customizability | Does it let you set up workflows, roles, or document templates that fit your hiring and payroll processes across all countries you plan to operate in? |
| Ease of use | Is the interface intuitive for both admins and employees? Conduct hands-on demos with your HR and finance teams to catch friction points or bottlenecks. |
| Implementation and onboarding | How long does setup usually take, and what in-house support or resources are needed? Ask about expected migration timelines and onboarding support offered. |
| Cost | What’s included in the monthly employee fee? Probe for hidden fees, minimums, or extra charges for countries, currencies, or employee actions. |
| Security safeguards | Does the platform meet your organization’s expectations for data privacy, encryption, access controls, and audit trails in every country you plan to hire in? |
| Compliance requirements | Are country-specific compliance processes and documentation up to date, and do they fit your legal risk tolerance? Ask for sample policies and reporting. |
What are EOR Platforms for Software Companies?
EOR platforms for software companies are digital solutions that help you hire, pay, and manage employees legally in countries where your business isn’t incorporated. These platforms handle compliance, payroll, contracts, and benefits administration for distributed teams. They’re essential for scaling global tech operations while reducing legal risk and administrative burdens.
Features
Here are the core features any great EOR platform for software companies should have:
- Global payroll processing: Accurately calculates pay, taxes, and deductions for every employee across multiple countries in local currencies, ensuring on-time payments.
- Local compliance management: Automatically applies country-specific laws, labor regulations, and statutory benefits, so your company remains legally compliant as you scale.
- Employment contract creation: Generates compliant, localized contracts for every new hire, reducing legal risk for teams expanding internationally.
- Employee onboarding workflows: Guides new staff through digital onboarding steps, document collection, and orientation, streamlining the hiring experience for both HR and employees.
- Benefits administration: Delivers health insurance, retirement, and other local benefits tailored to the requirements of each country and employee type.
- Document management: Centralizes the storage and tracking of contracts, tax forms, and onboarding materials for secure, organized access by both HR and employees.
- Multi-currency support: Enables payments and expense reimbursements in employees’ local currencies, avoiding currency conversion delays or errors.
- End-to-end tax management: Calculates, withholds, and remits income tax and social contributions for every jurisdiction in which employees work.
- Time off and leave tracking: Lets employees request vacations or sick leave while ensuring compliance with local leave entitlements and accrual rules.
- Self-service employee portals: Give employees secure access to payslips, benefits, time-off requests, and personal data from anywhere, reducing HR’s manual workload.
Benefits
Implementing EOR platforms for software companies provides several benefits for your team and your business. Here are a few you can look forward to:
- Faster global hiring: Simplifies onboarding and local contract management so you can add talent in new countries without administrative delays.
- Reduced compliance risk: Automates tax, labor law, and benefits administration to keep you aligned with local regulations in every country where you employ staff.
- Simplified payroll management: Centralizes payroll calculations, multi-currency payments, and tax withholding, cutting down on manual work and potential payroll errors.
- Effortless benefits administration: Handles country-specific benefits setup and management, giving your team competitive packages with less administrative effort.
- Secure document handling: Stores contracts, onboarding records, and compliance documents in a centralized, secure platform that’s easy for HR and employees to access.
- Improved employee experience: Offers self-service portals for onboarding, payroll, time off, and benefits, making life simpler for distributed teams.
- Scalable operations: Enables you to enter new markets quickly and support headcount growth with infrastructure that’s built for global expansion.
Costs and Pricing
Selecting EOR platforms for software companies requires an understanding of the various pricing models and plans available. Costs vary based on features, team size, add-ons, and more. The table below summarizes common plans, their average prices, and typical features included in EOR platforms for software companies solutions:
Plan Comparison Table
| Plan Type | Average Price | Common Features |
| Free Plan | $0 | Basic compliance resources, onboarding checklists, and limited document storage. |
| Personal Plan | $200-$300/employee/mo | Global payroll processing, contract creation, localized compliance management, and self-service portals. |
| Business Plan | $300-$500/employee/mo | Multi-country support, in-depth reporting, benefits administration, time off tracking, and integrations with HR systems. |
| Enterprise Plan | $500+/employee/mo | Advanced compliance automation, dedicated account management, custom workflow setup, enterprise security, and API access. |
FAQs
Here are some answers to common questions about EOR platforms for software companies:
How do EOR platforms help software companies expand internationally?
EOR platforms make it possible to hire and pay employees abroad without setting up local entities. They manage compliance, contracts, payroll, and benefits, letting software companies quickly enter new markets while staying legally protected.
Can an EOR platform handle payroll in multiple currencies?
Yes, most EOR platforms process payroll in multiple local currencies. This means you can pay team members in their home currency, handle withholdings and deductions, and avoid manual currency conversions.
What compliance risks do these platforms take care of?
EOR platforms handle labor law compliance, statutory benefits, mandatory paperwork, and tax filings in each country. They keep your business protected from misclassification, fines, and changing legal requirements as you scale.
Are EOR platforms only for large companies?
No, small and growing software companies can benefit too. EOR platforms are designed to support hiring needs for startups, scale-ups, and enterprise organizations that need fast, compliant international hiring
How long does it take to onboard a new employee with an EOR provider?
Most platforms offer digital onboarding that can take as little as a few days to a couple of weeks, depending on the country, documentation, and employee availability. Employers and new hires get guided workflows to speed up setup.
Do these platforms integrate with existing HR or payroll systems?
Many EOR platforms offer integrations with popular HR, payroll, and accounting tools. It’s important to check that any platform you consider supports the systems you already use or need for your workflow.
How does an EOR handle IP transfer upon termination?
EOR platforms include IP assignment clauses in employment contracts so any software, code, or related work created by the employee is owned by your company. When the employee leaves, the platform helps ensure all code, access, and assets are securely transferred and compliant with local laws.