Global hiring made easy
Recruit top professionals around the world without needing to set up a foreign entity or worry about compliance with unfamiliar regulations. Explore Employer of record Services of Serviap Global.
Grow beyond borders with Serviap Global
Hundreds of companies trust us to hire and administer their international team members.
What are Employer of Record Services?
Employer of Record Services (often called “EOR”) let a company hire employees in a country where it does not have a legal entity. The EOR becomes the local, legal employer on paper, while you direct the day-to-day work, deliverables, and performance management. In practice, an EOR helps you build teams across borders with fewer setup delays, while keeping employment contracts, payroll, and statutory benefits aligned with local requirements.
For many companies, this is the most pragmatic way to validate a market, serve customers, or access specialized talent. It is also a strong option when you want predictable timelines, clear accountability, and a partner that understands local labor reality – especially when you need an EOR provider in Latin America.
Our EOR services include recruitment, hiring, and ongoing payroll management of international team members.
What do we do?
At Serviap Global, we help companies tap into international talent pools by hiring professionals on their behalf, with our reach extending to over 140 countries worldwide.
We provide Employer of Record Services , along with contractor hiring, and can also support you with international recruitment services if you need help sourcing outstanding direct hires.
How do Employer of Record Services work?
Our Employer of Record Services (EOR) involve us hiring international professionals on behalf of other companies through our network of international entities, allowing our clients to avoid setting up their own entities.
We onboard and administer those professionals, manage their payroll and guarantee compliance with local regulations. We also offer recruitment services to help fill positions as needed.
1. Consultation: Define Your Global EOR Strategy
Our process identifies the best market entry strategy based on your specific goals and requirements.
2. Hiring: Recruit Talent Without Setting Up Entities
We assist in identifying and compliantly recruiting top talent in your target country(ies).
3. Onboarding: Ensure Smooth and Compliant EOR Integration
Our team manages the onboarding process, providing new employees with all necessary documentation and support for a smooth start.
4. Payroll & Benefits: EOR-Compliant Salary and Tax Handling
We compliantly handle payroll processing, tax compliance, and employee benefits.
5. Compliance: Stay Updated with Local Labor Laws
Our experts are constantly updated with any regulatory changes that could impact your business.
6. Employee Support: Continuous EOR Assistance for Global Teams
We provide continuous and personal employee support, adapting to changes as your business grows.
7. Reporting: EOR Metrics on Payroll, Compliance & Performance
Receive regular updates on payroll, compliance, and workforce performance.
Compare options: EOR vs PEO vs local entity
If you are deciding how to structure expansion, this comparison can help:
Model | Pros | Cons | When to choose |
EOR | Fast setup, no entity required, compliance support, scalable across countries. | Not ideal for every regulated activity; ongoing per-employee fees. | You want to hire employees in LATAM quickly and test or scale. |
PEO | Helpful when you already have an entity; can outsource HR administration. | Typically requires your local entity; scope varies by country. | You have a local entity and need operational HR support. |
Local entity | Full control, direct employment, potentially lower long-term unit costs at scale. | Setup time, legal overhead, ongoing compliance management. | You have long-term presence, higher headcount, or regulatory reasons. |
What are the benefits of Employer of Record Services ?
- Faster market entry: hire and launch operations while entity formation is still being evaluated.
- Reduced operational load: one partner manages employment administration end to end.
- Better risk control: help reduce compliance gaps and support misclassification risk mitigation decisions.
- Finance visibility: predictable cycles, documentation, and guidance for international payroll compliance.
- Candidate experience: professional onboarding, clear contracts, and consistent employee support.
- Scalable growth: add roles and countries as your team grows, supporting cross-border workforce expansion.
Expand internationally with Serviap Global
Build a global presence, hire top international talent, enjoy cost-savings.
Your one-stop solution to
hiring staff overseas.
Premium support
No matter how big or small, we are ready to answer all your questions — anytime, anywhere.
Regional expertise
We have in-country experts to help you navigate new markets and cultural nuances anywhere you want to do business.
Top-tier benefits packages
Great talent deserves great benefits. We can help you offer a competitive range of benefits to attract top-tier talent worldwide.
Guaranteed compliance
We will make sure that all local laws and regulations are properly implemented, so you will have nothing to worry about.
Frequently asked questions
1. What is an Employer of Record Services (EOR) and how does Serviap Global’s service work?
An Employer of Record (EOR) is a third-party organization that becomes the legal employer of your international team, while you keep full control over day-to-day work, performance, and culture. The EOR signs local employment contracts, runs compliant payroll, manages benefits, and handles HR administration in each country where your people are based.
With Serviap Global, you choose the talent and manage their daily activities; we employ them through our local entities or trusted partners, take care of contracts, payroll, taxes, social security, and statutory benefits, and help you stay compliant in every jurisdiction where you hire.
2. What are the main benefits of using Serviap Global as our Employer of Record Services ?
Partnering with Serviap Global as your EOR lets you:
Hire internationally without opening a local entity, reducing upfront legal and administrative costs.
Enter new markets faster, since we already have infrastructure, payroll, and HR processes in place.
Reduce compliance risk, thanks to our in-country experts who track local labor, tax, and social security regulations.
