Author: soporte administrador

We had the opportunity to speak with Venecia Carrasco, CEO and co-founder of Baja Nearshore, about the evolution of nearshoring in Latin America, why so many companies are looking to the region for talent, and what the future holds for global hiring. 

When the spread of COVID-19 led to lockdowns being implemented across much of the world in 2020, Carrasco’s job was dierctly impacted and she was inspired to co-found her business.

Seeking to help companies get the best from their unexpected or accelerated transition to remote working, and drawing on her experience of living in both Latin America and the United States, Carrasco’s company matches hiring companies to remote candidates throughout the Americas.

Over four years of faciliting remote working across the region, Carrasco has seen many developments in the global hiring industry and Latin American as a talent market. Here’s what she had to say:

SG: Can you tell us a bit about Baja Nearshore, what differentiates it from other providers in the global hiring market? 

Baja Nearshore stands out because we don’t work with a huge marketplace. Instead, we source and screen candidates for each job search individually. We make sure that candidates meet the technical requirements and fit the company culture. We become a part of the team, acting as a true partner throughout hiring process. This personalized approach ensures that our clients get the best possible candidates. 

SG: What inspired the creation of Baja Nearshore, and how did it develop into a fully formed business model? 

It came from a personal challenge I faced right after the pandemic. I was laid off from a job that relied heavily on live events, which had been affected by the global shutdown. At that time, I was working with a distributed team from the Philippines, the US, and Mexico, and after onboarding over 50 representatives, I realized I had a knack for this repeatable process.

My background in working with American franchises in Mexico and my master’s degree in organizational development provided the perfect foundation. A friend, who is now one of our co-founders, invited me to apply for a remote job at a SaaS company hiring from Colombia. When it seemed I wasn’t getting the job, I thought of a new solution: creating a bridge for remote opportunities between US companies and Latin America talent. This idea evolved into Baja Nearshore. 

SG: Tell us about your experience of becoming a pandemic era entrepreneur

Becoming a pandemic-era entrepreneur was a unique and challenging experience. The uncertainty and rapid changes forced me to adapt quickly and creatively. If I could do anything differently, I might have focused earlier on building a strong network of mentors and advisors to guide me through the initial stages. However, the experience taught me resilience and the importance of staying flexible.

SG: In your experience, what sort of Latin American professionals are most highly sought after by international companies? 

Technology and software professionals are the most popular among international companies, but any industry working with remote teams can benefit from hiring from Latin America. The talent pool is diverse and highly skilled, making it an attractive option. 

SG: How have hiring tendencies evolved since the inception of Baja Nearshore, especially regarding nearshoring in Latin America? 

Nearshoring has always existed, typically under big corporations like call centers and BPOs. However, these required large contracts, which weren’t feasible for many startup founders. Today, it’s possible for companies to hire individuals from Latin America as part of their team without committing to a full staff or department. This evolution has made it easier and more seamless for all parties involved, allowing startups and smaller companies to benefit from the rich talent pool in Latin America. 

SG: What are the biggest untapped opportunities in nearshoring in Latin America for international companies? 

While tech and software are well-known sectors, there are significant opportunities in fields like digital marketing, customer support, and finance. Many professionals in these areas possess strong bilingual skills and a deep understanding of the US market, making them valuable assets for international companies. 

SG: Which countries in Latin America would you consider rising stars as hiring destinations, either because they are attracting increasing interest or because they offer growing pools of professionals? 

Countries like Colombia, Mexico, and Brazil are certainly rising stars. They offer a growing pool of highly skilled professionals and have been attracting increasing interest from international companies.

Additionally, the cultural alignment and time zone compatibility with the US make these countries particularly attractive for nearshoring. 

SG: What is the most enduring piece of advice you have received during your career? 

Always prioritize building relationships. Whether it’s with clients, team members, or partners, strong relationships are the foundation of any successful business. This advice has guided me in creating a collaborative and supportive work environment at Baja Nearshore. 

SG: If you could go back to give your younger self one short piece of advice, when would you go back to and what would you tell yourself? 

If I could go back, I would visit my younger self right after college and tell myself to embrace failure as a learning opportunity. I used to fear making mistakes, but I’ve learned that failure is often the best teacher and can lead to the most significant personal and professional growth. 

SG: What advice would you give to a young Latin American considering their career options in terms of professional areas with significant growth opportunities for the future? 

My advice to young Latin Americans is to focus on learning how to learn. Be resourceful, do your research, and find your own answers. Leverage technology to improve your communication skills and learn at least one additional language. Fields like technology, digital marketing, and finance are booming and offer significant growth opportunities. Being adaptable and continuously improving your skills will set you up for success in the future. 

SG: Which professions do you find to be oversubscribed in terms of the number of professionals available compared to the number of opportunities? 

Professions like traditional administrative roles and entry-level customer service positions tend to be oversubscribed. There’s a high number of professionals available in these areas compared to the opportunities, which makes it essential for individuals to diversify their skill sets and explore other growing fields. 

SG: What would you consider your greatest achievements since you founded Baja Nearshore in 2020? 

My greatest personal achievement has been successfully navigating the transition from a traditional career to becoming an entrepreneur during a global pandemic. For the company, our biggest achievement is building a strong, reliable network of top-tier talent from Latin America and helping numerous international companies find the perfect candidates for their teams. Seeing our clients thrive with the support of our candidates is incredibly rewarding. 

Venecia Carrasco was speaking with Allison Silva.

Serviap Global supports companies with international hiring solutions in over 130 countries worldwide, including employer of record (EOR) services. Find out more.

The shift towards location flexible work has allowed a growing number of professionals to base themselves almost anywhere, with remote working hubs emerging around the world.

Thanks to solutions such as global EOR services, it is also easy for companies to compliantly employ and manage team members around the world.

But some countries are more remote friendly than others, with the NordLayer Global Remote Work Index identifying some of the best countries for remote working based on criteria including internet quality, cost of living, visa processes, cultural attractions, and overall quality of life.

Below the top 20 are highlighted.

The 20 best countries for remote working index

Source: The Global Remote Work Index 2023 by NordLayer

Highest scores by categories

The Global Remote Working Index is based on four key areas, with notably different results between them:

Cyber safety is a critical concern for remote workers who rely heavily on the internet. This category includes the prevalence of cyber threats and the measures taken by local authorities to protect data and privacy.

