Employer of Record (EOR) Services to Hire Anywhere Without an Entity

An Employer of Record (EOR) is a third-party organization that legally hires and manages employees on your company's behalf in countries where you don't have a legal entity. While you remain in control of your employee's daily tasks and performance, the EOR handles local employment contracts, payroll, taxes, benefits, and labor law compliance.

This arrangement makes it easier to build teams around the world without the need to set up a local company. You can scale quickly, stay compliant, and avoid the heavy administrative load that often comes with hiring internationally.

For a deeper understanding, explore our HR Glossary: Employer of Record and check out our Hiring Guide for market-specific tips.

In an EOR setup, your company manages the employee's goals and daily responsibilities. Meanwhile, Glints TalentHub serves as the legal employer and takes care of employment contracts, payroll, government contributions, and employee benefits according to local regulations.

This lets you focus on growing your team while we manage the legal and HR complexities behind the scenes.

Using an Employer of Record (EOR) is especially valuable when you want to hire international talent without the burden of setting up a local legal entity. It's ideal in situations where speed, flexibility, and compliance are key, such as entering a new market to test demand, hiring project-based or remote workers, or building a distributed team across multiple countries.

An EOR is especially useful when you want to:

• Hire in a country where you don't have a legal entity
• Test new markets before making a long-term commitment
• Onboard remote employees in different countries
• Reduce the risk of non-compliance with unfamiliar regulations
• Expand your team quickly without setting up a foreign office

It's a practical solution for startups, growing teams, and global companies expanding into new markets worldwide. Visit our Hiring Guides to learn more about each market.

Engaging an EOR service like Glints TalentHub brings several strategic advantages, especially for companies expanding globally or managing remote-first teams. Working with an EOR like Glints TalentHub helps your business:

• Hire employees faster without going through entity setup
• Stay compliant with employment laws in each country
• Save costs on legal, payroll, and HR infrastructure
• Simplify HR admin so your team can focus on core tasks
• Access local expertise in 150+ countries

If you're building a remote team or expanding regionally, using an EOR gives you the flexibility to scale with confidence. You can also explore our blog on HR compliance risks for more insight.

Once you've selected a candidate, we guide them through a clear onboarding process. This includes signing a compliant local contract, submitting necessary documents, enrolling in government-mandated benefits, and setting up payroll and tax registration. We ensure everything is in place, so your new hire is ready to go from day one.

We take full responsibility for ensuring all employment terms, payroll practices, and benefits are aligned with local regulations. Our in-country experts stay updated on labor laws and handle any changes that may affect your employee. This helps reduce your legal exposure and protects your brand. For more on this, explore our Hiring Guide.

We manage terminations in accordance with local laws, covering notice periods, severance pay, final payroll, and unused leave payouts. Whether the separation is initiated by the employer or employee, we guide you through each step to ensure a smooth and compliant process.

While both models support businesses with HR and employment services, the main difference lies in legal responsibility. Both EOR and PEO models support employment services, but the legal responsibility differs.

• An EOR becomes the legal employer, which is ideal if you don't have a local entity.
• A PEO works under a co-employment model and is typically used when you already operate in the country.

To understand which fits your business better, check out our full breakdown of EOR vs. PEO.

We provide EOR support in 150+ markets worldwide, with deep local expertise in markets like Indonesia, Malaysia, Vietnam, Singapore, and the Philippines. With strong local partnerships and in-market HR teams, we help ensure smooth hiring and full compliance in each location. Visit our Country Hiring Guide for more insights.

Glints EOR starts at S$399 per employee per month. The final rate depends on the country and scope of service. The monthly fee covers employment setup, payroll processing, statutory contributions, compliance support, and benefits administration. See the full breakdown on our pricing page.

This model is often more cost-efficient than opening a local entity, and also helps avoid hidden costs from compliance mistakes or regulatory penalties.

Compare providers on the points that affect your day-to-day experience, not just the headline price:

• Entity model: does the provider employ through its own local entities or through partners?
• Pricing transparency: is the monthly fee published, and what does it include?
• Market depth: does the provider have in-market teams in the countries you are hiring in?
• Scope: can the same provider also help you recruit, not only run payroll?
• Support: who answers when an employee has a question, and how quickly?

See how we compare in EOR vs. PEO, or review our pricing.

Glints EOR starts at S$399 per employee per month for our Southeast Asia markets, including Indonesia, Singapore, Malaysia, the Philippines and Vietnam. The final rate depends on the country and scope of service. This fee is separate from the employee's salary and statutory contributions, which are paid on top.

Compare plans on our pricing page or pick a country to see local details.

In Singapore, foreigners need a valid work pass (such as an Employment Pass or S Pass) before they start work, and the pass is tied to the employer named on it. Because the EOR is the legal employer, the work pass application has to be made by a locally registered employer, and eligibility depends on factors such as salary and qualifications set by the Ministry of Manpower (MOM). Requirements change, so check the current MOM criteria or talk to us before making an offer.

Read more on our Singapore EOR page.