Offer competitive local benefits, aligned with market expectations in each country.
Scale up or down more easily, testing new markets or teams without long-term commitments to entities or offices.
This combination is especially valuable for companies expanding across Latin America and other high-growth regions where Serviap Global has long-standing on-the-ground experience.
3. How much do Employer of Record Services cost with Serviap Global?
EOR pricing is typically based on a per-employee, per-month fee, plus the actual employment costs (gross salary, statutory contributions, and mandatory benefits) in each country.
According to independent reviews, Serviap Global’s EOR fees usually start around €399 per employee per month, with the final rate depending on country, role, and service package.
Because labor laws, social security, and benefits vary by jurisdiction, Serviap Global prepares tailored proposals that clearly break down:
EOR service fee
Employer taxes and contributions
Statutory and optional benefits
Any additional services you choose (e.g., RPO, immigration support)
For accurate and up-to-date pricing, we recommend requesting a customized quote for your specific countries and headcount.
4. In which countries can Serviap Global provide Employer of Record services?
Serviap Global supports EOR solutions in well over 140 countries worldwide, with strong coverage across Latin America, North America, Europe, and parts of Asia–Pacific.
Our roots are in Mexico and Latin America, but our network has expanded so that you can hire, pay, and manage global teams in 180+ countries through a single partner and platform, the Serviap Global Hub.
If you have priority locations in mind, our team can confirm coverage, timelines, and specific compliance considerations for each country.
5. How does Serviap Global help us stay compliant with local labor laws and regulations?
One of the main reasons companies choose an EOR is to minimize legal and compliance risk when hiring abroad.
Serviap Global’s local specialists:
Draft and sign locally compliant employment contracts aligned with statutory requirements.
Calculate and remit payroll taxes, social security, and mandatory contributions in each jurisdiction.
Ensure working hours, overtime, vacation, and termination practices follow local labor codes.
Advise you on probation periods, notice, severance, and benefits so that HR decisions are compliant and defensible.
You retain control over performance and business decisions while Serviap Global manages the legal employer obligations in each country where your people are based.
6. How quickly can we start hiring through Serviap Global’s Employer of Record services?
EOR is designed for fast market entry. Many providers can onboard employees within a few days or weeks once contracts are signed, instead of the months it can take to set up a local entity.
With Serviap Global, the typical process is:
Scoping call to confirm roles, countries, and timelines.
Proposal and service agreement tailored to your expansion plan.
Local contract setup, payroll configuration, and any required registrations.
Onboarding in the Serviap Global Hub, so you can review contracts, payroll, and documentation centrally.
Once these steps are completed, you can usually hire and onboard new employees very quickly compared to opening an entity yourself. Exact timelines depend on the country, role, and any immigration requirements.
7. What is the difference between an Employer of Record, a PEO, and hiring contractors directly?
Employer of Record (EOR):
The EOR is the legal employer in the worker’s country. It assumes responsibility for payroll, contracts, benefits, and compliance, while you manage day-to-day tasks. You don’t need a local entity.Professional Employer Organization (PEO):
A PEO typically operates on a co-employment model, where you already have a local entity and share employer responsibilities with the PEO. You remain the legal employer in the country, so you still need a local company.Hiring contractors directly:
You engage individuals as independent contractors instead of employees. While this can be flexible, it can also create misclassification risks if a contractor is treated like an employee under local law. Penalties may include fines, back taxes, and retroactive benefits.
Serviap Global offers EOR, PEO-style solutions in some markets, and independent contractor support, helping you choose the right model for each role and country.
8. What responsibilities remain with our company when we work with Serviap Global as EOR?
Even though Serviap Global is the legal employer on paper, you remain the operational employer. That means you continue to:
Select and interview candidates.
Define job descriptions, goals, and KPIs.
Manage day-to-day tasks, performance, and culture.
Provide tools, systems, and direction for the role.
Serviap Global takes care of the administrative, legal, and HR backend:
Local compliant employment contracts.
Payroll, benefits, and statutory contributions.
HR documentation, time off, and certain employee relations processes.
Guidance on compliant hiring, discipline, and termination procedures.
This split lets you focus on building a high-performing global team, while Serviap Global handles the complexity of cross-border employment.
9. What types of roles and employment arrangements can we hire through Serviap Global’s EOR services?
EOR is suitable for a wide range of roles and industries—from software developers, customer success and sales, to finance, HR, and local operations staff.
Serviap Global can typically support:
Full-time remote or hybrid employees in multiple countries.
Local hires for in-country commercial or operational functions.
Certain short-term or project-based assignments, when aligned with local labor rules.
We help you choose the right structure for each position, ensuring it meets local legal requirements and matches your global workforce strategy.
10. Can Serviap Global also help with visas, immigration, and transitioning from EOR to our own entity later?
Yes. In addition to EOR, Serviap Global offers visas and immigration services, helping you manage work permits, relocations, and cross-border moves for your international team.
This can include:
Assessing visa options for each role and country.
Preparing and submitting documentation.
Coordinating with local authorities and tracking renewals.
If you later decide to open your own legal entity, Serviap Global can support a structured transition in many markets—moving employees from EOR contracts to your local payroll in a way that protects continuity of employment, benefits, and compliance.