Economic stability is important for remote workers because it involves inflation rates, employment opportunities, and the overall cost of living. Countries with stable economies, low living costs, and strong financial systems provide remote workers with security and peace of mind.

The availability of reliable digital and physical infrastructure can be evaluated by the quality of internet connectivity, availability of coworking spaces, transportation systems, and overall urban infrastructure.

The general well-being of individuals within a country results from lower crime rates, healthcare quality, political stability, and social freedoms. Countries that score high in social safety offer welcoming environments for remote workers and companies looking to recruit remotely.

Find out more about EOR services:

Combining travel with working online – popularly known as being a “digital nomad” – is a lifestyle associated with freedom, diverse cultural experiences, and the opportunity to meet new people.  

The rise of remote working since the COVID-19 pandemic has seen the population of people living itinerant lifestyles while working remotely explode, with around 40 miilion digital nomads worldwide in 2024, including a growing proportion of people who previously held traditional office-based jobs. 

The uptake of remote work has been widely seen as a game changer for workplace inclusion, with many minorities feeling more comfortable with teleworking arrangements. That includes LGBTQ+ professionals, who say not having to work from an office opens many more opportunities for them. 

Yet there is a notable lack of diversity among location flexible workers. Studies of digital nomad demographics show that the proportions who identify as white, male, or heterosexual tend to outweigh those seen among the wider population.  

According to Nomad List, among digital nomads who identify as men, a majority also associate themselves with non-progressive political beliefs, while almost three quarters of those who identify as women consider themselves progressive — a trend apparently mirroring a political gap that has emerged between younger men and women worldwide in recent years.

Meanwhile, around 5% of digital nomads self-identify as gay or lesbian, while 8% identify as bisexual. While those proportions are slightly higher than among the general population, it is important to note that digital nomads tend to come from younger demographics, among which LGBTQ+ self-identification is generally significantly higher. 

So, what is behind these trends, and why does this apparently adventurous lifestyle seem to attract a less diverse demographic than is seen among the the younger adult age groups that the majorty of digital nomads come from?

Digital nomad demographics and lifestyle 

Digital nomads tend to be attracted to urban centers that offer both touristic appeal and an affordable cost of living. While many choose to live abroad because of the cultural experiences on offer, others are drawn to the strong sense of community that exists between nomads.  

Many utilize co-living spaces and seek to build a local network with fellow nomads, while others build ties with local communities. Often it will depend on how long they plan to be in a particular country. 

For people from minority groups, integration and community building presents a host of additional considerations. LGBTQ+ digital nomads often encounter varying levels of acceptance and tolerance in different destinations around the world and may face discrimination, prejudice, or even legal restrictions in certain countries. 

Such concerns can lead LGBTQ+ nomads to avoid visiting some destinations, or even to boycott countries that criminalize homosexuality or fail to effectively address hate crimes. That will generally significantly reduce options, although established and emerging digital nomad hotspots tend to be more welcoming. 

For transgender people, the situation can be even more complex, especially if they have not been issued documentation that includes the gender or name they identify with, or simply must deal with officials in countries where gender critical viewpoints are widely normalised. 

Legal frameworks for LGBTQ+ workers 

According to a database maintained by the International Lesbian, Gay, Bisexual, Trans and Intersex Association (ILGA), legal protection against discrimination in employment has grown steadily over the last 30 years.  

Nowadays, 77 countries have explicit legal clauses against discrimination over sexual orientation, while 46 countries cover gender identity. However, the scope and prevalence of these norms can vary a lot. 

That includes a major disparity between Europe, where 81% of countries have legal protections against discrimination based on sexual orientation and gender identity in the workplace, and the Americas and Oceania, where less than 60% of countries do. In Asia and Africa, meanwhile, the figures stand at less than 20% and less than 10% respectively. 

Even in countries where those protections are enshrined into law, gaps can appear in the legislation. That was demonstrated in the United States this year, when a court ruled that a teacher from a Catholic school could be fired for marrying another man, even though the U.S. Supreme Court ruled in 2020 that people cannot be fired due to sexual orientation or gender identity.  

Digital nomad demographics: the cultural perspective 

Beyond the legal considerations and local attitudes, another aspect to consider when it comes to understanding digital nomad demographics is culture within the LGBTQ+ community. 

According to Nathan Aguilera, founder of online community Gay Digital Nomads, when he started travelling a decade ago, there were no other online sources specifically dealing with the challenges of being an LGBTQ+ digital nomad or seeking to build a strong community. 

Aguilera says that while he finds the digital nomad community to be mostly supportive, those who identify as heterosexual don’t usually have to fear being harassed or jailed for their identity.  

That also means there are a range of concerns associated with travel that generally don’t affect heterosexual people, such as couples having to book twin or separate hotel rooms, or feeling the need to behave like friends in public to avoid unwanted negative attention. 

For those planning to stay in a location for an extended period, finding inclusive housing can also be problematic. In some parts of the world where more conservative mindsets are prevalent, LGBTQ+ travelers can face stigma, even when there are laws in place to prevent discrimination. This can extend to situations such as being the victim of petty crime, when LGBTQ+ people may fear being treated differently by local authorities or the local community. 

It is also important to note that while many destinations have gone to considerable lengths to position themselves as LGBTQ+ friendly, that can often be driven by economic motives and is not reflected in the level of acceptance shown by local people. 

Aguilera says that leaves many LGBTQ+ professionals pondering whether they want to visit some countries, even if their rights are ostensibly protected by legislation. Ultimately, it comes down to doing your research, choosing how accepted you need to be to feel comfortable, and being prepared for things to not always be how you expect when you do travel.

Destinations for LGBTQ+ digital nomads to consider 

The LGBTQ+ community faces non-acceptance and discrimination in every country, no matter how developed or progressive it may be, meaning that no destination should be considered entirely free of risk. 

However, when trying to identify LGBTQ+ friendly destinations for digital nomads, strong indicators include properly enforced progressive laws, a visible local LGBTQ+ community, general acceptance of that community among local people, and all of the conditions needed to make digital nomadism viable. 

Those conditions include good internet, an affordable cost of living, a generally safe environment, visa or other migration options that allow digital nomads to legally work in the country, and the presence of a strong nomad community to provide support for those who need it. 

In many countries, LGBTQ+ acceptance tends to be highest in larger urban centers, where the community is also generally more visible, meaning that major cities and tourism hotspots can often be good choices.

Some standout options include Portugal and Spain, where living costs are lower than in many other parts of Europe, local laws are LGBTQ+ friendly and people are generally welcoming, while both countries offer a digital nomad visa. 

