Scale your workforce on demand. The employment risk stays ours.
Employer of Record, general and specialist staffing for enterprises across 50+ countries. You direct the work and keep the hiring call. We carry the employment contracts, the statutory dues and the audit trail.
- 50+countries you can hire in
- ~40%typical cost reduction
- 25+years, MYND track record
The record behind every hire.
MYND Staffing is delivered through AAPT Solutions and backed by MYND's two decades of running enterprise back-offices. Here is the scale you plug into, not staffing figures invented for a brochure.
One partner for every kind of hire.
Whether you need to hire globally through an Employer of Record, staff a seasonal peak, land a hard-to-find specialist or convert a contractor into a permanent hire, you brief one team and get one accountable point of contact.
Employer of Record (EOR). Hire in a new geography in days, without setting up a legal entity. We become the on-paper employer and handle local taxes, benefits and labour law.
General staffing, white and blue collar. Associates for seasonal peaks, projects and site roles, brought on compliantly so brand-sensitive labour is never a risk.
Premium and IT staffing. Pre-vetted specialists in AI/ML, healthcare, and retail and CPG, on contractual or project terms, without the overhead of a permanent hire.
Contract-to-hire. Evaluate talent on the job, then bring the strongest performers onto your core team with a clean, documented transition.
Multi-country workforce management. A distributed team run under one partner, with consolidated oversight instead of a different vendor in every market.
The co-employment risk doesn't have to become yours.
Bring in contingent or third-party workers and the statutory dues, the contracts and the misclassification exposure can quietly land on your books. As the employer of record or principal employer for the people we deploy, that exposure sits with us. You keep the work and the decisions.
- Who does the work and how it gets done, day to day.
- Which roles to open and who to bring on.
- Performance direction and business decisions.
- The final say on converting a contractor to a permanent hire.
- Employment contracts drafted to local law, and onboarding paperwork.
- Statutory dues: PF, ESI, PT, minimum wage and shift allowances.
- Payroll and disbursement for every deployed worker.
- Offboarding, settlements and audit-ready documentation.
Enter a new market in days, not quarters.
Setting up an entity to hire one person abroad means registrations, banking, legal and tax, measured in months. As your Employer of Record, we already hold that footprint, so you can put someone to work while the paperwork sits with us.
Rapid market entry. Hire in a new geography in days, bypassing entity set-up and steep legal costs, so a market test never waits on incorporation.
Local compliance, handled. Employer obligations, taxes, benefits and labour law in each market are ours to manage, which removes the permanent-establishment risk of hiring directly.
One partner across borders. A single agreement for a multi-country workforce, instead of a new provider, contract and compliance regime in every market.
Screened, checked and compliant before day one.
From a hundred seasonal associates to one hard-to-find engineer, every person we place is sourced, vetted and contracted to local law before they start, so scale never comes at the cost of a compliance gap.
Compliance and reputation, protected. Shift allowances, minimum wage and statutory contributions are managed to the letter, so high-volume or multi-site hiring never turns into a labour-law headline.
Pay only for what you use. Bring people on for a season, a project or a surge, and release the engagement when the need passes. No permanent headcount carried between peaks.
General staffing
White and blue collar associates for seasonal needs, projects and site roles, managed with ease.
- Flexible engagement across white and blue collar
- Robust labour-law management protects your brand
- Pay for the people you need, when you need them
Premium & IT staffing
Developers, engineers and data experts, without the overhead of a permanent hire.
- Pre-vetted AI/ML, healthcare, and retail and CPG specialists
- Contractual or project-based teams to suit the work
- Skilled specialists onboarded fast, contracted cleanly
Contract-to-hire
See talent perform on real work before you commit to a permanent seat.
- Evaluate fit on the job, not just on paper
- Convert high performers into your core team
- A clean, documented transition when you do
Statutory obligations, filed on a calendar.
For every worker we deploy, the same discipline that runs MYND payroll runs the compliance: contributions calculated, returns filed and records kept, so a growing headcount never becomes an audit you have to defend.
Global compliance coverage. Local labour laws, benefits and tax filings handled in each market, which removes the permanent-establishment risk that comes with hiring internationally.
Contractual compliance. Shift allowances, minimum wage, statutory contributions and every other essential requirement, met to the letter for each engagement.
Standardised processes. The same repeatable workflow on every hire, so consistency holds even during high-volume or multi-location ramps.
Cost that flexes with the work, and a bill with no surprises.
