EOR
Employer of Record (EOR) Services
Hire in 17 countries through our own entities. No incorporation required.
You have found the person you want in a country where you have no legal presence. We employ them on a compliant local contract, you direct their work, and you receive one monthly invoice. No entity, no foreign payroll registration, no lawyers in a language you do not read.
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Our own entities. Not a partner network.
This is the question worth asking any EOR provider, and the answer is rarely on their website: do you own the entity my employee will actually be employed by?
Most global EOR platforms do not. They contract with a local partner in each country and resell it. It works until something goes wrong — a disputed termination, a tax audit, a benefits error, an employee who wants an answer today — and then you find there are two companies between you and the problem, and neither of them is the one you signed with.
We operate our own licensed entities in every country we offer EOR in. Our people are employed by us, our local teams are ours, and when you need an answer about Hungarian severance or Malaysian social security, you are talking to the company that carries the liability.
How it works
CoberonChronos employs the person you choose on our locally compliant payroll, while your company directs their day-to-day work. You skip registering a local entity, interpreting foreign labor law, waiting on cost calculations from accountants, and having lawyers draft contracts in another language.
You receive a single monthly invoice covering salary, benefits, payroll, and expenses. No surprises.
Onboarding runs through our own automation platform, Xpandium, so a signed offer becomes a compliant local contract and a payroll record in 1-3 working days rather than two weeks. Your account sits with a named Account Manager and a team of tax, payroll, legal, and compliance specialists — people you and your employees can call, email, or meet.
When companies come to us
Entering a new market or simply hiring remote employees. You want one or two people on the ground before you commit to incorporating. EOR lets you test the market with real employees and set up the entity later — or not at all.
Converting contractors. You have people working for you on contractor agreements who, in their own country's eyes, look a great deal like employees. Misclassification is the most expensive quiet risk on most expanding companies' books, and enforcement across the EU and Latin America has tightened sharply. We move them onto compliant employment without disrupting the work.
Employing someone we found for you. We are a search firm as well as an EOR provider. If we place a Sales Director for you in Warsaw, Budapest, or Bucharest, we can employ them there too — one supplier, one contract, one conversation.
Holding a team together through a transition. Mergers and acquisitions, entity closures, restructurings: EOR keeps people employed and paid while the corporate structure catches up.
What we carry so you do not
Permanent establishment — employing through our entity rather than creating a taxable presence for yours.
Pay transparency — the EU directive’s transposition deadline passed in June 2026, and member states are implementing now. Salary ranges in job postings, pay-gap reporting and employees’ right to comparator data are becoming live obligations in the markets where we employ, and we handle them.
Statutory benefits, leave and severance — calculated and administered to the local standard, including the true cost of employment before you make the offer.
Employment data and IP — GDPR-compliant handling, and IP and invention rights assigned to you in every contract we issue.
AI-enhanced, but human-first — Both employees and employers have direct contact with the local payroll team in their own language everywhere. No bots.
Where we operate
Our EOR and payroll services are available across Europe, Asia Pacific, and the Americas:
- Europe — Hungary, Poland, Romania, Turkey
- Asia Pacific — Thailand, Malaysia, Singapore, Philippines, Indonesia, Hong Kong, Taiwan, China
- Latin America — Mexico, Costa Rica, Colombia, Argentina
- North America — Canada
What it costs
A flat monthly fee per employee on top of the employee’s salary and statutory employer costs. No percentage of payroll, no hidden fees, no minimum headcount.
Administration is the easy part, and every provider claims it. Compliance is the part that actually costs money when it goes wrong.
Full Transparency — We will give you a full cost-of-employment calculation for the country and salary in question before you make an offer.
Common questions
What is the difference between an EOR and a PEO? An EOR becomes the legal employer in a country where you have no entity. A PEO co-employs alongside your existing local entity. If you have no entity, you need an EOR.
Why not just engage them as a contractor? For genuinely independent, project-based work, that can be right. For someone working full time, to your direction, on your systems, most jurisdictions will treat it as employment regardless of what the contract says — and the bill for getting that wrong includes back taxes, social contributions, penalties and, in several of our markets, reclassification with full employment rights backdated.
Who owns the work? You do. IP and invention assignment to your company is written into every employment contract we issue.
How quickly can someone start? 1-3 working days, as on the country pages from signed offer to compliant contract and payroll registration in most of our markets.
What happens if we want to end the employment? We manage it according to local law — notice, severance, final payments, and documentation. Termination rules vary enormously between our markets, and we will tell you what a departure costs before you commit.
Can you find the person as well as employ them? Yes. Search and EOR under one agreement. See our recruitment services →
Talk to us about a country
Tell us where you want to hire and what the role is. We will come back with the true cost of employment, the realistic timeline, and an honest view of whether EOR is the right structure for you.
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