Other strong choices include Taiwan and Thailand, with the former being the first territory in Asia to legalize same-sex marriage and its modern capital Taipei emerging as an increasingly popular destination for nomads. In Thailand, meanwhile, Bangkok and Chiang Mai have well-established digital nomad communities, while the country has a welcoming migratory regime for people working remotely.

For those with jobs based in the United States or Canada who wish to remain on a similar timeline to their company, both Argentina and Uruguay present good options, with each offering offerdable living costs, a low crime rate by regional standards, and, in Buenos Aires and Montevideo, capital cities known for their LGBTQ+ friendly attitudes. Each country offers a digital nomad visa. 

Announcement 4 p.m. EDT Tuesday, 2 July:

Due to the ongoing emergency threat posed by Hurricane Beryl, local administrative operations in Jamaica will be suspended until further notice.

Similar closures are also likely to affect other potentially impacted islands and territories in the Caribbean.

With Hurricane Beryl set to reach Jamaica on Wednesday, 3 July, having already claimed at least one life and caused massive destruction elsewhere in the region, our number one priority is making sure that our colleagues, partners and clients remain as safe as possible. Our thoughts are with everyone affected.

Update 10.00 a.m. EDT Wednesday, 3 July:

According to the U.S. National Hurricane Center, Hurricane Beryl is “expected to bring hurricane conditions to Jamaica by midday today (July 3) with life-threatening winds and storm surge… Expected to approach the Cayman Islands tonights into Thursday (July 4).”

The National Hurricane Center has also warned that Haiti and the Dominican Republic face the threat of significant damage, while Belize and Mexico’s Yucutan Peninsular are also potentially in the path of the hurricane.

At least six deaths had reportedly been caused by Hurricane Beryl by Wednesday morning (July 3).

Additional updates will be provided as this situation develops.

Update 08.00 am EDT Monday, 8 July:

Services in Jamaica and surrounding territories have returned to normal.

While LGBTQ+ inclusivity in workplaces has greatly improved in many parts of the world over recent decades, it still has a long way to go.

One thing that can be crucial to promoting inclusion is having lesbian, gay, bisexual, transgender, queer and other voices from the community represented in leadership positions — which ensures that LGBTQ+ perspectives are involved at the highest level of the organization, and demonstrates to colleagues that their identity is not a barrier to success.

With that in mind, we chatted with Rich Guerra, our global head of revenue, to talk about pride in leadership and his journey as an openly gay professional and LGBTQ+ activist, as well as getting some tips from him for professionals who are considering how to be open at work.

That’s particularly important for younger professionals, with a 2024 EY survey showing that Gen Z workers are six times more likely to identify as LGBTQ+ than their older colleagues, but three times more likely to be unsure of their employer’s inclusion efforts. Meanwhile, 40% left jobs because they believed their employers were not welcoming to LGBTQ+ employees.

As Gen Z (people born between 1997 and 2012) increasingly enters the workplace, it is important to understand how self-reported identities have shifted compared to previous generations, in order to guarantee that inclusivity efforts are fit for purpose.

According to a 2023 survey pulished by Gallup, women are more likely than men to identify as LGBTQ+ in the three youngest generations, especially among Gen Z and Millenials (people born between 1981 and 1997).

That includes 22.3% of Gen Z identifying as LGBTQ+, compared to 9.8% of Millennials, and 4.5% of Gen X (people born between 1965 and 1980). Meanwhile, almost three times as many Gen Z women (28.5%) identifying as LGBTQ+, compared with 10.6% of Gen Z men. Among millennials, 12.4% of women and 5.4% of men identified as LGBTQ+.

With this shifting current in mind, here’s what Rich Guerra had to say.

Can you tell us a bit about your personal and professional journey that led you to become Global Head of Sales at Serviap Global? 

I began my career in sales right after college, driven by a passion for connecting with people and solving their problems. Over the years, I gained experience in various industries, from tech startups to multinational corporations.  

Each role taught me valuable lessons about the dynamics of sales, leadership, and the importance of creating inclusive workplaces. My openness about my identity as a gay individual was a significant part of my journey, as it helped me develop empathy and a deep understanding of the importance of diversity.  

These experiences shaped my approach to leadership and positioned me well for the global role I now hold at Serviap Global, where inclusivity and innovation are core values. 

Pride in leadership: How has being an openly gay leader influenced your approach to leadership, mentorship, business, and people management? 

It has taught me the importance of authenticity, empathy, and resilience. In leadership and mentorship, I prioritize creating an environment where everyone feels safe and valued. This means actively listening to my team, being aware of their individual challenges, and supporting them in their personal and professional growth.  

In business, it drives me to advocate for inclusive policies and practices that not only foster diversity but also drive innovation and better decision-making. My approach to people management is rooted in the belief that diverse teams are stronger and more creative, and I strive to cultivate an inclusive culture where every team member can thrive. 

What aspects of a professional environment might make someone afraid to share their LGBTQ+ identity openly? 

Several aspects include the lack of visible role models, non-inclusive company policies, intolerant workplace culture, fear of professional repercussions, and lack of support systems. 

What advice would you give to LGBTQ+ individuals who might be unsure about sharing their identity in a professional setting? 

I would offer the following pieces of advice: 

1. Look for signs of inclusivity in the company’s policies, culture, and leadership. 

2. Identify colleagues who are supportive and can offer a safe space. 

3. Share as much as you feel comfortable with trusted individuals first. You do not have to disclose everything at once. 

4. Familiarize yourself with the legal protections and company policies that safeguard your rights as an LGBTQ+ employee. 

Can you share any success stories where inclusive practices made a significant impact on an employee or team? 

One success story involved an employee who joined our team shortly after transitioning. The inclusive practices we had in place, such as gender-neutral bathrooms, comprehensive health benefits, and a supportive ERG (employee resource group), made a significant difference in their experience.  

They felt valued and supported from day one, which allowed them to focus on their work. This employee quickly became one of our top performers and eventually took on a leadership role within the company. Their success not only affirmed our commitment to inclusivity but also inspired other employees to bring their authentic selves to work. 

How has Serviap Global’s commitment to LGBTQ+ inclusion personally impacted you and your work? 

Serviap’s commitment to LGBTQ+ inclusion has provided me with a safe and supportive environment where I can be my authentic self, which has been crucial for my mental well-being and job satisfaction.  

