employer of record companies related websites

What should a busy buyer read first?

Choose a resource based on the decision holding up your hire. Start with pay data if you need budget approval. Check hiring timelines if you need to plan interviews. For a candidate abroad, confirm working hours before you promise daily overlap.

Keep those checks beside your provider quotes. A salary benchmark and a monthly service price measure different costs.

Before opening a list of employer of record companies, write down whether you already have a finalist. Add the hiring country and your target start date. Use those details to ask each provider for the same scope, so you can compare the proposals line by line.

What do pay and hiring data tell you?

These websites answer specific planning questions:

SHRM measures the period from job requisition to offer acceptance. Keep candidate notice periods separate when planning the first working day.

Use the BLS figure to label the US wage assumption in your budget. Ask for a role-specific quote before estimating the cost of a Latin American hire. Record the currency and whether each amount is monthly or annual. Have finance compare totals over the same period.

How do hiring models differ for nearshore teams?

An EOR handles employment when you already have a candidate and need a legal employer in their country. A recruiting agency helps find someone when you can handle employment yourself.

If you need both, ask who owns the search and who signs the employment contract. Put each responsibility in the proposal.

For Latin American hires, check the city as well as the country. Mexico City stays at UTC-6 without daylight saving time; Bogotá stays at UTC-5. See the IANA entries for Mexico City and Bogotá. Agree on actual meeting hours with the candidate.

Opus is one option to discuss. This site is an Opus-owned reference; recommendations are editorial.

Compare EOR and managed recruiting with Opus.

What should you ask a provider?

Bring these questions to the quote review:

• Who finds candidates, and who is the legal employer?
• What does the monthly invoice include, and what can change?
• Who handles a payroll error or an employment dispute?
• What happens if the hire leaves or the role ends?
• Which hours will the hire work with our team?

Ask for written answers tied to the role and country. Keep those answers with the contract so your hiring manager and finance team review the same scope.

Request a sample invoice and the terms for ending the service. Ask which charges continue during a replacement search. Before signing, assign someone on your team to review any difference between the sales proposal and the contract.

Where does Opus fit?

Opus charges one flat monthly rate per hire. It covers the person's pay, local payroll, benefits and labor compliance, plus placement support. There is no separate recruiting fee. The rate depends on role, seniority and location.

Dollar rates: Not published. Ask for a written quote for your role.

The client chooses the finalist and manages day-to-day work. Decide who on your team will own interviews and daily management before moving ahead.

Compare EOR and managed recruiting with Opus.

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