RFP Template & Examples for EOR Services: What to Include

Business today is global-that's a fact. Restricting yourself to local customers and local talent is like locking yourself in a dark room and ignoring everything else. Still, going global comes with its own complexities.

When hiring abroad, there are two main pathways that you can take. You could spend months setting up a local entity, or you could hire an Employer of Record (EOR) to do the heavy lifting for you.

An EOR is a third-party service that legally employs workers on your behalf in countries where you don't have a presence. They handle payroll, benefits, taxes, and compliance while you take care of day-to-day management. It sounds simple until you start comparing providers and realize they all promise the same things but with wildly different price tags and service levels.

That's where a Request for Proposal (RFP) becomes a high leverage tool. A solid RFP forces vendors to show you exactly what you're paying for, and it surfaces red flags before you sign a contract. Without one, you're flying blind into partnerships that could cost you tens of thousands in penalties if compliance goes sideways.

In this guide, you'll find a complete RFP template for EOR services with real questions you can ask prospective providers. We'll walk through what matters most when evaluating services and you'll leave with a customizable framework for your specific hiring needs.

What is an EOR RFP (and when do you need one)?

An RFP is your formal way of saying to potential EOR partners: "Here's what I need. Tell me exactly how you'll deliver it and what it costs." It's a structured document that lays out your company's requirements and asks vendors to respond with detailed proposals you can actually compare side by side.

You might also hear about RFIs (Requests for Information) and RFQs (Requests for Quotation). An RFI is lighter; think of it as exploratory research when you're still figuring out what's even possible. An RFQ is narrower; you know exactly what you want and you just need pricing. An RFP sits in the middle. You have specific needs but you want vendors to show you their full capabilities and approach.

So when should you actually send one?

• If you're hiring your first international employee, you probably need an RFP.
• If you're expanding into three new countries at once, definitely send an RFP.
• If your current EOR relationship feels expensive or clunky and you want to explore alternatives, an RFP helps you test the market without committing to anything.

The common thread is this: whenever the stakes are high enough that a bad partnership could derail your global hiring plans or expose you to legal risk, write up an RFP.

What to include in an EOR RFP

Think of your RFP as a blueprint. The more specific you are about what you need, the better the responses you'll get. Here, we've outlined an exhaustive RFP template for EOR services and what to include in your document. Apply what's most relevant to your expanding business.

Company overview and expansion goals

Start by telling vendors who you are and where you're headed. A tech startup hiring five engineers in Europe has different needs than an enterprise company opening offices across Asia. Give them context about your growth timeline, your industry, and why you're going global now.

Example: "We're a 50-person SaaS company based in Austin. We're planning to hire 10-15 employees across Germany, France, and the Netherlands over the next 12 months to support our European customer base."

Scope of work

Get specific about the numbers and types of roles you need to fill. This section should answer: which countries, how many people, what kinds of jobs, and what your timeline looks like.

Include details like:

• Target countries for global expansion
• Number of employees per country (current and projected)
• Job categories (full-time, part-time, contractors)
• Planned start dates
• Whether you need support for existing international employees or just new hires

The clearer you are here, the more accurate the vendor pricing will be. Vague requests get vague results.

Legal and compliance requirements

This is where you ask vendors to prove they actually know what they're doing. Compliance is the whole reason you're hiring an EOR in the first place. You need to know they can navigate local labor laws without putting your company at risk.

Questions to ask:

• How do you ensure contracts and policies remain compliant as laws change?
• What in-country legal or HR expertise do you provide?
• Do you proactively flag risks such as misclassification or incorrect terminations?
• Can you handle compliance for employees moving across borders or changing employment models?
• How do you enforce statutory benefits, minimum wages, and tax compliance?
• How do you support lawful termination and severance in each country?
• Do you provide compliance reporting and audit logs by country?

Example: "Describe your compliance monitoring process in Germany. How do you ensure our employment contracts meet Works Council requirements and data privacy laws under GDPR?"