Professionally, it has allowed me to focus on my work without the burden of hiding my identity. This inclusivity has fostered a sense of belonging and empowerment, enabling me to perform at my best and take on leadership challenges with confidence.  

The company’s commitment has also inspired me to advocate for and mentor other LGBTQ+ employees, helping to create a more inclusive workplace for all. 

Regarding remote work and internationally distributed teams, what strategies do you recommend for fostering a sense of belonging with LGBTQ+ employees? 

I recommend the following strategies: 

1. Virtual ERGs to create and support resource groups and provide a sense of community. 

2. Inclusive communication to signal that LGBTQ+ employees are valued. 

3. Regular check-ins to offer support and address any concerns related to inclusivity. 

4. Virtual events, such as Pride celebrations, panel discussions, and educational workshops, to build awareness and community. 

What types of virtual events or training sessions have been most effective in promoting inclusivity and awareness among remote teams? 

Effective virtual events include: 

1. Interactive sessions that educate employees on LGBTQ+ issues, unconscious bias, and allyship. 

2. Panel discussions featuring LGBTQ+ leaders and advocates sharing their experiences. 

3. Storytelling sessions where employees can share their personal stories and experiences in a safe and supportive environment. 

4. Pride celebrations, such as online parades, webinars, and social gatherings. 

How can we adapt remote recruitment processes to be more inclusive and appealing, especially considering transgender and non-binary individuals? 

Use gender-neutral language and highlight the company’s commitment to diversity and inclusion. Ask for and respect candidates’ pronouns throughout the recruitment process. Implement structured interview processes to minimize bias and focus on skills and experience. Make your company’s commitment to LGBTQ+ inclusion visible on your website and in recruitment materials. 

How should we navigate the different legal and cultural frameworks around LGBTQ+ rights in the various countries where remote employees are based? 

First, companies should have a thorough understanding of the legal and cultural context in each country where their employees are based. Then, implement global non-discrimination policies that are adapted to comply with local laws while striving to maintain your commitment to inclusivity. Additionally, provide training for managers and employees on the cultural nuances and legal considerations in different regions. 

Rich Guerra was speaking with Rafael Muniz Sens.

Serviap Global supports companies with international hiring solutions in over 130 countries worldwide. Find out more.

Brazilian labor laws provide strong protections to workers, so guaranteeing compliance with all aspects of them is crucial to avoiding unwanted legal complications or financial penalties.

For local and international companies, working with a provider of payroll outsourcing in Brazil is a great way of assuring that employees are paid in accordance with local laws, thereby eliminating risks associated with non-compliance.

Brazil’s regulatory regime is known for its complexities, with legislation created and implemented at multiple governmental levels. That includes intricate tax and benefits systems, with various federal, state, and municipal taxes and contributions that must be calculated and applied accurately.  

SEE ALSO: Call center outsourcing: 5 great destinations to consider 

By partnering with an experienced local payroll provider in Brazil, you can manage team members in the country safe in the knowledge that they will be paid in a timely and proper manner, keeping those professionals happy and your operations running smoothly, while also freeing you up to focus in-house resources on other aspects of the business.

Such a provider can be a dedicated payroll outsourcing firm, or could be a company offering a broader set of services, such as an employer of record in Brazil.

Below some key benefits of payroll outsourcing in Brazil are considered, as are some of the benefits of working with a provider that offers a wider set of services, while some of the key taxes that must be taken into consideration are also outlined.

Contact us if you are looking for a provider of payroll outsourcing in Brazil. 

6 key considerations related to payroll outsourcing in Brazil 

If you are looking to hire Brazilian professionals or already operating in the country and considering whether payroll outsourcing in Brazil could be a good choice, some important benefits to take into account include:

1) Guaranteed compliance 

Brazil’s payroll regulations are complex and subject to changes, making compliance a challenging task for businesses — especially those less familiar with doing business in the country. By working with a provider of payroll outsourcing in Brazil, companies can ensure adherence to all legal requirements related to salary and statutory bonust payments, tax compliance, and the proper implementation of vacation allowances and other benefits.

2) No surprises

A good provider of payroll outsourcing in Brazil will anticipate and warn you in good time about less regular financial requirements, such as the payment of statutory bonuses or periodic reporting that must be done to authorities. That means you can plan accordingly without facing any unexpected costs, or risking a non-compliance issue arising through lack of understanding of the country’s regulatory regime. That in turn will also guarantee that your workforce in Brazil remains happy.

3) Employee satisfaction

Guaranteeng that your payroll operations are well run and everyone is paid on time and provided with the benefits and paid time off they are due also offers the advantage of helping to keep your team members in Brazil happy. That in turn prevents your business from being affected by slowdowns, high employee churn rates and other issues that can develop when such a critical part of operations is subject to disruptions.

4) Flexible operations  

Outsourcing payroll operations through an established provider offers the flexibility of being able to scale services up or down according to any ebbs and flows that your operations experience. That could be anticipated shifts due to the natural cycle of your business, or increases and reductions based on your shifting requirements. This flexibility means that you are able to keep payroll operations lean, which contributes to the cost-effectiveness of payroll services. 

5) Cost-effectiveness 

Outsourcing payroll services in Brazil can offer significant cost savings, because a seasoned provider will have a staff of experienced professionals able to absorb your payroll operations as part of its wider workload. That offers a greater level of efficiency than maintaining your own payroll team, allowing the provider to offer its services at an often very competitive rate compared top the costs involved in handling payroll in-house.

6) Time-saving 

The efficiency offered by payroll outsourcing in Brazil translates into significant time savings, with a seasoned provider accustomed to overseeing calculations and deductions for large or complex teams and therefore able to undertake the work in the shortest feasible time. It is worth noting that guaranteeing a rapid process will also require your timely submission of any documentation required to support the process.

Outsourcing payroll in Brazil through a global hiring expert 

While payroll outsourcing in Brazil can be provided by a dedicated local accounting firm, working with a provider with a broader portfolio of related services can be beneficial.

Because such a provider can also offer some of those services, either as part of a package, or later down the line as your needs develop. Such offerings may include recruitment process outsourcing (RPO services), support with independent contractor hiring, or employer of record (EOR services).

In the event you are seeking payroll outsourcing in Brazil to support your established operations there, when your company needs to hire new talent, RPO services can help you quickly source outstanding candidates for any roles you need to fill.

