You hired internationally. Then the complexity hit.
Most companies underestimate what global expansion actually involves. It starts with one hire and quickly becomes a system problem.
The problem isn't global hiring. It's trying to do it without the right infrastructure.
Companies that scale internationally successfully don't wing it. They build a system.
A practical guide to every stage of going global
This guide is a decision framework built for founders, HR leaders, and operators who are hiring internationally for the first time, or trying to do it better the second time around.
Chapter 1: EOR vs. COR vs. Entity Setup
Cut through the alphabet soup. Understand which model fits your stage, your headcount, and your market commitment.
Chapter 2: How to Choose an EOR Provider
A practical evaluation framework. What the sales demo won't show you, and the questions that reveal the difference between a good provider and a costly one.
Chapter 3: EOR Costs Explained
The full picture, including the parts providers don't lead with. Employer contributions, platform fees, and how to model the real number before you make an offer.
Chapter 4: EOR Compliance
What EOR covers, what you still own, and the three compliance areas that catch companies off guard.
Chapter 5: How Long Does EOR Onboarding Take
The honest version. What drives delays, what you can control, and a pre-start checklist to compress the timeline.
Chapter 6: EOR vs. Contractor of Record
When COR makes sense, when it becomes a liability, and how to manage the conversion to employment before it becomes a legal problem.
Not every global hire needs the same solution
The right employment model depends on where you're going, how fast you need to get there, and how long you plan to stay.
Employer of Record (EOR) Hire in any country without setting up a local entity. Your team member is employed locally and compliantly - you stay in full operational control. Best for first 1–15 hires in a new market.
Contractor of Record (COR) Engage global contractors the compliant way. Every engagement is properly structured, documented, and protected. Best for genuine project-based, arms-length relationships.
Entity as a Service When you're ready to plant a permanent flag, we set up and run your local entity - payroll, accounting, and admin included. Best for 15+ stable hires in a market you're committed to long-term.
Fronted will tell you honestly which model fits your situation, including when a more affordable option is the right one.
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One partner. Every stage of going global
Fronted covers more of the global growth journey than a traditional EOR. From your first hire abroad to a full international team to your own local entity — we handle every step so you never have to stitch together a patchwork of providers.
When you're ready to move from EOR to entity, we transfer every employee seamlessly - no disruption, no re-onboarding.
A dedicated partner you can call by name. Not a ticket queue.
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Contracts and ways of working that bend to your needs, not industry defaults.
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Onboard new hires in days, not weeks. No legacy complexity.
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Around 30% more cost-effective than market leaders. More budget for your team, less for admin.
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Talk with Fronted today.
