For Startups
Extend Your Runway 3 to 4x by Hiring Offshore
A US engineer costs $10,000 to $15,000/month. The same skill set in the Philippines, India, or Colombia costs $2,000 to $3,500. RecruitGo lets you hire them legally in days — no entity, no HR team, no foreign labor law.
Your $500K goes further than you think.
Drag the slider to see how offshore hiring changes your burn rate.
US blended average includes salary + benefits + payroll tax (~$8,500/person). RecruitGo cost assumes an employment cost of $2,000/person (gross salary + statutory contributions for an expert-level resource) plus $250 EOR management fee. Employment cost covers gross salary, social security, health insurance, and mandatory benefits in the employee's country. Actual costs vary by role, seniority, and country.
How startups use RecruitGo at every stage.
You have raised $500K to $2M. Every month of runway matters. Instead of hiring 2 US engineers at $12,000/month each, you hire 4 Filipino engineers at $2,500/month each through RecruitGo. Same output, half the cost, double the team. Your runway stretches from 14 months to 22 months.
Full-stack developer, executive assistant, QA tester, customer support, bookkeeper
RecruitGo is your entire HR department. We handle the employment contract, social security, tax withholding, health insurance, and payroll in local currency. You have no HR person and you don't need one.
Everything an EOR handles so your founders don't have to.
Most startups at seed stage have zero HR staff. You should not need to become an expert in Philippine social security or Colombian cesantias.
Locally compliant contracts in the employee's language and jurisdiction. IP assignment and confidentiality clauses included.
We register employees with local social security, withhold and remit income tax, and file all employer contributions on time.
Monthly payroll calculated, processed, and paid in local currency. You pay one consolidated invoice in USD.
Mandatory benefits (13th month, vacation, health, pension) administered correctly by country. We track leave balances.
New hire registration and first-day compliance. If you terminate, we manage notice periods, severance, and final settlements.
Labor laws change every year. Minimum wage increases, pension reforms, tax adjustments. We track all of it automatically.
EOR vs contractors vs your own entity.
| EOR (RecruitGo) | Contractors | Your Own Entity | |
|---|---|---|---|
| Time to hire | 3 to 5 days | Immediate | 4 to 12 weeks |
| Setup cost | None | None | $3K to $15K+ per country |
| Misclassification risk | Zero. Full employment. | High. Most countries crack down. | Zero. Full employment. |
| IP ownership | Assigned via employment contract | Requires separate IP agreement | Assigned via employment contract |
| Employee loyalty | Full benefits, lower turnover | No benefits, no loyalty | Full benefits, job security |
| Your admin burden | Zero. One invoice in USD. | You manage each contractor. | Full: HR, legal, accounting. |
| Best for startups | 1 to 50 people. No entity needed. | Very short-term project work. | 30+ people. Long-term commitment. |
The contractor trap: Most startups begin with contractors because it's fast. But full-time contractors in the Philippines, India, and Colombia are legally employees if they work your hours, use your tools, and work exclusively for you. Governments audit, and you face backdated taxes, social security, and fines. EOR eliminates this risk from day one.
Roles startups hire through RecruitGo.
These are the most common. We hire any role. Browse all roles →
From first call to first hire in under a week.
Roles, skills, budget, timezone preferences. We advise on which markets offer the best talent for your stack. No commitment.
Our recruiters source from local talent pools and assess candidates through skills tests, technical challenges, and interviews. You receive 2 to 3 pre-vetted candidates per role.
Interview your top candidates. We handle scheduling across time zones. You make the final hiring decision.
We sign the employment contract, register the employee with local authorities, set up payroll, and coordinate equipment. Your new hire starts working.
Questions Startups Ask
Your employees' employment contracts include IP assignment clauses that transfer all work product to your company. Because these are proper employment contracts (not freelance agreements), IP assignment is enforceable under local law. This is significantly stronger than trying to enforce an IP clause in a contractor agreement across borders.
Yes. Equity grants (stock options, RSUs) can be included in the compensation package. The EOR employment contract accommodates equity provisions. Tax treatment varies by country, and we advise on the implications. Many startups offer a combination of competitive local salary plus equity to align incentives.
RecruitGo handles the entire termination process compliantly: notice period, severance calculation, final settlement, and statutory filings. Termination rules vary by country. We ensure you meet all legal requirements so there is no liability exposure.
Most of our startup clients hire in the Philippines (UTC+8), India (UTC+5:30), or Colombia (UTC-5). Filipino and Indian teams overlap well with US West Coast mornings. Colombian teams align with US East Coast. Many startups stagger with 2 to 4 hours of overlap for standups and collaboration.
You pay the employee's gross salary plus statutory employer contributions (varies by country: 9% to 47% above gross) plus RecruitGo's EOR management fee. Total cost is typically 60 to 75% less than hiring the same role in the US. We provide a detailed cost breakdown before you commit.
Yes. We source and vet candidates for you. For most roles, we present 2 to 3 pre-vetted candidates within 48 hours, complete with skills assessment results and video introductions. You interview and make the final decision.
No. Many of our startup clients start with a single hire. There is no minimum team size. EOR works for 1 person or 50. Most startups start with 1 to 3 and scale from there.
Employment contracts include confidentiality and data protection clauses. For startups with heightened security needs, we offer Remote Hubs: dedicated physical office spaces with company-provided equipment, enterprise-grade network security, and physical access controls.
