Coordinate employment in multiple countries without establishing a separate legal entity in every market. Horizons® works with an international EOR partner network to help assess country availability, local employment requirements, payroll administration and employee support.
A Global Employer of Record model connects the client company with an eligible local employment provider in each target jurisdiction. The exact structure, services and timing vary by country.
The eligible local provider enters into the employment relationship and manages the agreed local contract, payroll, statutory administration, employment records and employee support.
Responsibilities and permitted arrangements depend on the law and operating model in the individual country.
The client defines the business role, sets objectives, assigns work and manages day-to-day performance within the applicable local framework.
The client also supplies accurate payroll inputs, approvals and funding through the agreed international service process.
International EOR works best when the service coordinator, local employing partner and client company have documented information flows and approval responsibilities.
Receives the international requirement, coordinates feasibility checks, consolidates commercial information and supports communication with the relevant network partner.
Provides the local employment service under its own applicable status, contracts, country processes and agreed service responsibilities.
Manages the employee’s business activities and provides timely information, approvals and funding needed for local employment administration.
Not every service is available in every country. The final scope, local provider, currency, fees and onboarding requirements are confirmed after a country-specific review.
Check service availability, candidate status, role conditions and potential local restrictions.
Preparation and administration of the applicable local contract and onboarding records.
Salary calculations, payslips and approved recurring or variable remuneration in the relevant currency.
Administration of applicable employment-related deductions, contributions and required reporting.
Coordination of agreed statutory and supplementary benefits available in the target market.
Support for onboarding, leave, employment changes, routine enquiries and coordinated offboarding.
Onboarding time varies by jurisdiction, employee documentation, right-to-work status, role requirements, local checks and execution of the necessary agreements.
Provide the target markets, candidate details, role, salary, benefits, working model and intended start date.
The relevant network partner reviews availability, local requirements, estimated timing and potential restrictions.
Receive the proposed service structure, employment-cost estimate, local fees and required onboarding documents.
Complete the agreements, candidate checks, local contract and required registrations or onboarding actions.
Provide monthly inputs and funding while the local partner manages the agreed employment administration.
The network states coverage across more than 100 markets. Availability must be confirmed for the specific country, worker status, role and intended employment arrangement before commitments are made.
Country checks across EU and non-EU European markets, including local contract and payroll requirements.
Availability checks for selected North American, Latin American and Caribbean markets.
Partner-led employment assessments across selected Asian and Pacific jurisdictions.
Country-specific feasibility checks across selected business centres and developing markets.
Compare salary ranges and estimated employer costs for the same role across selected countries before deciding where to hire.
The appropriate route depends on hiring duration, headcount, operational presence, local law, intellectual-property needs, tax considerations and the degree of control required.
May suit defined hiring needs where the company does not yet want to establish and operate its own employing entity in the target market.
May be more appropriate for larger teams, local commercial activity or a sustained business presence requiring direct local control.
May suit a true independent business relationship, but should not be used to disguise employment where the legal facts indicate employee status.
A country feasibility review is required before confirming whether EOR is available and suitable for the proposed worker and role.
Employ an initial local professional while evaluating the commercial case for a future entity or wider operation.
Create local employment arrangements for professionals working with a remote or hybrid international organisation.
Coordinate country checks, proposals and employment administration through a central commercial contact.
Assess whether a local EOR arrangement may support an employee moving to another country, subject to immigration and tax review.
Global EOR is not one universal legal structure. Local employment, immigration, tax, benefits, data-protection and worker-classification rules vary significantly by jurisdiction.
Use the Bulgaria pages for direct local service information or the recruitment page when the candidate still needs to be identified.
Local employment, payroll and HR administration for employees based in Bulgaria.
Review payroll funding, service inclusions, responsibilities and optional services.
Search for specialists and leaders across international talent markets.
Read more about the employment model, payroll, benefits and offboarding.
Country availability, employment structure, timing and pricing are confirmed individually for every international requirement.
A Global Employer of Record model uses eligible local providers to employ workers in different countries while the client company directs their day-to-day business activities. The local provider manages the agreed employment, payroll and HR-administration responsibilities.
No. Outside its direct local capability, Horizons® coordinates with EOR partners in the relevant jurisdictions. The proposal should identify the delivery model and local employing partner for the target country.
The partner network states access to more than 100 markets, but this does not guarantee that every role or candidate can be onboarded in every country. Availability must be confirmed for the specific requirement.
There is no universal timeframe. Timing depends on the country, local provider, role, complete documentation, right-to-work status, required checks and execution of the necessary agreements.
The client company normally assigns work, sets objectives and manages day-to-day performance within the local legal framework. The local EOR partner manages the agreed formal employment administration.
No. EOR can support local employment administration, but it does not remove every legal, tax, immigration, data-protection, intellectual-property or permanent-establishment risk. Separate advice may be required.
Yes. International recruitment can be scoped separately when you need candidate search and selection before the EOR country assessment and onboarding process.
We will coordinate the initial market checks and outline available EOR routes, estimated employment costs, local fees and onboarding requirements.