Question 1

Is G-P a cost-effective solution for a single hire?

Accepted Answer

Yes, this is one of the most common use cases for small businesses. Whether it's one hire or 20, the legal and cost barriers of setting up an entity are significant. With G-P EOR, you can compliantly hire that single employee in days, with no entity required, making it the fastest and most cost-effective way to secure top talent.

Question 2

When should I use an EOR versus hiring a contractor or establishing my own entity?

Accepted Answer

The right model depends on your goals. G-P EOR is perfect for entering new markets quickly or hiring small teams. G-P Contractor™ is best for project-based needs. Setting up your own entity is a commitment best reserved for when you have a long-term strategic presence in a market. And G-P Gia can give you instant compliance guidance where you have entities.

Question 3

How quickly can I onboard candidates?

Accepted Answer

G-P helps you onboard new team members in days, not months. This speed gives you a competitive edge to secure in-demand talent before your competitors. With G-P EOR, you can start operations sooner, serve customers in new time zones, and capitalize on market opportunities the moment they arise.

Question 4

What’s the total cost of hiring someone internationally with G-P?

Accepted Answer

We give complete cost predictability. Your cost consists of a flat-rate service fee and the employee's total compensation package. During our consultation, we use our employer burden data to give you a detailed breakdown of all employer contributions. You have full visibility into your total investment before you commit.

Question 5

How do you help me attract and retain global talent?

Accepted Answer

We help you design competitive and locally compliant benefits packages that meet or exceed local standards. We deliver 99% payroll accuracy and have dedicated in-country HR specialists for local support.

Question 6

How does G-P manage worker classification?

Accepted Answer

Misclassification can have severe fines, back-tax liabilities, and damage your company’s reputation. Our Global Employment Platform minimizes misclassification risk for you. With G-P EOR, we hire the employee on your behalf and manage compliance to ensure all employment relationships adhere to local labor laws. With G-P Contractor, our misclassification engine analyzes the services agreement to ensure proper classification. With G-P Gia, you get instant global compliance guidance for your entities.

Question 7

What protections are in place to secure my company's intellectual property (IP)?

Accepted Answer

Our employment agreements are drafted by legal experts with the strongest IP protections available under local law. All intellectual property and work product created by the professional is contractually assigned to your company.

Question 8

What’s G-P Gia™ and how can it help my HR team?

Accepted Answer

Gia is your trusted AI-powered global HR agent. It gives you expert-vetted compliance guidance across 50 countries and 50 U.S. states and can generate compliant HR documents in minutes. Gia helps you navigate complex employment questions with confidence.

Question 9

How do I know if my company is ready for global hiring?

Accepted Answer

Readiness needs a clear strategy, budget, and understanding of your internal capabilities. A great first step is to evaluate your internal processes and strategic goals. Our global readiness scorecard is a practical tool that helps you identify strengths and gaps in your current strategy.

Question 10

I’m a small business with a limited budget. How do I decide between hiring a contractor or using G-P EOR?

Accepted Answer

It comes down to two things: the nature of the role itself, and your long-term goals.  If you need short-term, project-based talent, G-P Contractor allows you to hire and pay contractors in 190+ countries. If you’re hiring for a permanent, core role, then G-P EOR is the right choice.

招聘适合该职位的人，无论他们住在哪里

你的抱负是无限的。您的招聘策略也应如此。

人才库悖论

误分类的风险

实体迷宫

运行摩擦

不可预测的成本

人才流失率高

什么是适合您企业的招聘模式？

看看您的同行如何更快地招聘全球顶尖人才

在 7 市场增加了 80 + 名员工

简化的全球劳动力管理

全球员工人数从 30 扩展到 500

简化全球招聘

扩大人才库

降低合规风险

快速入职人才

简化全球运营

可预测的成本

无与伦比的专业知识和支持

您的全球招聘手册

关于获得人才的热门 10 常见问题

对于单一雇员来说，G-P 是具有成本效益的解决方案吗？

与雇用合同工或建立自己的实体相比，我应该在何时使用专业雇主？

我能以多快的速度让候选人入职？

在国际上雇用具有G-P的人的总成本是多少？

你们如何帮助我吸引和留住全球人才？

同步您的技术栈。拓展全球版图。

招聘适合该职位的人，无论他们住在哪里​​

你的抱负是无限的。您的招聘策略也应如此。​​

人才库悖论​​

误分类的风险​​

实体迷宫​​

运行摩擦​​

不可预测的成本​​

人才流失率高​​

什么是适合您企业的招聘模式？​​

看看您的同行如何更快地招聘全球顶尖人才​​

在 7 市场增加了 80 + 名员工​​

简化的全球劳动力管理​​

全球员工人数从 30 扩展到 500​​

简化全球招聘​​

扩大人才库​​

降低合规风险​​

快速入职人才​​

简化全球运营​​

可预测的成本​​

无与伦比的专业知识和支持​​

您的全球招聘手册​​

关于获得人才的热门 10 常见问题​​

对于单一雇员来说，G-P 是具有成本效益的解决方案吗？​​

与雇用合同工或建立自己的实体相比，我应该在何时使用专业雇主？​​

我能以多快的速度让候选人入职？​​

在国际上雇用具有G-P的人的总成本是多少？​​

你们如何帮助我吸引和留住全球人才？​​

同步您的技术栈。拓展全球版图。​​