Should your business at some stage require the support of skilled professionals on a short-term basis, or to participate on the completion of a particular project, your provider can help you with hiring independent contractors in Brazil.

In the event you looking at payroll outsourcing as a way of taking care of a complicated aspect of establishing operations in the country, you may find that working with an employer of record in Brazil is a strong option. Because an EOR in Brazil will hire professionals on your behalf, as well as take care of their payroll.

That means you can have people in place in the country without needing to go through the time consuming and complex process of setting up your own entity. It also means that you can rely on that provider to offer outstanding payroll services, because it is a key element of their other services.

All of these services will come at an additional fee, but that will generally work out to be much more cost-effective than working with multiple providers for different services, while also providing you with the agility to scale your services agreement up and down over time, according to your needs.

Payroll outsourcing in Brazil: contributions a provider will oversee 

Outsourcing payroll services in Brazil hands over responsibility for dealing with a significant part of the country’s complex and multi-level taxation regime to a seasoned provider. Some of the most significant taxes and contributions that a payroll outsourcing company in Brazil will handle include: 

1) INSS (Instituto Nacional do Seguro Social)

The INSS tax is Brazil’s social security contribution, which goes to the country’s national security fund to support people who are retired, unwell, or disabled. The employer contribution rate is usually around 20%, although some companies in specific sectors may have an obligation to pay an additional 1% or 2% to that rate. Your provider of payroll outsourcing in Brazil will be able to advise you on if your business falls into one of the higher rate categories.

2) FGTS (Fundo de Garantia do Tempo de Serviço)

The FGTS fund is an obligatory contribution that provides severance payments to employees who have been terminated without just cause. In the event of such a dismissal, 40% of the FGTS funds are disbursed to the employee upon their departure from the company. 

3) RAT (Riscos Ambientais do Trabalho)

RAT is another employer-only contribution, which forms the funding for work accident insurance. It provides financial support for individuals who have been injured or gotten ill due to a workplace accident or event. The employer contribution rate usually ranges from 1% to 3%, depending on the risk level. 

4) Employee income taxes 

Employers are required to subtract and transmit income taxes from their employees’ gross earnings. In Brazil, there is a progressive income tax system ranging from 0% to 27.5% for all taxable employees. These taxes support essential public services such as road maintenance, fire protection, and education. 

Serviap Global offers payroll outsourcing in Brazil 

At Serviap Global, we offer a range of solutions related to international hiring, including payroll outsourcing in Brazil and Mexico. 

Our portfolio of services also includes EOR services, assistance with contractor hiring, and RPO services.    

Having started out in Mexico in 2010, we have since grown throughout Latin America and expanded beyond the region, so that today we are able to assist companies with hiring in over 140 countries worldwide.  

Contact us to find out more. 

Trinidad and Tobago is a rising Caribbean economy that has grown as a hiring destination in recent years, thanks in part to the shift towards nearshoring, adoption of remote working arrangements, and the fact that English is the country’s official language.

For companies of all sizes, hiring local team members through an employer of record in Trinidad and Tobago can be a great option because it offers convenience and agility, on top of significant cost-savings.

SEE ALSO: Call center outsourcing: 5 great destinations to consider 

Because an employer of record (EOR) hires professionals on your behalf via thier own local entity, meaning you don’t need to set one up yourself and you can have team members reporting to you from this dual-island nation in little more time than it takes to find and onboard them.

In the event you don’t already have people lined up, recruitment is something your EOR in Trinidad and Tobago will also be able to help with, on top of managing the payroll and dealing with other administrative matters related to every professional hired on your behalf.

Contact us if you need assistance with recruitment or hiring in Trinidad and Tobago. 

Trinidad and Tobago: an overview 

Trinidad and Tobago is located in the southern Caribbean, just off the coast of Venezuela and made up of the island of Trinidad and Tobago, the former being the larger and home to over 90% of the nation’s 1.5 million population.

The country is one of the top seven oil and gas producers in Latin America and the Caribbean, with that industry contributing significantly to Trinidad and Tobago being classed as a high-income country, according to classifications established by the World Bank. 

Other industries that represent major sources of employment and revenue include petrochemicals and steel production, as well as tourism. Meanwhile, the country’s manufacturing sector is known for producing the likes of cement, garments, food and beverages. 

More recently, the country as emerged as a destination for the likes of call centers and customer contact centers, thanks to English being the official language and the availability of talent at competitive rates. Much of that activity is based in the biggest urban centers, such as capital Port of Spain.

Ther country has also demonstrated its commitment to fostering business and entrepreneurship, with the announcement of a series of local economic development zones intended to guarantee that the neccessary infrastructure and facilities are available at key points around the country.

Meanwhile, the country’s education system is producing significant numbers of skilled professionals, with more than one in three graduates receiving degrees in STEM subjects — representing one of the highest rates in the world.

Hiring via an employer of record in Trinidad and Tobago  

Hiring local professionals through an employer of record in Trinidad and Tobago offers a range of benefits, with cost-savings and the reduced initial outlay usually significant.

That is because when you hire via an EOR, you don’t need to assume the expense involved in setting up a legal entity or bringing on team members to administer them. So while you will pay the EOR a fee — usually a fixed monthly fee per person employed, but sometimes based on a percentage of the salary being managed.

That also makes is a much quicker process than setting up an entity and hiring team members directly, not to mention a significantly reduced source of risk. Because navigating unfamiliar regulations can be challenging, and failure to uphold them correctly can result in legal issues or financial penalties.

Not only will your EOR in Trinidad and Tobago guarantee compliance with local employment and corporate laws, but that provider will actually assume most liability related to being an employer.

In the event you need assistance sourcing the right talent, an employer of record in Trinidad and Tobago can leverage their network and expertise to source ideal candidates.

They will also manage the payroll for for all professionals employed on your behalf, ensuring that adherence with local regulations, not only in the payment of salaries, but also the proper adherence to the likes of statory leave and working hours.

Should you be planning to send someone to the country to oversee your operations, your employer of record in Trinidad and Tobago will most likely also be able to provide support during the process of them acquiring the right to work in the country.

Regulations an EOR in Trinidad and Tobago will handle  

Some of the most important regulations, your employer of record in Trinidad and Tobago will handle compliance with include: 

Employment contracts: Work contracts must be expressed in a language that all the concerned parties understand. This agreement should include aspects such as the position description, wage, working hours, and other relevant information. 

Working hours: An average workday is eight hours long and a normal workweek is 40 hours long. Employees who work overtime are entitled to additional pay. 

