Hire full-time abroad, in 50+ countries, with no entity of your own.
MYND becomes the legal employer: the local contract, payroll, statutory filings and benefits. You direct the work and keep control. A named account manager, audited compliance, and a flat monthly fee that does not scale with salary.
- 25years running global payroll
- 50+countries served
- 99%payroll accuracy
- $20B+throughput / yr
The legal employer where you have no entity.
An Employer of Record holds the employment contract, runs payroll, withholds taxes and files statutory contributions in its own name. You hire the person and direct the work. We are the name on the contract, and the one the tax authority calls.
To the employee's day-to-day, they work for you: your stand-ups, your tools, your manager. To the country's tax authority and labour ministry, they work for MYND. That split is the entire point, and here is exactly where the line sits.
What MYND owns
The legal employer, and the liability that comes with it.
- The local employment contract, in local language
- Monthly payroll in local currency
- Income-tax withholding and remittance
- Social security and pension filings
- Statutory benefits enrolment
- Labour-law compliance and record retention
- Termination, severance and the audit trail
What you keep
Every decision that shapes the work stays with you.
- Sourcing and selecting the candidate
- Compensation and offer terms
- Day-to-day management and priorities
- Roles, projects and deliverables
- Performance reviews, promotions and increments
- Team culture and rituals
- The decision to hire, and the decision to exit
Depth a five-year-old startup can't fake.
Most EOR providers are five-year-old startups wrapping a partner network in a clean UI. These are the audited outputs of the back office that has run payroll, compliance and benefits since 2002. The difference shows the first time a tax authority sends a notice.
Audited, not asserted. Payroll accuracy and on-time filings are measured every cycle and reported back to you, not printed on a slide. The same controls that serve 1,000+ enterprises run your EOR headcount.
One MSA across the back office. Platform EORs do EOR, and stop. We are also the AP, payroll, statutory and HR back office, so you can add scope as you scale without re-procuring a provider.
In-house legal, not a helpdesk. A real employment-law team across India, the UAE, Singapore and the UK redrafts contracts when a labour code changes, before it is enforced, not after.
When an EOR is the right call.
An EOR wins decisively in a handful of situations. Here are the six we see most, and the setup math that usually makes the decision for you.
You're testing a new market
Two or three hires to validate demand before you commit to a local entity. Prove the market first, then decide.
You need one senior specialist
The candidate is in Berlin, Bengaluru or São Paulo. Opening an entity for a single person is operational overkill.
You're scaling across countries
Five to twenty-five hires across several jurisdictions in the next two quarters. Entity setup is the bottleneck, not the hiring.
You're converting contractors
Classification audits are getting aggressive in India, the UK and the EU. Convert to full employment without opening an entity.
You're bridging an acquisition
The legal close is six months out. The team needs to be employed and paid today. An EOR fills the gap cleanly.
You're hiring into India
The most regulated EOR market in the world: state-by-state PT, PF, ESI, gratuity and the new Labour Codes. Our home market for 25 years.
The setup math, without the sales gloss.
Standing up a local entity runs $15K to $50K and three to six months, then $1,000 to $3,000 a month to keep it alive. An EOR puts a compliant hire on the ground in two to four weeks, with no entity to wind down if the market doesn't work out.
From offer accepted to compliant payroll, in five steps.
These are not aspirational steps. They are the cycle we run for every hire, in every country. The timings assume the candidate moves at a reasonable pace on documents.
Discovery call and a fixed quote
Thirty minutes with a real solutions lead: country, role, salary, benefits and start date. You get back a full employer-cost breakdown and a fixed monthly fee, not a login.
No demo theatreLocal employment contract drafted
In local language, vetted by in-house legal, with country-specific probation, notice, IP assignment and termination clauses. You review it, the candidate signs it.
Not a generic templateStatutory registrations and KYC
PF, ESI, UAN, professional tax, social security and tax IDs, the forms the candidate would otherwise fill alone. We pre-fill them; they sign.
Pre-filled, not pre-askedOnboarding and benefits enrolment
Health, life, accident, retirement, leave policy and holiday calendar, localised to what employees in that country actually expect. Equipment and visa add-ons activate here.
Locally competitive, not minimumPayroll runs, taxes file, you see one invoice
Net pay lands in the employee's account in local currency, withholdings remit to the right authorities, and you get a single monthly invoice in your home currency at mid-market FX.
One invoice, audit-ready trailEight services in the flat fee. Six more when you need them.
The flat monthly fee covers the entire employment lifecycle. Add-ons exist for what not every client needs, priced up front. There are no surprise line items at month-end.
The fee is the fee.
One flat monthly amount per employee covers contracts, payroll, statutory benefits, compliance, onboarding, offboarding and a named account manager. Read the contract, then put it down and forget about it.
