Create and support a distributed team through an integrated service framework combining recruitment, local employment, payroll, HR administration and remote-work coordination. Horizons® helps international companies employ eligible professionals in Bulgaria without first establishing their own local employing entity.
Virtual Employment Organization is a service concept for building and supporting distributed teams. The underlying employment relationship still follows the legally applicable local structure.
A VEO combines the practical components required for a remote team: candidate search where needed, local employment, payroll, employee documentation, onboarding coordination and ongoing HR administration.
For employees based in Bulgaria, Horizons® reviews whether an Employer of Record or another permitted structure is suitable for the role and working model.
Your company defines the work, assigns priorities, manages performance and leads the employee’s daily business activities. Horizons® manages the agreed formal employment and administrative responsibilities.
The exact responsibility split, systems, approvals and communication process are documented before onboarding.
The selected services are documented in the proposal and agreement. Availability depends on the country, role, candidate status and required operating model.
Candidate profiling, sourcing, selection and hiring coordination when the company has not yet identified the professional.
Preparation and administration of the agreed employment relationship through an appropriate Bulgarian structure.
Monthly calculations, payslips and coordination of approved salary, statutory deductions and contributions.
Documentation, employee communication and coordination of agreed access, equipment and onboarding requirements.
Employee records, employment changes, leave administration and routine employment-related enquiries.
Defined contacts, payroll inputs, approvals, employment-cost reporting and recurring service communication.
Timing depends on the role, selected candidate, complete documentation, employment terms, right-to-work status and feasibility of the intended structure.
Confirm countries, roles, headcount, working model, management structure and required services.
Review the candidate, role, local employment route, right to work and operational requirements.
Use selected candidates or add recruitment and direct sourcing where talent search is required.
Complete agreements, employment documentation, payroll setup and the agreed remote onboarding actions.
Run the agreed payroll, HR administration, employee communication and recurring reporting.
A successful virtual team needs explicit ownership of work management, employee support, payroll inputs, data access, equipment, security, health and safety and communication. The VEO setup documents who owns each responsibility.
VEO is designed for companies that need distributed talent and local employment support without immediately building a full internal legal, payroll and HR operation.
Recruit and support software, data, cloud, product and digital professionals working with an international organization.
Build distributed customer operations, finance, administration and multilingual service capacity.
Employ an initial person or team while assessing the business case for a future local entity.
Create a structured local employment relationship for professionals working across locations and time zones.
Add eligible professional capability for a defined business requirement or expansion phase.
Use external employment and HR infrastructure when an internal local function would be disproportionate.
The value comes from combining the required workforce services into one documented operating model rather than managing disconnected local suppliers and processes.
Recruit professionals according to capability and market availability rather than existing office footprint alone.
Start with an eligible person or team while evaluating the case for a permanent local corporate structure.
Coordinate recruitment, employment, payroll and HR administration through an agreed service framework.
Review headcount, services and operating responsibilities as the distributed team and business mature.
The service name does not replace country-specific employment, tax, immigration or data-protection requirements. Every role and candidate should be reviewed before implementation.
Use VEO as an integrated framework or start with the individual service that matches the immediate requirement.
Local employment, payroll and HR administration for eligible professionals.
Discuss employment requirements covering multiple countries and markets.
Find and assess professionals before moving to employment and onboarding.
Permanent, contract, augmentation, managed, BOTT and EOR options for technology teams.
These answers explain the service concept. The appropriate legal, employment, tax and operational structure must be confirmed for each case.
A VEO is a service framework for creating and supporting distributed teams through coordinated recruitment, local employment, payroll, onboarding and HR administration. It is not a separate legal entity type.
EOR focuses on the formal local employment relationship and related administration. VEO is a broader operating concept that may combine EOR with recruitment, remote onboarding, service coordination and ongoing workforce support.
Potentially, where an appropriate local employment structure is available and suitable for the role and candidate. Feasibility must be assessed before hiring.
The client company normally defines the role, assigns work, manages performance and provides operational direction. Horizons® manages the agreed employment and administrative responsibilities.
Yes. Recruitment can be included when you need candidate profiling, sourcing, assessment and hiring coordination before the employment stage.
International requirements can be assessed through Global EOR or partner-supported arrangements. Availability, scope and responsibility differ by country.
Equipment, delivery, asset ownership, access and technical support can be coordinated where agreed, but the exact responsibilities and third-party services must be defined in the proposal.
There is no universal timeline. It depends on recruitment, country coverage, candidate documentation, employment terms, right-to-work status, equipment and execution of the required agreements.
Tell us where the professionals will work, which roles you need and how the team will be managed. We will review the requirement and recommend the appropriate service structure.