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.

無論他們住在哪裡，都可以聘僱合適的職位

您的雄心是無限的。您的雇用策略也應該如此。

人才庫的歧義

錯誤分類風險

實體迷宮

操作摩擦

無法預測的成本

高人才消耗

什麼才是適合您企業的僱用模式？

了解您的同事如何更快地聘僱全球頂尖人才

在 7 市場獲得 80 以上員工

簡化全球勞動力管理

在全球範圍內，從 30 員工擴大至 500

全球招聘，簡化

擴大人才庫

降低合規風險

快速入職人才

簡化全球營運

可預測的成本

無與倫比的專業技術與支援

您的全球招聘指南

關於獲取人才的熱門 10 常見問題

G-P 是單次聘僱的具成本效益的解決方案嗎？

什麼時候應該使用名義雇主與僱用約聘人員或建立自己的實體？

我可以多快速讓候選人入職？

在國際上聘用 G-P 的人的總成本是多少？

您如何幫助我吸引和留住全球人才？

同步您的堆疊。拓展全球。

無論他們住在哪裡，都可以聘僱合適的職位​​

您的雄心是無限的。您的雇用策略也應該如此。​​

人才庫的歧義​​

錯誤分類風險​​

實體迷宮​​

操作摩擦​​

無法預測的成本​​

高人才消耗​​

什麼才是適合您企業的僱用模式？​​

了解您的同事如何更快地聘僱全球頂尖人才​​

在 7 市場獲得 80 以上員工​​

簡化全球勞動力管理​​

在全球範圍內，從 30 員工擴大至 500​​

全球招聘，簡化​​

擴大人才庫​​

降低合規風險​​

快速入職人才​​

簡化全球營運​​

可預測的成本​​

無與倫比的專業技術與支援​​

您的全球招聘指南​​

關於獲取人才的熱門 10 常見問題​​

G-P 是單次聘僱的具成本效益的解決方案嗎？​​

什麼時候應該使用 名義雇主 與僱用約聘人員或建立自己的實體？​​

我可以多快速讓候選人入職？​​

在國際上聘用 G-P 的人的總成本是多少？​​

您如何幫助我吸引和留住全球人才？​​

同步您的堆疊。拓展全球。​​