Pre-hire review
Work location, role, compensation, target date, work authorization, benefits, and country-specific feasibility.
Employer of Record services
Employ in new countriesβwithout building an entity first.
Farlinko coordinates the legal employment, local payroll, statutory obligations, benefits, and employment administration. You choose the person and lead their work. We help make the local employment path clear.
81 markets in the planning directory
Full lifecycle operations
Clear responsibility boundary
SERVICE SCOPE
The employment infrastructure behind every international hire.
From the first feasibility check through the final payroll, Farlinko keeps the local employment record and the operational handoffs connected.
Contract & onboarding
Local offer inputs, employment documents, required worker records, registrations, and benefits enrollment.
Payroll & statutory
Approved inputs, gross-to-net calculations, deductions, employer contributions, payslips, and required filings.
Benefits administration
Statutory coverage and locally appropriate benefit options, enrollment, changes, and recurring administration.
Employment changes
Compensation, promotion, leave, relocation, and contract changes routed through a structured local review.
Offboarding support
Country-aware process, notice, documentation, final pay, severance inputs, and record completion.
OPERATING WORKFLOW
Five steps from hiring plan to steady-state payroll.
Each stage closes the questions needed for the next one, so surprises are surfaced before they become payroll or compliance problems.
01
Scope the hire
Confirm country, location, role, compensation, start date, and authorization context.
02
Review cost & feasibility
Map the employment package, statutory cost, service scope, and dependencies.
03
Contract & onboard
Complete local documents, employee records, payroll setup, and benefits enrollment.
04
Run each pay cycle
Collect approved inputs, process payroll, issue records, and resolve exceptions.
05
Manage the lifecycle
Review material changes and exits early enough for the local process.
EMPLOYMENT READINESS In review
DE
PLANNED HIREGermanyCommercial lead Β· Berlin
EOR PATHEntity neededNo
Employment typeFull-time
Cost structureItemized
Review pathLocal
Readiness review3 / 5
Next: confirm benefit packageβ
RESPONSIBILITY MAP
One employee. Two clearly defined roles.
An EOR does not take over your business management. It provides the local employment structure around it.
Employment momentFarlinko / EOR coordinatesYour team controls
Hiring
Local feasibility, compliant documents, required records
Candidate choice, role, compensation approval
Daily work
Employment administration and support channel
Priorities, tools, supervision, performance
Payroll
Calculation, deductions, contributions, payslips, filings
Accurate inputs, approvals, funding, expenses
Changes
Local process and document coordination
Business decision and timely notice
Exit
Required process, records, final pay inputs
Decision rationale, evidence, access handoff
COST ANATOMY
Know what sits behind the monthly total.
A useful EOR quote separates recurring employment cost from the service fee and one-time or exceptional items.
Build a directional cost scenario βEmployee compensation
Base salary, variable pay, allowances, approved expenses, and other agreed compensation.
Employer on-cost
Employer taxes, social contributions, statutory leave costs, insurance, and mandatory benefits.
Benefits
Required and optional benefit plans, premiums, enrollment, and locally appropriate packages.
Service & exceptions
EOR administration plus disclosed items such as deposits, immigration, special registrations, or complex exits.
Pricing principle: Farlinko does not present a generic number as a country-specific quote. Currency, location, compensation, benefits, authorization status, and service scope must be reviewed first.
BUYER CHECKLIST
How to evaluate an EOR provider.
Coverage is only the first filter. Ask how the provider actually employs, pays, supports, and protects people in the market you need.
Entity and delivery model
Who is the actual employing entity? Which responsibilities are delivered directly, and which use local partners?
Complete cost disclosure
Are statutory costs, benefits, deposits, FX treatment, one-time work, and exit support visible before signing?
Local expertise and escalation
Who reviews work authorization, contract changes, leave, discipline, relocation, and termination questions?
Payroll controls
What are the input deadlines, approval steps, funding rules, exception paths, and record-retention practices?
Employee experience
How do employees access documents, payslips, benefits help, and support in their location and time zone?
Data and security
Where is employee data stored, who can access it, which subprocessors are involved, and how are incidents handled?
COMPARING OPTIONS?
Open buyer guideUse the full provider comparison guide.
COUNTRY COVERAGE
Start with the market, not the platform.
Explore 81 markets in the planning directory and 39 detailed country guides, then confirm availability for the specific role and case.
View all markets β01
Full hiring guide
βUnited States
Work-state wage notices, Form I-9, FICA/FUTA, and final-pay timing sit on top of federal payroll. A nationwide burden rate is not a U.S. quote.
02
Full hiring guide
βSingapore
CPF follows age and citizenship or PR status. Employment Pass and levy questions sit on a different path from citizen payroll.
03
Full hiring guide
βHong Kong
MPF enrolment, wage records, employer tax notifications, and visa conditions share one worker file. Relevant-income caps apply to MPF.
EOR FAQ
Questions worth answering early.
Country rules and employee facts can change the answer. These are practical starting points, not legal or tax advice.
Is an EOR the same as a staffing agency?+
No. A staffing agency commonly recruits or supplies workers. With EOR, the client normally selects and directs the worker while the EOR manages the agreed local employment relationship and administration.
Can an EOR sponsor every work visa?+
No universal answer applies. Eligibility depends on the country, visa category, role, worker, employing entity, and current immigration rules. Confirm feasibility before promising a start date.
How long does EOR onboarding take?+
Timing varies by country and case. Work authorization, notice periods, background checks, benefit enrollment, payroll cutoffs, and document completion can all affect the start date.
Can an employee work from another country?+
Do not assume so. A location change may affect immigration, tax, payroll, employment law, data security, and whether the current employing model remains available.
Can we terminate an EOR employee immediately?+
Not necessarily. Required process, notice, consultation, documentation, and severance depend on local law and the facts. Raise concerns early enough for local review.
When should we move from EOR to an entity?+
Review the model when headcount, duration, local revenue activity, licensing needs, operational control, or total cost changes. The transition point is market-specific.
PLAN THE FIRST HIREStart with the country, role,
Start with the country, role,
and target date.
Weβll help map the likely employing model, cost components, onboarding dependencies, and questions that still require local verification.
Last reviewed: September 2026. General operational information only; confirm country-specific rules and service availability for each engagement.