What we will never quietly add: setup or platform fees, an FX spread on remittance, off-cycle payment fees, a percentage of salary that grows with raises, termination-administration fees, or a 12-month minimum with an early-exit penalty.
Supplemental insurance
Health, life, accident and OPD plans above statutory minimums, benchmarked against top local employers.
Visa & work permit
Sponsorship, applications, renewals and dependants, currently active in 35+ countries with in-country immigration partners.
Equipment procurement
Laptops, monitors and accessories sourced locally to dodge customs, shipped to the employee's door.
Background verification
Employment, education, criminal, address and reference checks through localised vendors with chain-of-custody records.
Equity administration
Stock options, RSUs and ESOP grants: vesting tracked, withholding on exercise, integration with Carta and equivalents.
Recruitment support
Sourcing and screening for senior India hires through MYND GIG, for clients who want hire-to-payroll from one partner.
Built for the audit, not the demo.
The gap between an operator and a platform is small in the demo. It becomes enormous in the first audit, the first FX cycle and the first time a labour code changes. Here is where the two diverge.
50+ countries. A flat fee, published by region.
We publish a band by region so the conversation starts where it should: with your actual countries, your actual headcount, and what is realistic. A custom quote lands after a 30-minute call.
Three lines on your invoice, every month.
The total you pay is simple: the employee's gross salary, plus the statutory employer contributions for that country, plus one flat MYND fee. Nothing else.
Owned where it matters. Wholly-owned entities in India, Malaysia, the UAE and the UK; a vetted partner network with chain-of-custody compliance everywhere else.
No surprises baked in. No setup fee, no FX spread, no off-cycle fee and no percentage of salary. The band you see is the band you pay.
Four ways to hire abroad. Three of them have a wrong moment.
A reasonable EOR will tell you when an EOR is the wrong call. Contractors work for genuine freelancers. A PEO works if you already have a US entity. A direct entity wins at scale. Everywhere else, an EOR is the right move.
| Compare | Contractor | PEO | Own entity | EOR · MYND |
|---|---|---|---|---|
| Time to first hire | Days | 4 to 8 weeks | 3 to 6 months | 2 to 4 weeks |
| Setup cost | Near zero | Moderate | $15K to $50K | Zero setup fee |
| Recurring per worker | Hourly, often higher | $150 to $300 + benefits | $1K to $3K / mo overhead | $199 to $899 flat, all-in |
| Legal employer | The worker | Joint, co-employment | You, directly | MYND, with audit trail |
| Misclassification risk | High, often backdated | Shared with PEO | Eliminated | Carried by MYND |
| Statutory benefits | None, self-funded | PEO group plans | You administer them | Included, locally compliant |
| Exit if it doesn't work | End the contract | 30 to 90 days notice | 6 to 12 months to wind down | 30 to 60 days, no penalty |
| When it fits | Genuine freelance work | You already have a US entity | 15+ employees, long-term | 1 to 12 per country |
The honest rule of thumb
Below 8 employees in one country, an EOR wins decisively on speed and total cost. Between 8 and 15, it depends on the country and your trajectory. Above 15, a direct entity usually wins within 18 months. We will run the numbers with you and tell you which side of the line you are on, even when the answer is "not yet."
The liability moves off your balance sheet.
The point of an EOR is not to take the contracts off your desk. It is to take the liability off your balance sheet. Here is what we actively carry, and the mechanism behind each one.
Six risks that quietly kill global hiring.
Each of these is small until a labour department or a tax authority stacks them into a six-figure penalty and director-level personal liability. When MYND is the named legal employer, the exposure sits with us, not with you.
The mechanisms below are not marketing promises. Four of them are indemnities our legal team will sign next to, inside your MSA.
Worker misclassification
You pay a person as a contractor in India, the UK or the EU. Their day-to-day looks like an employee. Tax authorities reclassify retroactively, and back-tax, PF, ESI and penalties land on you.
Every worker hired through MYND is a full employee from day one, with the right contributions filed. The audit finds nothing, because there is nothing to find.
Permanent establishment
A handful of employees exercising decision-making authority can be deemed a Permanent Establishment by the local tax authority, triggering corporate tax you never signed up for.
MYND is the named legal employer with operational substance in the country. We structure the engagement to keep your PE surface as small as the law allows, and document it for your auditor.
Statutory non-compliance
A PF deposit missed by 15 days, a skipped ESI return, an unbooked gratuity provision. Each is small until a labour audit stacks them into six-figure penalties and personal liability.
A statutory calendar runs inside our payroll engine: every deposit timestamped, every return acknowledged, backed by a 25-year filing track record and a liability cap written into the contract.
IP and invention ownership
Without an IP assignment enforceable under local law, the code your team wrote may not actually belong to you. India, Brazil and parts of the EU have rules that void weak clauses.