Payroll and tax responsibilities

Payroll is where things can get messy fast. Different countries have different pay cycles, tax structures, and reporting requirements. You need to understand exactly what the EOR will handle and what stays on your plate.

Critical questions include:

• What payroll frequency options do you support (monthly, semi-monthly, weekly)?
• What are payroll cutoffs in each supported market?
• Do admins see payroll calculations before approval?
• How do you process multi-currency payments?
• Are taxes and statutory contributions automatically filed and remitted?
• Do you support off-cycle payrolls (bonuses, commissions, adjustments)?
• How do you handle missed or incorrect payments, and what SLAs do you guarantee?

Example: "What are your standard payroll lead times in each country we're targeting? How do you ensure a new hire's start date is not delayed by payroll cutoffs?"

Benefits administration and onboarding processes

Competitive benefits packages look wildly different in Singapore versus Spain. Ask vendors to break down what's standard, what's customizable, and how they handle the enrollment process for new hires.

Key questions:

• What statutory benefits do you provide in each country?
• What supplemental benefits do you offer (health insurance, retirement plans, etc.)?
• How do employees enroll and manage their benefits?
• What information is collected during onboarding (tax forms, social security equivalents, residency, visa)?
• Do you support clauses like equity grants, IP protection, probation periods, or non-competes?
• Can you integrate onboarding with IT and HRIS workflows (device/app provisioning, training enrollment)?

Example: "In Brazil, what supplemental health insurance options do you offer beyond the mandatory public healthcare? How do employees select and enroll in these plans?"

Technology and integrations

Your EOR should fit into your existing tech stack, not force you to adopt a clunky new system. This section uncovers whether their platform will make your life easier or harder.

Essential technology questions to ask include:

• What does your employee management platform look like (request a demo)?
• Can it integrate with our HRIS, payroll, or finance systems?
• How do employees access pay stubs, tax documents, and benefits information?
• What kind of reporting and analytics do we get?
• Can payroll integrate directly with accounting or ERP systems?
• Is there an API or does everything happen through manual uploads?

Pricing model and terms

Here's where EOR service providers often get ambiguous with their language. Your job is to make them spell out every cost in plain terms so you can truly compare apples to apples.

Push to get clarity on:

• Per-employee monthly fees (broken down by country if rates vary)
• Setup or onboarding fees for new employees
• One-time implementation costs
• Additional charges for benefits administration, visa support, or offboarding
• Payment terms and invoice schedule
• Contract length and cancellation policies

Example: "Provide a detailed cost breakdown for hiring one full-time employee in Japan, including all setup fees, monthly charges, and any additional costs we should anticipate in year one."

Support, SLAs, and account management

When payroll breaks or a compliance question pops up at 9 PM, you need to know someone will actually pick up the phone. Service level agreements protect you when things go wrong.

Questions should include:

• What SLAs do you guarantee for HR and employee support?
• What are the response times for urgent issues versus routine questions?
• Is support available 24/7 or limited to business hours in specific time zones?
• Do we get a dedicated account manager or a rotating support team?
• Do you provide in-country HR advisors for complex issues?
• How do you handle escalations and ensure consistency of support across regions?

Example: "What are your CSAT (Customer Satisfaction) or NPS (Net Promoter Score) scores for global support? Can you provide data showing your average response times for critical payroll issues?"

References and past experience

Anyone can write a good proposal. References tell you what it's actually like to work with them. Ask for specific examples of clients they've supported in your target countries and industries.

What to request:

• Three client references with similar company size and countries
• Case studies showing how they've handled complex compliance scenarios
• Details about their operational footprint (do they have local teams in your target countries?)
• How long they've been operating in each market you care about
• Any certifications, partnerships, or accreditations relevant to EOR services

This isn't about checking boxes. It's about finding the vendor who will actually deliver when your new hire in Mumbai needs their first paycheck processed correctly.

