Hire and support employees in Bulgaria without establishing your own local employing entity. Horizons® coordinates the agreed employment contracts, payroll and HR administration while your company manages the team’s daily work and business results.
“Virtual employment” describes how the team is organized and supported remotely. The underlying local employment route is Employer of Record or another permitted structure—not a separate legal category of employment.
Depending on the agreed scope, Horizons® prepares the local employment setup and administers contracts, payroll inputs, statutory deductions, leave records, benefits coordination and employee HR documentation.
Formal actions are handled through documented workflows and designated contacts.
Your managers normally define the role, allocate tasks, set objectives, provide business tools and systems, coordinate the team and assess performance.
The division between employment administration and operational management should be agreed before onboarding.
The exact package is defined for the assignment. Optional services and benefits are confirmed separately before an employee offer is finalized.
Employment terms, contract preparation, required onboarding documents and coordination of the agreed local employment process.
Monthly payroll calculations, approved inputs, statutory deductions, payslips and coordination of salary and employment-cost reporting.
Employee files, contract changes, leave records, HR confirmations and other agreed employment-administration activities.
Administration of the statutory entitlements and supplementary benefits expressly agreed for the role and available through the selected providers.
Optional coordination of equipment ordering, delivery, return and documented handover, subject to the selected scope and security requirements.
A designated route for questions concerning employment documents, payroll, agreed benefits and formal employee-lifecycle processes.
Early confirmation of roles, work locations, budgets, responsibilities and documents helps prevent delays during onboarding.
Roles, locations, reporting lines, salary budgets, benefits and target start dates.
Review the employee, work arrangement, right-to-work position and proposed service scope.
Use existing candidates or add Horizons® recruitment and direct-search support.
Prepare employment documents and coordinate the local and operational onboarding tracks.
Manage monthly payroll inputs, employee changes, reporting and issue escalation.
The model is most useful when the company needs local talent and employment capability before it is ready—or able—to operate its own Bulgarian employing entity.
Employ the first local team while testing demand, establishing operations or evaluating future entity formation.
Add Bulgaria-based professionals to an international team with a defined local employment and support process.
Build a defined team for a proof of concept, client delivery, transformation programme or controlled expansion stage.
Suitability depends on the actual duties and employment setup, not only the job title. Every assignment should be reviewed individually.
Software development, QA, DevOps, cloud, infrastructure, security and technical support.
Data engineering, analysis, business intelligence, reporting and applied AI profiles.
Customer support, service desk, customer success, order management and multilingual operations.
Business development, account management, sales operations, digital marketing and content.
Accounting, accounts payable and receivable, reporting, procurement and administrative coordination.
HR generalists, talent acquisition, learning and development and people-operations support.
An EOR arrangement does not remove every business, tax, security or workplace consideration. The setup should document who owns each decision and where specialist advice may be required.
The total cost normally combines employee employment costs, the agreed EOR service fee and any selected benefits or optional services.
Contract setup, payroll administration, standard employment documentation and employee support within the agreed service scope.
Salary, employer costs, approved variable compensation, expenses and benefits applicable to the individual arrangement.
Recruitment, salary benchmarking, equipment logistics, supplementary benefits or other separately agreed services.
Combine the employment route with candidate search and employment-cost planning when you need an end-to-end Bulgarian team setup.
Candidate sourcing, screening and selection for expert, managerial and leadership roles.
Estimate gross salary, deductions, net pay and total employer cost for Bulgaria.
Review the complete Employer of Record service, responsibilities and implementation process.
The final answer depends on the individual role and proposed structure. These questions provide a practical starting point.
No. “Virtual employment” describes a remote or distributed operating model. The underlying legal route may be EOR or another locally permitted employment structure.
An EOR arrangement may allow a foreign company to hire through a local employing provider without creating its own Bulgarian employing entity, subject to review of the proposed setup.
The client company normally manages tasks, objectives, projects and performance. Horizons® manages the agreed local employment and HR-administration framework.
Yes. Recruitment can be added before EOR onboarding, or you can introduce candidates already selected by your company.
A transition may be possible, but it should not be automatic. The existing relationship, role, proposed terms, right-to-work status and required employment process should be reviewed first.
The proposal normally reflects the employee’s salary and employer costs, the EOR service fee and any selected benefits or optional services. Exact costs are prepared after the role and package are confirmed.
Send the planned roles, locations, salary range, headcount and target start date. We will review the suitable next steps.