Which solution – EOR or PEO is better for your organization if don’t own a legal entity in the employee’s country?

An EOR is your only choice if you don’t have a legal entity in the employee’s country as you can only work with a PEO if you are already established within a particular market.

How do EORs and PEOs fare when I want to scale my hiring?

If you want to hire at scale in several markets, it makes sense to opt for an EOR as this is the only solution that doesn’t require you to set up an entity. If you’re managing a smaller team and want extra control over your HR functions, on the other hand, a PEO might be a better choice for you.

How do EOR and PEO services vary with temporary or full-time employees?

Both PEOs and EORs can be used for full-time employees, but usually businesses choose an EOR while dealing with temporary and contractual employees. This is because EOR provides essential HR services that are perfect for temporary working relationships.

What are the implications for employee benefits and payroll management between EOR and PEO services?

EOR services typically handle all local compliance, benefits, and payroll, which is ideal for international hires looking to provide equitable benefits and fair pay. Meanwhile, PEOs offer comprehensive HR services and benefits administration domestically.