Qualifying questions to consider in your RFP

Before you get into an EOR's pricing details or contract terms, you need to know whether a vendor can actually do the job. These high-level questions cut through the marketing language and expose what the EOR can really handle. Use them to eliminate providers who aren't the right fit before you waste time on demos and deep dives.

In addition to the specific guidance above, here are five essential qualifying questions to ask prospective EOR vendors:

1. How do you ensure compliance in countries where you don't have your own legal entities?

Some EORs own their entities everywhere. Others rely on third-party partners in certain markets. You need to know who's actually employing your workers and who's responsible when compliance issues arise.

2. What is your standard onboarding timeline from contract signature to first paycheck in each region?

Delayed start dates kill momentum with new hires. Ask for specific timelines by country and what factors might extend them (visa processing, background checks, statutory registration).

3. Do you operate under local labor leasing licenses where required?

Some countries require specific licenses for employee leasing. Providers operating without them may use consulting models that carry higher legal risk for clients.

4. How do you handle foreign exchange risk?

Your finance team needs predictable costs. Ask how currency conversions are calculated, whether you pay in your home currency or theirs, and who absorbs exchange rate fluctuations.

5. What are your guaranteed SLAs for payroll accuracy, support response times, and issue resolution?

Service level agreements protect you when things go wrong. Push for specific numbers: response times for critical issues, payroll error rates, and escalation procedures when deadlines are missed.

These questions should eliminate providers who can't meet your baseline requirements. The ones who answer confidently and specifically are worth a closer look.

Sample RFP template for EOR services

Here's a ready-to-use structure you can adapt for your business. Copy this table, fill in your specific details, and send it to potential EOR providers to get comparable proposals.

This template gives organizations a clear framework while ensuring you get the specific information needed to make an informed decision. Customize the questions in the "What to Ask" column based on your unique requirements and priorities.

EOR RFP example scenarios

Different companies have different priorities when evaluating EOR services. Here are two real-world scenarios that show how to tailor your RFP to match your specific expansion needs.

Tech startup expanding to LATAM

A 40-person SaaS startup based in San Francisco needs to hire five software engineers across Brazil, Mexico, and Argentina within the next 90 days. They have Series A funding but limited HR infrastructure. Their biggest concerns are speed and staying compliant in unfamiliar markets.

Their RFP prioritizes swift onboarding timelines. They ask vendors: "What's your fastest possible timeline from signed contract to first paycheck in each target country?" They also dig into compliance safeguards, requesting specific examples of how the EOR monitors labor law changes and prevents misclassification risks.

Because they need to protect their intellectual property, they ask: "What IP assignment clauses and confidentiality protections are built into your standard employment contracts?" They also request transparent pricing with no hidden setup fees, since their budget is tight and they need predictable monthly costs per employee.

The winning vendor will demonstrate proven experience onboarding tech talent in LATAM within 5-7 days, show a track record of zero compliance violations, and offer straightforward per-employee pricing under $500/month per country.

Enterprise hiring remote teams across APAC

A 2,000-person financial services company is building customer support and back-office teams across Singapore, Philippines, India, and Japan. They plan to hire 50 employees in Year 1 and scale to 150+ by Year 3. Their priorities are different: they need enterprise-grade reporting, scalability, and benefits packages that compete with local employers.

Their RFP emphasizes integration capabilities. They ask: "Can your platform integrate with our existing Workday HRIS and Oracle ERP systems via API?" They need real-time visibility into payroll data across multiple currencies and consolidated reporting for their finance team.

Benefits administration is critical. They request detailed breakdowns, like "What supplemental health insurance, retirement plans, and wellness benefits do you offer in each country beyond statutory minimums?" They want to ensure their international employees receive benefits comparable to their headquarters staff.

They also focus on support infrastructure, asking for guaranteed SLAs: "What are your response times for critical payroll issues, and do you provide dedicated account management with in-country HR advisors who speak local languages?" For an enterprise at this scale, vendor stability and white-glove service matter as much as cost.

