Four services, one team, one invoice.
Pick the one you need today. Scale into the rest without switching vendors. Same account manager throughout.
Employer of Record
We become the legal employer. You direct the work. Payroll, taxes, benefits, compliance, all handled.
Contingent workforce platform
Your entire contingent program on one platform. Internal ATS for the talent you engage, supplier management for third-party staffing, and program analytics across both. No MSP markup, no vendor swap.
1099 / IC Compliance
Keep your contractors as contractors, safely. AI-powered risk scoring, audit-ready files, all 50 states + international.
Sourcing + EOR
In-house recruiters who've worked with industry leaders. We source and vet candidates, hand them over for your approval, then engage them at our reduced EOR rate.
How we compare to the SaaS EORs.
The first three rows are the ones their sales reps won't put in writing. Read the rest of their T&Cs before you sign.
If your "tech-first" EOR drops the ball, you are the one who pays the price.
Under the U.S. Department of Labor's Joint Employer Rule, "joint and several liability" means YOU are fully responsible for minimum wage, overtime, and other employment law violations if your provider fails to comply. Even if you already paid the invoice. Even if it was "their job" to handle the admin.
Software ships. Liability stays with you.
Most of the big "platform" EORs include a Customer Responsibility clause stating the client is ultimately responsible for compliance with local labor laws, health and safety, and worker classification. They provide the software; you provide the cover.
Sources: U.S. Department of Labor, Joint Employer Rule (2024). Comparisons based on publicly-available T&Cs as of 2026 and customer-shared MSAs.
Read our MSA before you signOne misclassification finding costs more than five years of HQ Simple.
Estimate what one classification audit would cost your team (base penalty, back wages, legal) and compare it to running our compliance program for the same window. Inputs are conservative and drawn from public state penalty schedules; real exposure varies. NOT LEGAL ADVICE.
The penalty is only the headline. Here's the rest of the bill.
For reference: an internal Nike audit, leaked in 2023, flagged roughly $293M in potential U.S. tax exposure across about 918 likely-misclassified contractors, near $319,000 per worker. The calculator above models a single audit finding. Class actions and multi-year exposure stack on top of it.
Direct in 4. Local specialists in 75 more.
And we'll tell you which is which.
Most "global" EORs claim 150+ countries. The fine print: they use one mega-partner that resells the same generalist service in every market: a help desk in Manila answering questions about Polish labor law. We do it differently: 4 countries we own end-to-end, plus a network of local-specialist EORs who only operate in their home country or a small region and live the labor code daily.
- ✕One global back-office processes payroll for every country
- ✕Same generalist support team for Poland, Brazil, and Singapore
- ✕Labor-code questions go to a help desk reading from a script
- ✕You never learn who actually employs your worker
Europe
35 countriesAmericas
10 countriesAsia-Pacific
15 countriesMiddle East
7 countriesAfrica
8 countriesFrom signed to paid in five days.
The most stressful part of switching EORs is the first payroll. We've run hundreds of these. Here's exactly how a typical onboarding goes.
20-min intro call
You meet your future account director. We scope, we quote, we agree on a target start date. No NDAs to get a number.
Your account director introduces themselves to your team
By name, by Slack, by phone. They send a one-pager with their direct line and on-call coverage.
Worker onboarding kicks off
We send personalized onboarding to every worker. International? They get country-specific docs in their language.
First payroll runs
On time, every worker, every currency. We pay early on Fridays so banking buffers don't bite.
Your first business review
We review the rollout with you. What worked, what didn't, what we changed. We do this every quarter, not just at the start.
Book a call. Talk to a person. Decide nothing today.
Your first conversation, and every one after, is with a knowledgeable expert. Not a screener, not a tech demo, not a discovery rep reading from a script. We'll tell you whether we're the right fit, and who to go to if we're not.