Move from a fixed payroll you carry through every trough to spending that follows real demand. You pay for the active headcount you use, on transparent terms, with nothing hidden until renewal.
From fixed to flexible. Convert standing headcount cost into spending that rises and falls with the business, instead of a fixed base you pay in every season.
Predictable cost. Transparent monthly fees make budgeting straightforward and keep surprise line items off the invoice.
Pay as you go. You pay for active services only, so the spend stays aligned with what the business actually needs right now.
A structured path from brief to offboarding.
Six steps, each with a clear owner and a defined SLA, so an engagement is predictable from the first conversation to the final settlement.
Requirements & role definition
We clarify the roles, skill levels and local constraints, and flag the compliance considerations early: wage thresholds, shift regulations and anything specific to your sector.
Sourcing & screening
We draw on our talent pools and specialist networks, then run thorough vetting and background checks to meet labour-law norms before anyone reaches your shortlist.
Compliance & contracting
Contracts are drafted to local employment standards, and tax registrations, social security and any industry-specific mandates are handled up front, not after the fact.
Onboarding & orientation
Statutory paperwork and induction are managed for you, and new hires are integrated smoothly alongside your existing teams.
Ongoing management
We oversee attendance, payroll accuracy and regulatory updates, and handle queries or reassignments with minimal disruption to your operations.
Offboarding & transition
Final settlements, statutory dues and contract renewals are managed cleanly, with complete documentation kept so an audit is never a scramble.
Run by a team that does only this.
MYND Staffing is delivered by AAPT Solutions Pvt. Ltd., MYND's specialised workforce division. A dedicated entity means staffing is a focus, not a sideline, and you work as an extension of your own team under clear service levels.
Unified expertise. AAPT's operational depth combined with MYND's back-office scale, so staffing sits inside the same compliance and payroll machinery that runs for 1,000+ enterprises.
Dedicated operations. A team focused only on staffing delivery and workforce management, which is why you get a single, consistent point of contact.
Compliance first. Structured processes built to hold regulatory adherence across every staffing contract, in every state we operate.
Proof you can check for yourself.
One real client, named, with an outcome you are welcome to verify. Where clients have agreed, we are glad to arrange a reference conversation.
MYND has been able to fulfil Agilent's two major needs: understanding expectations and delivering proactively. I have been getting structured, timely responses with zero escalations from our hiring managers.
This quote is published on the MYND homepage. For staffing engagements, we can introduce you to references where clients have agreed to speak with prospective customers.
Staffing questions, answered.
The questions a talent or operations lead actually asks before handing over hiring and compliance.
Still have a question? Talk to usHow does MYND Staffing keep our contingent workforce compliant at scale?
Our specialists track local labour laws, taxes, social security and wage mandates, then draft and manage the contracts accordingly. As the employer of record or principal employer for the deployed staff, we carry the statutory dues, PF, ESI, PT, minimum wage and shift allowances, so headcount can grow without audit surprises landing on you.
Is there a minimum duration or headcount for third-party staffing?
No. Some clients need short seasonal bursts, others run multi-year engagements. We size the engagement to your workload or project scope, and you pay for the active headcount you use.
Can I convert a third-party staff member into a permanent hire?
Yes. Our contract-to-hire model lets you evaluate talent on the job, then bring high performers onto your core team with a clean, documented transition.
Does MYND Staffing operate globally for EOR services?
Yes. Backed by MYND's presence across 50+ countries, we help you hire international talent while we manage payroll, local compliance and on-the-ground HR support, so you can enter a market in days without setting up a legal entity.
How does RPO differ from traditional recruitment?
Recruitment process outsourcing centralises sourcing, screening and onboarding under SLA-driven, measurable processes, so your internal team is freed to focus on strategic HR and culture rather than day-to-day hiring throughput.
Can I combine different staffing services for different roles?
Yes. Many clients run EOR for overseas teams, general staffing for seasonal projects and specialist staffing for niche roles at the same time, with one point of contact and consistent compliance across all of it.
Start with one role, not a full transition.
Tell us one gap: a seasonal peak, a niche specialist, or a hire in a new country. We will run a free workforce diagnostic, show you the cost and compliance picture, and start with a single engagement before you scale.
The workforce you need, without the employer headache.
Tell us where you are short: a peak, a specialist, or a market you want to enter. We will show you the fastest compliant way to get the people in, and carry the employer burden while they are with you.
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by AAPT Solutions Pvt. Ltd.
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