Vacations and public holidays: Employees in Trinidad and Tobago are generally entitled to at least two weeks of paid vacation after providing a full year of service, on top of usually being paid for the country’s 14 annual public holidays. Anyone who work on these days is entitled to double pay. 

Maternity leave: Expectant and new mothers are entitled to 14 weeks of maternity leave, during which the employer must pay one month of salary in full and two months of salary at half the normal rate. 

Taxes: the standard VAT rate is 12.5%. Employer and employee payroll taxes also include national insurance. 

5 steps to hiring via an employer of record in Trinidad and Tobago 

Hiring great people through an employer of record in Trinidad and Tobago mneans folloing these five key steps.

1) Define requirements 

Outline your hiring needs and criteria. Specify the number of professionals required, the roles they will fulfill, the necessary skills, and possible employment agreements, ranging from independent contractors to full-time employees. Collaborate closely with your EOR to ensure alignment. 

2) Review candidates 

Your employer of record in Trinidad and Tobago will then source and screen potential candidates. They will present you with a curated selection of eligible candidates for your review. You may grant your EOR authority to make initial selections on your behalf, trusting their knowledge of the local talent pool. 

3) Conduct interviews 

Once your EOR has conducted initial screenings, you will have the opportunity to interview shortlisted candidates.

During these interviews, focus on assessing specialized or technical skills that may not have been fully evaluated by the EOR.  

4) Complete onboarding  

After selecting candidates, your employer of record in Trinidad and Tobago may make official offers, facilitate the acceptance process, and oversee the onboarding procedures. While most of the heavy lifting will be taken care of by your provider, you will need to provide a range of information to support them.

5) Ongoing administration 

Once onboarded, your local team members will become part of the EOR’s payroll system. The EOR will handle payroll management, compliance with local labor laws, and other administrative tasks. You will be able to keep track of all of the people you have employed through the employee management system that your provider has in place.

Alternatives to hiring via an EOR in Trinidad and Tobago

The obvious alternative to hiring via an employer of record in Trinidad and Tobago is to establish a legal entity in the country and directly employ professionals. This approach may be preferable for businesses that know they are making a long-term entry into the market and are not working with tight timeframes in terms of having local professionals in place.  

Another option is to hire international independent contractors. These freelancers operate autonomously and typically work on a project basis, offering flexibility and efficiency. While contractors may charge higher rates for their services, they are entitled to limited benefits, reducing overhead costs for employers.  

However, it’s crucial to be mindful of the risk of contractor misclassification, as many countries have been cracking down on the misclassification of people as contractors when their working arrangements mean they should be classed as direct employees.

Failure to classify employees correctly can lead to significant penalties, so it’s essential to assess your level of misclassification risk based on the nature of the work arrangement. 

Serviap Global can help you with hiring in Trinidad and Tobago 

Serviap Global offers international hiring solutions, including EOR services, contractor hiring and recruitment process outsourcing (RPO). So if you need an employer of record in Trinidad and Tobago, we can help you.

Our years of operations in the global hiring industry have seen us emerge as experts in recruiting in emerging markets, and we are the trusted service provider of some of the biggest brands in the EOR industry in some of the key markets where we operate — especially in Latin America and the Caribbean.

So if you are interested in hiring in the region, you will not be able to find a provider with the same level of expertise and coverage to support you.

Contact us to find out more. 

Outsourcing all or part of the recruitment and selection process can be an attractive option for a lot of companies – especially when it comes to hiring internationally. 

Because a recruitment process outsourcing (RPO) provider with experience in a particular country will understnad the local employment market and be able to find the candidates you need in the shortest time feasible. 

That expertise is just one of several major benefits of outsourcing your recruitment and selection process, that has seen the RPO market expanding rapidly in recent years. According to ananalysis published in 2023, the global value of the RPO industry is expected to reach $23.19 billion dollars by 2028 – almost three times its value six years earlier. 

A related option, which is also growing in popularity, is employer of record (EOR) services. EOR involves the provider hiring international professionals on bahalf of other companies, allowing them to have overseas team members without needing to set up a foreign entity. The EOR, meanwhile, handles their payroll in compliance with all local laws. 

So if you are looking to hire internationally without dealing with the recruitment process or having to set up an entity, a combination of RPO and EOR services could be an ideal choice. 

Contact us to find out more about how we can assist you with global hiring. 

What is RPO and how does it work? 

Recruitment process outsourcing differs from traditional recruiting services because it involves the provider assuming a much more comprehensive role in the hiring process. 

Instead of just sourcing and presenting candidates to you, an RPO provider will assume responsibility for your entire recruitment operations, or those covering a particular country or region.  

When done internationally, an RPO provider will source, interview, and even select candidates in a given market or region, as well overseeing their onboarding and ongoing administration, including being able to manage their payroll. 

For companies considering RPO services as part of an expansion project that is intended to move into further new markets, you will likely want to seek out a provider with the coverage to be able to support you everywhere you intend to go. 

Essentially when you contract an RPO provider you add to your own company a seasoned recruitment operation to cover the country or region where you are seeking to hire.  

As a local expert, that provider will be able to guarantee compliance with all relevant regulations, just one of the many benefits of outsourcing your recruitment and selection process in this way. 

RPO services from an employer of record 

An employer of record (EOR) hires international professionals for you through their own local entity. That means you don’t need to worry about setting up or maintaining an entity of your own. 

In some cases a company will use EOR services to hire a person they have already selected or are sending from elsewhere to represent the company. In such circumstances, an EOR provider will be able to assist with the visa process of anyone being relocated. 

In the case that the company is simply establishing a presence in a new market and does not have team members lined up, RPO services can act as a complement to EOR services, with the provider both sourcing candidates and hiring them on behalf of the other company. 

That company, meanwhile, get the combined benefits of those services, and can have professionals compliantly in place without ever needing to even visit the location they are based in. 

5 benefits of outsourcing your recruitment and selection process 

The benefits of outsourcing your recruitment and selection process include: 

1) Guaranteed compliance 

When you hire internationally through an RPO company, that provider takes on much of the responsibility for complying with local laws related to hiring and recruitment, and has the experience to avoid unneccessary errors. 

That means you can operate safe in the knowledge that no unexpected legal complications or financial penalties related to non-compliance could affect you, as well as knowing that all of the professionals recruited will be well taken care of throughout their onboarding. 

