Investing in the Right Services for Global Relocation

Let’s say you need a developer—in the old days, you might have had to make do with local talent and local talent only. Global hiring used to be reserved for massive corporations with dedicated international teams. Now, companies of every size are discovering talent across borders. But here’s the thing: finding great people internationally is the easy part. Actually hiring them? That’s where it gets complicated.

Smart companies have figured out they don’t need to become experts in every country’s employment laws. They work with global relocation providers instead.

Think of these providers as your global expansion translators. They take all that complexity and turn it into something manageable. The roster of experts includes potential partners, like global mobility specialists, international payroll providers, professional employer organizations (PEOs), and employer of record (EORs).

While some partners check more than one box, each type specializes in different pieces of the global hiring puzzle.

International PEO as a relocation provider

One of the most effective forms of entity support during global expansion is through an International PEO. This is a third-party service that hires your employees in your target country without establishing a foreign corporate entity. The PEO assumes all responsibilities related to that employment, including monthly withholdings, income tax, social security contributions, and assists with work permits and supplemental insurance.

What makes PEOs particularly attractive is their comprehensive approach. Instead of juggling vendors for multi-country payroll, benefits, and compliance, you get a single point of contact who manages the entire employment lifecycle. When your developer in Poland needs maternity leave or your sales manager in Singapore requires visa renewal, the PEO handles it according to local regulations.

Other benefits of using this type of relocation provider include:

• Speed. PEOs can get you operational in new markets within days rather than months. No need to incorporate locally or navigate bureaucratic entity setup processes.
• Flexibility. Scale your team up or down without long-term commitments to local infrastructure. Perfect for testing new markets or managing seasonal workforces.
• Enforceability. Employment contracts are governed by local law and administered by local experts who understand regional nuances.
• Compliance. PEOs stay current with changing labor laws, tax regulations, and statutory requirements across multiple jurisdictions.

However, PEOs do have constraints. Most focus on a limited number of countries, which can create gaps if you’re scaling across diverse markets. Their pricing models often include substantial setup fees and minimum commitments that make small teams expensive. Additionally, many PEOs struggle with contractor management and classification, forcing you to work with separate providers for your freelance talent.

EOR services for global relocation

Employer of record services represent the evolution of global hiring solutions. Unlike the fragmented approach of working with multiple specialists, EOR providers handle every aspect of international employment under one roof. They become the legal employer in each country while you maintain full operational control of your team.

What sets the best EOR services apart is their ability to address the limitations of other relocation providers. While global mobility specialists focus only on the move itself and payroll providers handle just the payments, EOR services manage the complete employment relationship from hiring to offboarding. They combine the comprehensive coverage of PEOs with broader global reach and more flexible engagement models.

The real advantage becomes clear when you’re scaling internationally. EOR services typically cover 100+ countries through a single platform. This eliminates the need to research and vet providers in each new market.

EOR providers also handle both employees and contractors, preventing classification issues that trip up many growing companies. Most importantly, they absorb the legal and compliance risks that keep HR leaders awake at night.

EOR services provide comprehensive support for global relocation, including:

• Legal employment. EOR providers serve as the official employer in each country while you maintain complete day-to-day management control over your team members.
• Payroll and tax compliance. They handle all local payroll processing, tax withholdings, and statutory contributions according to each country’s specific requirements.
• Benefits administration. EOR services manage health insurance, retirement plans, and mandatory benefits that comply with local employment standards.
• Contract management. They create locally compliant employment agreements and manage any contract amendments or updates as needed.
• Visa and work permit support. EOR providers assist with immigration paperwork, visa applications, and work permit renewals for international hires.
• Onboarding coordination. They streamline new hire processes across different time zones and languages to ensure smooth employee integration.
• Ongoing HR support. EOR services handle performance management, leave requests, disciplinary actions, and other day-to-day HR needs.
• Contractor classification. They properly classify and manage freelance talent to avoid compliance issues and misclassification risks.
• Entity-free expansion. EOR providers enable market entry without the need to establish local legal entities or subsidiaries.
• Risk management. They assume employment liability and maintain comprehensive insurance coverage to protect your business.
• Local expertise. EOR services provide access to in-country HR professionals who understand regional employment nuances and cultural practices.
• Technology integration. They connect seamlessly with your existing HRIS and payroll systems for streamlined operations and data management.

Tips for selecting a relocation provider

When you’re getting ready to choose a partner to help with your global expansion plans, prepare a list of questions that you need to be answered. Ask these questions to each provider and compare answers to see which is most in line with your goals.

Start with the fundamentals that matter most to your specific situation. Ask about their coverage: Do they operate in every country where you plan to hire? Some providers claim global reach but rely on third-party partners in key markets, which can create delays and communication gaps.

Find out how they handle compliance updates: When employment laws change in Chile or tax regulations shift in Singapore, how quickly do they adapt?

Dig into their technology capabilities. Can their platform integrate with your existing HR systems? How do they handle data security and privacy regulations like GDPR? Request a demo of their actual user interface, not just marketing slides. Your team will live in this system daily.

Ask about pricing transparency. Many providers advertise low base rates but pile on additional fees for common services like visa support, benefits administration, or contract amendments. Get a complete breakdown of all potential costs upfront.

In addition, look for a company with:

• Years of relevant in-house experience. Avoid providers who outsource everything to local partners. You want teams who have actually navigated the complexities they’re promising to handle for you.
• Positive reviews and references. Ask for references from companies similar to size and industry. A provider that works well for enterprise clients might struggle with startup needs and vice versa.
• Extensive network in your target country. Local presence matters more than you might think. Providers with boots on the ground understand cultural nuances and can resolve issues faster than those managing everything remotely.
• Flexible service models. Look for providers who can adapt as your needs evolve. Today, you might need contractor support in three countries, but next year you could be managing employees across twelve markets.
• Clear escalation processes. When problems arise, you need to know exactly who to contact and how quickly issues get resolved. Ask for specific examples of how they handle urgent situations like visa delays or payroll errors.

How Pebl can help with global relocation

Hiring globally can be a headache. From compliance, to local laws, to things that should be simple like payroll—everything takes bandwidth away from hiring who you want and running your business.

So let Pebl help.

We combine the comprehensive coverage of an employer of record service with the technology and flexibility that growing companies actually need. Our platform lets you hire, manage, and pay employees and contractors across 185+ countries worldwide without setting up a local entity or dealing with the limitations of traditional relocation providers. When you’re ready to scale internationally without the headaches, contact us to learn more.

This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.

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