For Enterprises
Reduce Costs. Scale Globally. Stay Compliant.
Every enterprise scaling globally faces the same three risks.
You have 40 contractors across 6 countries. Most work your hours, use your tools, and work exclusively for you. That makes them employees under local law. When an audit happens, you face backdated social security, tax, severance, and penalties reaching 2 to 3 years of back payments per worker.
RecruitGo converts your contractors into legally employed staff through our local entities. We sign compliant employment contracts, register employees with social security, withhold and remit taxes, and administer mandatory benefits. Your misclassification risk drops to zero.
Three ways enterprises use RecruitGo.
Need 15 engineers in the Philippines and 10 support staff in India? Instead of incorporating in both countries, hire through RecruitGo in 3 to 5 days. Full compliance from day one.
Have 30 to 100 contractors who functionally operate as employees? We convert them into legally employed staff. New contracts, social security, benefits, payroll. No disruption to workers.
Move support, operations, QA, and back-office offshore to reduce cost per role by 60 to 70%. The savings flow directly to your operating margin. Your CFO sees the impact next quarter.
One partner. Every country. Full compliance.
RecruitGo handles the entire employment lifecycle. You manage the work. We manage the employment.
Locally compliant in each jurisdiction. IP assignment, confidentiality, and non-compete clauses.
Registration, withholding, and remittance of all employer and employee contributions. Country-specific.
Monthly payroll in local currency. One consolidated USD invoice. We handle FX and deductions.
13th/14th month, CTS, cesantias, FGTS, vacation bonuses, health insurance. All calculated correctly.
Registration, equipment coordination. Termination with correct notice, severance, and filings.
Minimum wage changes, pension reforms, new leave entitlements, tax adjustments. All tracked automatically.
Existing contractors transitioned to full employment. New contracts, social security, payroll migration.
Single point of contact across all countries. Quarterly compliance reviews. Proactive regulatory alerts.
Monthly cost reports by country, team, and employee. Headcount tracking. Leave balances. Full transparency.
EOR vs your own entities vs contractors.
| EOR (RecruitGo) | Your Own Entities | Contractors | |
|---|---|---|---|
| Time to hire (per country) | 3 to 5 days | 4 to 12 weeks per entity | Immediate |
| Setup cost (5 countries) | None | $15K to $75K+ | None |
| Annual maintenance (5 countries) | Included in EOR fee | $25K to $100K+ | None |
| Misclassification risk | Zero. Full employment. | Zero. Full employment. | High. Active enforcement. |
| IP protection | Employment-grade | Employment-grade | Weaker cross-border |
| Multi-country payroll | One invoice in USD | You run payroll per entity | Pay each individually |
| Best for | 1 to 100+ across markets | 50+ in a single market | Short-term project work |
Hire across Asia, Latin America, and the Middle East.
RecruitGo operates local entities in these markets. One partner covers your entire offshore workforce.
How enterprise engagements work.
We map your current offshore workforce, identify compliance risks, and design a target operating model with detailed cost comparison.
For existing contractors: new employment contracts, social security registration, payroll migration. For new hires: recruit, vet, and present candidates. First hires in 5 days.
All employees on compliant payroll through our local entities. Monthly runs in local currency. One consolidated USD invoice with full breakdown.
Dedicated account manager. Quarterly compliance reviews. Proactive regulatory alerts. Add new countries and headcount as needed.
Questions Enterprise Teams Ask
RecruitGo maintains local entities in each market. Each entity is registered with the local tax authority, social security system, and labor ministry. We employ your workers through the appropriate entity and manage all country-specific obligations. You get one point of contact and one invoice.
Yes. We prepare new employment contracts, register workers with local social security, enroll them in mandatory benefits, and migrate payroll. The workers experience no gap in income. You eliminate misclassification risk. Typical conversion timeline is 2 to 4 weeks.
Per employee per month: EOR management fee plus transparent pass-through of statutory employer costs. Volume discounts apply. We provide a detailed cost breakdown before any commitment: gross salary, employer contributions by type, EOR fee, and total monthly cost.
All employment contracts include IP assignment clauses enforceable under local labor law. This is significantly stronger than contractor IP clauses. We also include confidentiality, non-solicitation, and non-compete provisions where locally enforceable.
We help transition employees to your entity. We provide employment records, assist with the transfer, and ensure continuity. Many enterprises use EOR permanently for smaller markets and transition only in their largest markets.
Termination rules vary by country. We manage the entire process: determining the correct legal procedure, calculating severance and final settlement, handling statutory filings, and ensuring compliance. You tell us the decision. We execute it compliantly.
Yes. Our Remote Hubs service provides dedicated physical offices for your offshore teams with company-provided equipment, enterprise-grade network security, and fully managed operations.
Monthly cost reports by country, team, and individual. Headcount reports. Leave balance tracking. Compliance status. Quarterly reviews with your dedicated account manager covering regulatory changes.