2) Cost-efficiency 

While partnering with an RPO provider will come at a cost, that will often be significantly less than the expense involved in running your own hiring operations – and requires a much smaller initial outlay than in-house set up. 

The savings can be especially signiciant when you are hiring in a developing economy and working with a provider based there, because their operating costs will often be significantly lower, allowing them to offer competitive pricing as well as genuine local expertise. 

3) Local expertise 

Your RPO provider will be an established player in the local recruitment market wherever they are providng you their services, meaning they will have insights on where and how to find ideal candidates for the roles you need to fill. 

When you work with a provider active in multiple markets, that can even extend to them being able to advise you on where would be best to seek out the talent you need, in the event you are not committed to one country in particular. 

4) Time savings 

Outsourcing to a specialized RPO provider streamlines the entire process, from sourcing candidates to conducting interviews and onboarding. This ultimately speeds up the time it takes to fill a given role and have that person working for you.  

Thanks to their local knowledge, you can expect ideal candidates to be found in the shortest time possible – which could be just days in the case of some roles, or weeks if a specialized profile is required. 

5) Reduced administration 

Outsourcing recruitment can alleviate the administrative burden associated with the hiring process, such as posting job ads, managing applicant tracking systems, and coordinating interviews. 

External agencies can handle administrative tasks efficiently, allowing internal HR teams to focus on strategic workforce planning, employee development, and other critical HR functions. 

Serviap Global can help you with global hiring 

At Serviap Global, we provide a range of international hiring solutions, including EOR services, recruitment process outsourcing (RPO), and contractor hiring. So if you are looking to tap into the benefits of outsourcing your recruitment and selection process, we can help.

During more than a decade in the global hiring industry, we have grown to able to assist companies in over 100 countries worldwide, and we are known for our extensive coverage in Latin America and particular expertise on hiring in emerging markets.  

Contact us to find out more about how we can assist you. 

For anyone who does business and employs people in Mexico, dealing with payroll can be a distraction from other important aspects of operations.

That’s why many companies choose payroll outsourcing in Mexico, delegating all or a part of their payroll operations to a trusted provider.

In Mexico, payroll operations must comply with a range of legislation, including the Federal Labor Law, the Mexican Social Security Institute Law, and the Federal Tax Code. Anyone hiring in the country must be aware of these norms to avoid penalties for non-compliance. 

Working with a provider of payroll outsourcing in Mexico guarantees that payments to all professionals based in the country are reliably administered, including statutory bonuses required by law that may change over time, such as the case for the new aguinaldo in Mexico approved in 2023. 

You’ll also benefit from the flexibility and scalability that your provider adds to your operations, offering market agility and supporting quick expansion.

Contact us if you need payroll outsourcing in Mexico. 

5 advantages offered by payroll outsourcing in Mexico

Payroll outsourcing in Mexico offers a range of major advantages, some of the most important include:

1) Cost-effectiveness 

Outsourcing payroll services offers significant savings, which can be due to the costs involved in retaining top talent in-house, or simply because of the efficiency that seasoned providers offer. Savings are also notable when payroll outsourcing is an alternative to payroll operations based in a location where salaries are higher.

2) Time-saving 

Delegating payroll responsibilities to outsourcing experts allows companies to refocus their energy and resources on core business functions. By freeing up time and reducing the administrative burden associated with payroll processing, businesses can concentrate on strategic initiatives, innovation, and overall business growth. 

3) Compliance 

Laws around payroll are often complicated and subject to modifications, with failure to comply often being costly. When you chose payroll outsourcing in Mexico, you are guaranteed by the provider that you will face no legal issues or financial penalties for non-compliance, allowing you to focus on other aspects of your business.

4) Flexibility

Outsourced payroll operations can be quickly scaled up, scaled down, or adapted to suit the shifting needs of your business. So if, for example, your business and headcount naturally fluctuates, you only need to pay to maintain the payroll operations you need during any given period.

5) Scalability

A seasoned provider of payroll outsourcing in Mexico will be able to easily accomodate your increasing needs as your business expands, and may also be able to support you in other new markets as your operations expand and grow.

EOR services vs. payroll outsourcing in Mexico 

For anyone considering payroll outsourcing in Mexico, depending on the nature of their business, employer of record (EOR) services could be a good alternative.

EOR services involve the provider hiring professionals on behalf of a client company, allowing that client to avoid setting up a local entity. As part of the service, the EOR provider also manages the payroll of all of those professionals.

As such the service is effectively a combination outsourced recruitment and payroll outsourcing. That can attractive as a stop gap for companies while they go through the process of establishing their own entity, or as an agile alternative to establishing a permanent legal presence.

In many cases a provider of EOR services will offer a range of related services, such as recruitment process outsourcing (RPO) and payroll outsourcing in all ore some of the markets where it facilitates international hiring.

So if your plans involve expanding into new markets, contracting a provider of EOR services for payroll outsourcing in Mexico could be a good idea, as that same provider will be able to support you with recruitment, hiring, and payroll elsewhere in the future.

How to start with payroll outsourcing services 

If you are interested in payroll outsourcing in Mexico, you will need to find a reliable provider able to meet your particular needs. The following key steps will help you identify the best partner for you.

1. Assess your requirements

Begin by conducting an assessment of your company’s payroll requirements. Clearly define your objectives, whether they involve cost reduction, compliance enhancement, or a focus on core business functions.

2. Identify potential providers

With your specific needs in mind, you will be able to identify potential providers of payroll outsourcing in Mexico. As well as testimonials from past satisfied clients, you should also consider things like geographic coverage and experience in your indusrty.

3. Evaluate infrastructure and security

A reputable provider should utilize advanced payroll software and secure data management systems. Ensure that the chosen provider has robust data security protocols in place to protect sensitive employee information. 

4. Examine contract terms

While your research and conversations with providers may have helped you chose a preferred payroll outsourcing partner, it is important to go through the service agreement in detail, paying particular attention to the likes of data ownership and termination clauses.

5. Review ongoing performance

Once you have started working with a provider, you will want to stage periodic reviews of the service, including inviting feedback from your team members who work directly with them, in order to guarantee that service level is maintained.

Serviap Global offers payroll outsourcing in Mexico  

At Serviap Global, we offer a range of solutions to support international hiring, including payroll outsourcing in Mexico.

Our other services include employer of record services (EOR services), contractor hiring, recruitment process outsourcing (RPO) and global talent acquisition to help source direct hires.   