Every contract carries an IP-assignment clause drafted to be enforceable in the local court. Inventions, code, trademarks and derivative works are assigned to you, with proof of consideration.
Termination disputes
A notice period missed in France, severance miscalculated in Brazil, a CDI procedure skipped in Italy. A wrongful-termination claim can cost 6 to 24 months of salary plus legal fees.
You decide to terminate; we execute it. Notice periods served, severance calculated to the cent, final settlements documented. If a dispute arises, MYND is the named legal defendant.
Data privacy and GDPR
Mishandled employee data is a four-percent-of-revenue penalty in the EU and a brand event everywhere else. Many platform EORs route data through third parties you never signed a DPA with.
ISO 27001 and SOC 2 Type II controls, a GDPR-aligned DPA in your MSA, and EU data residency where required. No data hops through unnamed sub-processors.
Misclassification indemnity
If the classification is wrong, the back-tax is ours, not yours.
Statutory liability cap
Penalties for missed filings are our problem, to a defined cap.
IP-assignment enforceability
Local-court enforceable clauses, reviewed as the law changes.
Termination-defence cost
Statutory dispute legal costs included, up to a defined cap.
The questions a careful buyer asks.
Honest answers to the questions that should kill the deal if we got them wrong. These are what we would say across a table from your finance director.
Still have a specific question? Talk to usWhat does an EOR cost, all-in?
Each month you pay three things: the employee's gross salary, the statutory employer contributions for that country, and one flat MYND fee per employee. The flat fee runs from $199 to $399 in India, $499 to $899 across Europe, North America and developed APAC, $449 to $799 in the Middle East, and $399 to $899 for Africa and Latin America via our partner network.
It covers the contract, payroll, statutory benefits, compliance, onboarding, offboarding and a named account manager. There is no setup fee, no FX spread and no percentage of salary.
Who is the legal employer, in plain English?
MYND. The employment contract names MYND, the payslip shows MYND, and the statutory filings are in MYND's name, so the country's tax authority and labour ministry treat MYND as the employer.
From the employee's day-to-day, they work for you: their manager is your manager, they use your tools and follow your standards. When they need an employment letter for a mortgage or a visa, MYND issues it.
How fast can we onboard our first hire?
Typically two to four weeks from a signed MSA to the first day of work. In India with a candidate whose documents are ready it can be a few working days; in markets with apostille requirements it can run four to five weeks.
The bottleneck is almost always candidate documentation, not our processing, so we pre-collect it in parallel with contract drafting.
What happens if we want to leave, or move to our own entity?
Thirty days notice in your MSA, no minimum term and no early-exit penalty. If you are moving employees to your own entity, we transition them cleanly: terminate the EOR contract, preserve continuity of service for statutory purposes, and hand over payroll records and compliance documents.
Many long-term clients eventually graduate to their own entity in their highest-headcount country, and we help them do it.
Can you handle equity, stock options and RSUs?
Yes. We administer equity grants issued by your parent company: vesting schedules tracked, tax withholding on exercise, and payroll integration on RSU release, working with Carta and equivalents. For Indian employees we handle the perquisite valuation and the related reporting.
Equity is included in the flat fee for standard plans; unusual structures may attract a one-time setup charge that we quote up front.
How is data privacy handled, especially under GDPR?
MYND operates under ISO 27001 and ISO 27701 controls, with a GDPR-aligned Data Processing Agreement built into the MSA and EU data residency where required. We do not pass employee data to unnamed sub-processors.
For India we operate under the Digital Personal Data Protection Act 2023, and our data flows are documented and auditable.
When does an EOR stop making sense for our company?
At roughly 8 to 12 employees in a single country you should run the math on your own entity; above about 15, a direct entity usually wins on total cost within 18 months. The crossover is country-specific: entity setup is cheap in Singapore and the UK, expensive in Brazil and India.
This is the question we answer most honestly, and we will help you decide even when the answer is to set up your own entity and end the EOR contract.
Tell us the country, the role, and the start date.
We come back with a fixed monthly fee, a full employer-cost breakdown, and an honest opinion on whether an EOR is the right move for your scenario. No platform demo, no sales theatre, just a 30-minute call with a real solutions lead.
Your scenario, mapped
Countries, headcount, role mix, start date and edge cases. We listen first, before anything else.
An honest cost view
EOR cost against entity cost against contractor risk, run live on your numbers. No fluff.
A next step, agreed
A written quote, or a clear "this is not the right call yet, and here is why." Either way, you keep it.
When the hire matters, choose the operator, not the platform.
Full-time employees in 50+ countries, with no entity of your own. We carry the contract, the payroll and the compliance liability; you keep the team, the judgment and the option to leave whenever it suits you.
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ISO 27001 · ISO 27701 · SOC 1 & SOC 2 Type II · DPDP compliant. EOR
delivered directly in owned markets and through a vetted partner network elsewhere.