Dedicated local teams for Industry-leading solution
Papaya’s dedicated country experts’ teams take care of everything so that you can get the best of all worlds. That’s why we vet, hire, and hold the best local experts accountable – in more than 160 countries. Our dedicated teams meet strict SLAs, offer end-to-end solutions with competitive prices so you can focus on what matters to you- scaling your business.
100% Global compliance guaranteed
Local compliance will always be our number one priority. Papaya’s Designated Country Experts bring years of experience and comprehensive local knowledge to the table, so that you can rest assured your compliance questions will never go unanswered – no matter how nuanced or complex they are.
Your workforce on one platform
Manage your EOR, payroll, and payments all on one platform and boost your hiring strategy and cost control by getting full visibility of your entire workforce. Get total freedom to grow and transition your workforce as you see fit.
100% EOR. 100% service excellence
Our global EOR solution offers comprehensive professional support, including legal, benefits, and equity expertise. Our dedicated CSM and GPE teams, the 24/7 Papaya personal portal, and round-the-clock WhatsApp chat assure clients and employees of unmatched service, reinforcing our commitment to excellence at every touchpoint.
Hire internationally without the hassle
Papaya helps you hire the best people in over 160+ jurisdictions without the hassle and costs of creating a local entity.
What is an EOR vs. PEO?
Both PEOs and EORs are third-party providers that assist companies with HR, payroll and employment-related tasks. In the case of a PEO arrangement, it’s based on joint employment — i.e., both the third-party provider and the company have weight in certain business decisions: the third-party provider oversees HR and payroll-related decisions while the company is more responsible for the day-to-day tasks.
Meanwhile, in an EOR arrangement, the employer of record is the legal employer of the workers and takes on pretty much all the legal responsibility, giving the company opportunity to focus more on its core business.
Can I hire employees in other countries without an EOR?
Yes.
To hire workers in other countries without an EOR, you can open a local entity, though this process tends to be a lot more complicated and gives you full legal liability if any problems occur.
In general, opening a local entity rather than partnering with an EOR is advisable when you are choosing to expand into the new country and looking to hire more workers.
Is an EOR a good solution for any country?
The answer is, it depends.
Generally, it’s easier to open EORs in countries with clearer labor laws and regulations. In other countries, though, the situation can be much more complex and EOR options may be limited.
What are the benefits of the aggregator model?
When deciding to work with an Employer of Record, there are generally two options – one option is to work directly with the EOR. The other option is the aggregator model, where you work with an EOR provider who, in turn, works with a network of ICPs in different countries.
The wholly owned EOR model has gained a reputation as being the more reliable model of the two. However, for the most part, this tends to be a myth.
The right EOR provider puts the resources into assembling the best possible ICP network and in that way can offer peace of mind for the company. Plus, in this arrangement, there’s the assurance that the third-party provider is always on your side in cases of dispute with the EOR.