Having started out in Mexico, we know the country like no other provider, so we can guarantee you the support you need when hiring or doing business there. 

Contact us to find out more. 

Hiring professionals through an EOR in Angola is a good option for anyone seeking to rapidly and compliantly recruit talent in this rising African nation.

Angola is among the ten largest economies in Africa by GDP, as well being one of the continent’s top three oil producers. On top of its massive oil industry, Angola has a diverse economy, with services, construction, and real estate all important.

For anyone looking to hire people in Angola without needing to set up an entity, an employer of record (EOR) could offer a number of solutions.

Because as well as EOR services — whereby the provider is the official employer of professionals who report directly to you — an employer of record in Angola may also offer the likes of contractor hiring and recruitment process outsourcing (RPO).

If you need support from an EOR in Angola, contact us for more information. 

Angola country overview 

Situated at the meeting point between southern and central Africa, Angola borders Republic of Congo, Democratic Republic of Congo, Zambia and Namibia, as well as having a 1600 kilometer (994 mile) Atlantic coastline.

Portuguese is the only official language of this multicultural nation, but many other languages are spoken in the country, including five Bantu languages. English and French are the foreign languages most taught at school. The local currency is the Angolan Kwanza (AOA).

After emerging from a quarter of a century of civil war in 2002, Angola became the fastest-growing economy in Africa, with many sectors that were badly affected by the conflict able to recover quickly. Today, its capital and commercial center Luanda is considered one of the most prosperous and developed cities in Africa, with modern infrastructure and a wide variety of entertainment options for residents. It is also home to the country’s principal port, which handles approximately 70% of the country’s container traffic.

As well as oil, Angola has large reserves of natural gas, concentrated in the maritime zones of the Cabinda exclave and the Congo River estuary. The country also has significant deposits of diamonds, gold, and iron ore. 

In recent years, Angola has been looking to build on its growth by actively seeking foreign investment and promoting further economic diversifation. Initiatives to improve the business environment, streamline regulatory processes, and promote transparency have all been implemented. 

Hiring through an employer of record in Angola 

Working with an employer of record in Angola to hire local professionals offers a range benefits, which start with cost-savings. Because while an EOR in Angola will charge you a fee — which will usually either be on a flat ‘per-employee’ basis or as a percentage of the payroll being processed — that cost will generally be significantly less than the expense of setting up a local entity and running your own operation.

Payroll management is also another key advantage of EOR services, with the provider taking care of the salary calculations and payments for all professionals hired on your behalf, guaranteeing compliance with all local laws.

Even in the unlikely event of a non-compliance issue arising, your EOR in Angola will have assumed liability in most cases, meaning you never need be concerned about unexpexted financial penalties, which present a risk when operating in an unfamiliar regulatory regime.

An employer of record in Angola will also be able to assist you with sourcing the people you need for given roles, and will have an established recruitment network as well as expert knowledge of the local employment market, allowing them to find outstanding candidates quickly.

Your provider will also be able to support you during the visa application process for anyone who will be relocating to the country on your behalf and requires local permission to work.

Regulations an EOR in Angola will oversee  

Among the regulations your EOR in Angola will guarantee compliance with are the following:

Employment contracts: work contracts are usually indefinite-term, unless the work being undertaken will last for less than 36 months, in which case fixed-term contracts may be used. 

Working hours: the average working week in Angola is 44 hours, with a maximum of 8 hours per day. Overtime can extend the working week to 54 hours divided into 9 hours per day. 

Vacations and public holidays: after one year of service, employees are entitled to 22 days of paid vacation per year, while the country celebrates 12 national holidays. 

Health insurance: non-mandatory. Angola offers a universal health care system.  

Medical leave: employees are entitled to up to three days of sick leave.  

Maternity leave: Mothers are entitled to up to three months of maternity leave. 

Taxes: the standard VAT rate is 14%. Employer payroll taxes also include 3% for social security. Meanwhile, employee payroll taxes include an additional 3% for social security. 

How to hire through an EOR in Angola 

If you are interested in hiring professionals through an EOR in Angola, you will need to undertake the following activities:

1) Establish requirements 

In the event your employer of record in Angola will be sourcing candidates to be considered for roles, your first step will be to clearly establish your requirements, in terms of how the number you need, the roles they will fill, and the skills and knowledge they must have to be eligible.

2) Review candidates 

Your EOR will seek out and screen candidates to fill the roles you need and present you with eligible options. Those that you approve will then be invited to initial interviews with the provider to make sure that all key skills and knowledge thresholds are met. Note that you can give the EOR authority to choose candidates on your behalf.

3) Conduct interviews 

Any candidates who pass the initial interview will then be presented to you, along with notes from those interviews, so that you can choose which of them to invite to interviews with your company. These interviews should test any very specialist or technical aspects of role that the EOR may not have had the knowledge to test for adequately.

4) Onboard professionals 

Your EOR in Angola will issue offer letters to any candidates chosen, manage the acceptance process, and and oversee onboardings. However, there will be a range of information you will need to provide in order for that onboarding to be properly undertaken.

5) Manage local team members 

With your local team members officially on the EOR’s payroll and onboarded, you can get on with managing them like any other team member, establishing their workflows, setting their targets, and overseeing the work they do.

Alternatives to hiring via an EOR in Angola 

A number of alternatives to hiring via an EOR in Angola exist, which in many cases an employer of record will also be able to help you with.

Because, even if you decide to establish your own entity and hire local professionals directly, an employer of record in Angola will likely be able to assist you with recruiting the talent you need.

In the event you want more comprehensive HR support, your provider may also offer RPO services, which means they will take on all or part of the responsibility for the recrtuiment process, based on your need.

An EOR in Angola may also be able to provide support with hiring international contractors — in the event that your needs are best met by seasoned professionals who work on a freelance and project-by-project basis.

Keep in mind that, iof you are considering hiring contractors, it is crucial they meet local requirements to be classified as contractors and not as direct employees. Because a growing number of contractors are cracking down on contractor misclassification, which can come with hefty fines.

Check your contractor misclassification risk.

Serviap Global can help you with hiring in Angola 

Serviap Global offers a range of global hiring solutions, including employer of record services (EOR), contractor hiring, and recruitment process outsourcing (RPO). Our coverage extends to over 100 countries worldwide, and if you are looking to work with an EOR in Angola, we can help.

We started out in Latin America over a decade ago and have grown to become known for our expertise on hiring in emerging markets.    

Contact us to find out more about how we can help you.