Temporary and Project Talent
Place approved workers on defined assignments when the client needs capacity and we need to hire, pay, and support the worker as the employer of record under the services agreement.
Employer of Record Services
We Serve as the Employer of Record. Your Organization Directs the Work.
For accepted workers and locations under a signed agreement, we hire and pay the worker and perform the agreed employer-of-record responsibilities. The client directs day-to-day assignments, prepares the workplace, and fulfills its documented and legal responsibilities.
How we see the workStructure · Systems · People · Execution
When EOR May Fit
Use EOR When the Employment Relationship Needs a Clear Home.
We do not approve every proposed arrangement automatically. We review the worker, role, location, employment conditions, client responsibilities, funding, and support needs before accepting the employer-of-record engagement.
Temp-to-Hire Evaluation
Use an agreed temporary assignment before a possible direct hire. We employ the worker during the accepted assignment and the agreement defines any later conversion path.
Distributed and Remote Workers
Build a clear employment operation for approved workers outside the client’s existing payroll or HR footprint, subject to our location and role acceptance.
Acquisition or Workforce Transition
Create an interim employment path while an acquisition, divestiture, entity change, program launch, or operating transition moves toward its planned model.
Specialized or Interim Leadership
Employ an approved specialist, project leader, or interim operator when the client needs expertise without immediately adding the role to its own payroll.
Structured Employment Administration
Use one documented path for approved offers, employment records, payroll inputs, employee support, lifecycle changes, manager escalation, and assignment closeout.
Our EOR operation
Make the Employer and Client Responsibilities Explicit.
The operating model separates our formal employment work from the client’s business direction and workplace duties, then defines how the parties exchange decisions, inputs, records, and urgent information.
- 01
Engagement and Worker Review
We review the client, worker locations, roles, duties, supervision, schedules, compensation inputs, work arrangements, anticipated term, and required support before accepting the employment arrangement.
- 02
Responsibility and Funding Agreement
The signed agreement defines our employer responsibilities, client work direction, funding, approvals, time and expense reporting, workplace obligations, employee support, incident reporting, records, escalation, and transition terms.
- 03
Employment and Payroll Setup
We prepare the approved employment documents and establish the agreed payroll, tax, record, policy, benefit, worker support, time, expense, and system processes for the accepted assignment.
- 04
Worker and Manager Onboarding
We complete formal employment onboarding and explain employment support. The client prepares the manager, worksite or remote conditions, equipment, access, assignments, safety information, and day-to-day direction.
- 05
Ongoing Employment Operations
We run the agreed employer administration, payroll process, records, employee support, lifecycle coordination, and escalation. The client reports time, changes, incidents, leave needs, performance issues, and workplace concerns promptly.
- 06
Separation, Conversion, or Transition
We coordinate the approved end or change in the employment relationship, final inputs, records, communication, payroll, benefits, system handoffs, and access coordination with the client and qualified advisors when needed.
EOR Deliverables
Document the Employment Relationship Before the Start Date.
The operating package makes employer duties, client duties, funding, approvals, payroll inputs, employee support, escalation, lifecycle events, and transition work visible.
EOR Engagement and Acceptance Brief
Client need, worker population, roles, locations, employment conditions, manager structure, anticipated term, open questions, acceptance conditions, and decision gates.
Employer and Client Responsibility Map
Formal employment, work direction, payroll inputs, funding, benefits, records, policies, workplace conditions, employee support, incidents, leave, performance, approvals, and escalation.
Employment Setup and Launch Plan
Agreements, employment documents, payroll setup, records, system inputs, policies, benefits, time and expense process, employee communication, manager readiness, and start criteria.
Employee and Manager Support Guide
Our contacts, client contacts, common questions, approvals, employee concerns, manager direction, time reporting, payroll issues, leave coordination, incidents, and urgent escalation.
Employee Lifecycle Playbook
Recruiting handoff, offer approval, onboarding, payroll inputs, benefits administration, changes, leave coordination, performance escalation, employee questions, records, and separation.
Ongoing EOR Service Cadence
Funding calendar, payroll input dates, issue log, workforce reporting, employee and manager signals, open decisions, assignment reviews, renewal choices, and transition triggers.
EOR Warning Signs
The Arrangement Is Signed, but the Operation Is Still Loose.
These gaps create delays, conflicting answers, poor employee experiences, missing data, and avoidable escalation after the employment relationship begins.
Operating Gap
A manager makes promises about pay, schedule, leave, discipline, or separation without using the agreed approval path.
Operating Gap
The worker starts before the assignment, funding, employment documents, payroll inputs, workplace, access, or manager responsibilities are ready.
Operating Gap
Time, expenses, incidents, leave needs, or performance concerns reach our team after the payroll or response deadline.
Operating Gap
The client and our team hold different information about the worker’s role, location, schedule, reporting manager, or assignment status.
Operating Gap
Workers and managers do not know which questions belong with us and which belong with the client.
Operating Gap
A conversion, assignment end, or jurisdiction change is discussed before the parties review the agreement and required employment steps.
Scope and Responsibility
Know Which Party Holds Each Employer Obligation.
