Key takeaways:
- Choosing the right EOR partner is a strategic decision, not just an operational one—companies need trusted allies who can navigate international laws, support remote teams, and enable compliant global growth.
- Local expertise matters more than global reach, so it’s essential to vet EORs for in-country presence, legal knowledge, and cultural fluency in the specific regions where you plan to hire.
- Scalability and worker type flexibility are critical, and the best EORs can support full-time employees, independent contractors, and hybrid team structures across multiple markets.
- Transparency in compliance and pricing is non-negotiable, with strong providers offering clear service models, legal oversight, and detailed breakdowns of all fees and responsibilities.
- A full-service EOR like IES offers built-in scalability, combining 50 years of expertise, global payroll, localized onboarding, white-glove HR support, and multilingual employee tools to deliver reliable, compliant workforce management worldwide.
- As global hiring accelerates and the workforce becomes more distributed, the need for reliable Employer of Record partners has never been more critical. Companies aren’t just looking to outsource administrative burdens — they’re looking for strategic allies who can help them navigate complex international laws, support remote team structures, and foster scalable, compliant growth.
In fact, with nearly all (96%) of multinational companies planning to maintain or grow their geographic footprint, many face critical challenges like building local infrastructure (61%) and understanding unfamiliar legal systems (33%). For organizations aiming to stay agile and compliant, choosing the right EOR partner is a decision that demands foresight, not haste.
This guide walks you through what to prioritize when vetting an EOR for the long haul.
The EOR Partner’s Role in Modern Workforce Strategy
An effective EOR isn’t just a back-office function — it’s an extension of your HR and compliance ecosystem. The best partners not only manage the legalities of employment across borders, but also help shape how organizations expand and engage their workforce.
As companies lean more heavily on contingent talent, hybrid teams, and global specialists to build skilled, remote teams, a trusted EOR partner becomes instrumental to workforce strategy.
Top 7 Questions to Ask When Looking for an Employer of Record
Selecting the right EOR partner isn’t just about ticking boxes on compliance or offloading administrative tasks. It’s about finding a long-term ally who understands your markets, grows with your business, and creates a great experience for both your internal team and distributed employees. These seven questions will help guide your decision:
1. What kind of support will you and your workers receive?
Great EOR partners serve as an extension of your HR team. Ask how they manage onboarding, payroll, offboarding, and ongoing care. Is the experience tech-only, or do you get personalized support? Do they offer localized assistance and fast response times for workers?
On your end, clarify how service is structured: Do you get a dedicated point of contact? What’s their average response time? And how are issues tracked and escalated?
2. How experienced is the EOR in the countries you’re targeting?
Global presence doesn’t always mean local expertise. Ask whether they have registered entities, in-country experts, and a deep understanding of the legal, cultural, and logistical realities of operating in each market.
For example: Can they support a test hire — say, one salesperson in Germany — to assess a region before a full-scale expansion? Avoid EORs that rely purely on tech and third parties without true market insight. Global employment is nuanced; shortcuts here can lead to compliance and reputation risks.
3. Can they scale with your business and support various worker types?
Your EOR should be equipped to grow with you. Ask if they support hiring across multiple countries and regions, and whether they can accommodate both full-time employees and independent contractors (or other contingent workers).
Bonus: Confirm how they handle worker classification, including risk assessments and local guidance. If you’re expanding quickly or testing markets, this flexibility matters.
4. How is compliance handled across different countries and worker types?
Some EORs automate compliance processes using software and AI. Others use legal teams or hybrid models to manage country-specific risks. Ask for details on how compliance is maintained for both employees and contractors, and whether there’s human legal oversight in high-risk or regulated regions.
For example: Who’s responsible for monitoring regulatory changes in France vs. Mexico? Is someone regularly reviewing labor law shifts that might impact you?
5. What’s their track record, and how long have they been in business?
In a market filled with fast-moving EOR startups, longevity and legitimacy still matter. Ask how long the provider has operated, how many clients they serve, and in how many countries. A mature provider may offer better infrastructure, legal safeguards, and service reliability — especially if you’re entering complex regions.
6. What level of service can you expect?
Some EORs offer full-service models, managing everything from contracts to payroll and onboarding. Others expect your internal team to carry more of the load.
Clarify upfront: Will you need to run payroll or onboard employees yourself? Or does the EOR take full ownership of these tasks? Different levels of support will impact your resourcing needs and internal workload.
7. What does the full pricing structure look like?
Transparency is critical. Beyond the headline rate, ask about onboarding fees, offboarding charges, benefits administration costs, and country-specific taxes. A trustworthy EOR will walk you through every cost line item and ensure you’re not caught off guard by hidden or variable fees as you expand.
How IES Delivers as a Trusted EOR Partner
Innovative Employee Solutions (IES) stands apart by combining 50 years of industry expertise, a people-first approach with white glove customer service, and full-service, end-to-end solutions with a global reach. Here’s what makes IES a standout EOR partner:
- Global EOR Coverage for Maximum Flexibility. Engage and manage remote and contingent talent across all 50 U.S. states and in over 150 countries, without the need to establish legal entities.
- Fast, Region-Specific Onboarding. Get your workforce up and running quickly with tailored onboarding processes that align with local employment laws, documentation standards, and cultural expectations.
- Reliable, Compliant Payroll in Local Currency. Ensure workers are paid accurately and on time with global payroll support, local pay scheduling compliance, tax withholding, and consolidated invoicing.
- Top-to-Bottom Compliance. Navigate complex tax and labor regulations with ease. IES handles compliance with local, national, and international laws, shielding your business from misclassification risks and legal penalties.
- Tailored Benefit Options and HR Support. Provide flexible, appealing benefits and access full-service HR support for your remote and contingent workforce, including offboarding, timecard processing, and employee relations.
- Integrated Technology for Workforce Management. WorkSite, IES’s proprietary platform, gives you and your team visibility into onboarding, assignment management, KPIs, and compliance—all from one dashboard, accessible via desktop or mobile.
- Self-Service Employee Portal in 125+ Languages. Empower your global workforce with a multilingual, mobile-friendly employee dashboard to manage assignments, timesheets, benefits, PTO, pay statements, and more.
- Award-Winning, Human-Centered Support. With more than 50 years of service excellence, IES delivers consultative, people-first support.
- Built-In Scalability and Strategic Partnership. IES designs end-to-end EOR solutions that align with your workforce strategy, whether you’re rapidly expanding, entering new markets, or adapting to shifting business needs.
Looking for an EOR partner that enables your business to grow and scale? Discover how IES supports global workforce success. Get started today.
Sara Jensen is the Senior Vice President of Growth & Strategy at Innovative Employee Solutions (IES), a leading provider of remote and contingent workforce solutions, specializing in Global Employer of Record, Agent of Record, and Independent Contractor compliance services in the U.S. and 150+ countries. Founded in 1974, IES is a woman-owned business, certified by the WBENC and partners with companies to provide compliant employment solutions that empowers peoples’ lives.