Frequent mistakes to avoid in RFPs for EORs

Even experienced HR teams can overlook critical details and red flags when evaluating EOR providers. These missteps can lead to hidden costs, compliance headaches, and service gaps that only surface after you've signed a contract. Here's what to watch out for.

• Focusing only on pricing while ignoring compliance expertise. The cheapest option often cuts corners on legal safeguards. A compliance violation in one country can cost you tens of thousands in fines and legal fees, wiping out any savings from a lower monthly rate.
• Not specifying target countries or projected headcount clearly. Vague scope leads to vague proposals. If you say "potentially 5-10 employees across Europe," vendors can't give you accurate pricing or confirm they have the right infrastructure in those specific countries.
• Forgetting to address data privacy and security requirements. Your EOR will handle sensitive employee data, including passport details, bank accounts, and health information. Ask specifically about GDPR compliance, data encryption standards, and where employee data is stored.
• Overlooking post-hire support and service level agreements. Many RFPs focus heavily on onboarding but ignore ongoing support. What happens when payroll is processed incorrectly or an employee has a benefits question at midnight? Without guaranteed SLAs, you have no recourse when things go wrong.
• Failing to ask about entity structure and third-party partnerships. Some EORs own legal entities in every country they operate in. Others use third-party partners in certain markets. If something goes wrong, you need to know who's actually liable and who you'll be working with day-to-day.
• Skipping reference checks and case studies. Anyone can write a compelling proposal. References tell you what vendors actually deliver once the contract is signed. Request at least three clients with similar company size and geographic footprint, then actually call them.

How to evaluate EOR proposals

You send out your RFP, and a week later, five thick proposals land in your inbox. They all promise excellent service, competitive pricing, and seamless compliance. But how do you actually compare them when every vendor swears they're the best?

Start with weighted criteria before proposals arrive. Assign percentages based on what matters to your business: compliance expertise might be 30%, technology and integrations 25%, cost 20%, service and support 20%, and references 5%.

If you're in a heavily regulated industry, bump compliance to 40% and reduce cost. If you need tight HRIS integration, increase technology weight. The percentages should reflect your actual priorities, not what sounds balanced.

Build a scoring matrix in a spreadsheet with vendors across the top and evaluation criteria down the left side. For each criterion, score vendors on a 1-5 scale, then multiply by the weight to get weighted scores. This turns subjective impressions into objective data.

When you score "compliance expertise," you're looking at specific proof points: years operating in target countries, legal certifications, compliance violation history, and proactive monitoring tools. A vendor who scores 5 on compliance (weighted at 30%) earns 150 points, while a vendor scoring 3 earns only 90 points. Use the scoring matrix to shortlist your top three vendors, then schedule demos with each.

The demo is where you test whether their platform actually delivers what the proposal promised. Ask them to walk through real scenarios: onboarding a new employee in France, processing an off-cycle bonus payment, or handling a termination in Italy. Watch how many clicks it takes, whether the interface is intuitive, and if they can answer technical questions without reading from a script. The vendors who score highest across all weighted criteria and nail the demo are the ones worth negotiating with.

Ready for transparent EOR services you can trust?

A well-crafted RFP forces vendors to show their cards before you've committed to anything. You get pricing transparency, clear service commitments, and proof that they can actually handle your specific countries and compliance needs. But you still need to do the legwork to find the right EOR.

Or you could partner with the experts at Pebl.

Our global EOR services are built for companies that want to hire internationally without the guesswork. We handle compliant hiring, payroll, benefits, and onboarding across 185+ countries, backed by 240+ in-country experts who know local labor laws inside and out. You get 24/7 support, dedicated account management, and a single platform that centralizes everything from employment contracts to multi-currency payroll.

Whether you need to onboard an engineer in Berlin or build a customer support team across Southeast Asia, Pebl is here for you. No entity setup, no compliance panic, no looking up labor laws in Burundi. Just predictable, transparent global hiring that scales with you. Get in touch to learn more.

Disclaimer: 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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