Under an accepted and signed EOR engagement, we hire and pay the worker and performs the employer-of-record responsibilities defined in the agreement. The client directs the worker’s day-to-day business work and carries the responsibilities assigned by the agreement and applicable law. The facts of the working relationship can create common-law or joint-employer responsibilities, including workplace and safety duties. We define the operating boundaries and coordinates qualified legal, tax, benefit, immigration, privacy, and security review when needed.
How We Handle the Work
From the First Read to a Working Operation.
For accepted workers and jurisdictions, we act as the employer of record under the services agreement. We hire and pay the worker and perform the agreed employer administration while the client directs the worker’s day-to-day assignments and business work. The actual working relationship and applicable law determine any retained or shared client responsibilities.
Evaluate
Confirm the Worker, Role, and Jurisdiction
Review the role, location, work arrangement, start timing, manager, compensation inputs, employment history, required support, risk questions, and whether we can accept the engagement.
Recommend
Set the Employer and Client Responsibilities
Define hiring authority, formal employment, pay inputs, benefits, records, manager direction, workplace obligations, expenses, leave coordination, support, and escalation in the agreement.
Build
Create the Employment Operation
Prepare the approved employment documents, payroll and tax setup, required records, benefits administration, onboarding steps, manager guide, employee support path, and system handoffs.
Implement
Employ and Support the Worker
Complete onboarding, run agreed payroll and employer administration, support lifecycle changes, coordinate employee questions, maintain records, and manage separation or transition.
Engagement Options
Choose the Structure That Matches the Work.
Duration is a planning range, not a promise. The final scope depends on readiness, volume, jurisdictions, decision speed, systems, and the internal team available to participate.
Single-Worker or Small-Team EOR
- Best for
- An organization hiring workers where it needs us to act as the employer of record and run the agreed employment administration.
- Typical scope
- Worker and jurisdiction review, services agreement, employment setup, onboarding, payroll and employer administration, and ongoing support.
- Planning range
- Launch timing is confirmed after worker, jurisdiction, and setup review.
EOR Workforce Program
- Best for
- Multiple workers, locations, or hiring waves requiring one employer operating model.
- Typical scope
- Program design, recurring intake, employment setup, payroll operations, lifecycle support, reporting, governance, and manager guidance.
- Planning range
- Implementation timing and ongoing service are set in the program agreement.
EOR Transition
- Best for
- Workers moving into our employment, out to a client entity, or into another approved arrangement.
- Typical scope
- Responsibility review, employee communication, records, payroll cutover, benefits coordination, system changes, manager preparation, and transition support.
- Planning range
- Timing is set after the locations, worker volume, notice requirements, payroll cutover, benefits, and transition dependencies are reviewed.
Project path
Keep the Decisions, Build, and Handoff in One View.
The sequence changes when the facts require it, but ownership, decision gates, evidence, implementation, and transfer stay visible throughout the engagement.
- 01
Review and Accept the Engagement
Confirm the client, worker, role, jurisdiction, employment conditions, scope, and advisor questions before any offer is made.
- 02
Execute the Employer and Client Agreement
Document services, funding, responsibilities, approvals, workplace obligations, support, records, and escalation.
- 03
Hire and Onboard the Worker
Complete approved employment documents, payroll setup, benefit steps, policies, records, access handoffs, and manager readiness.
- 04
Run Ongoing Employment Operations
Administer agreed payroll and employer work, coordinate changes and leave, support employees and managers, and review service issues.
- 05
Manage Separation or Transition
Coordinate the approved end, record, payroll, benefit, communication, access, and handoff steps with qualified advisors when needed.
This Work in Practice
A Representative P3 Employer of Record Services Engagement.
This is an illustrative engagement pattern, not a client case study, testimonial, or promised result. The actual scope depends on the business evidence, decisions, risk, readiness, and people available to own the work.
Read the Work Before Naming the Fix.
For accepted workers and jurisdictions, we act as the employer of record under the services agreement. We hire and pay the worker and perform the agreed employer administration while the client directs the worker’s day-to-day assignments and business work. The actual working relationship and applicable law determine any retained or shared client responsibilities.
Build Around a Usable Business Result.
Program design, recurring intake, employment setup, payroll operations, lifecycle support, reporting, governance, and manager guidance.
Transfer the Method, Evidence, and Review Rhythm.
Coordinate the approved end, record, payroll, benefit, communication, access, and handoff steps with qualified advisors when needed.
01Evaluate02Recommend03Build04Implement
Discuss This Type of Work Working Relationship
The Engagement Needs Access, Decisions, and Real Owners.
People Commonly Involved
- Client executive, HR, finance, and legal owners
- Worker’s day-to-day manager and worksite contacts
- P3 Employer of Record, payroll, HR, and recruiting operations
- Benefits, tax, insurance, technology, and background-screening partners
- Qualified employment, tax, immigration, and local advisors when required
What We Need From the Client
- Provide accurate worker, role, compensation, location, schedule, and funding information
- Direct day-to-day work and maintain the workplace and working conditions required by the agreement and law
- Do not promise employment terms, changes, discipline, or separation outside the agreed authority path
- Report time, expenses, incidents, leave needs, performance concerns, and worker changes promptly
- Keep authorized decision makers and qualified advisors available for shared or reserved responsibilities
Keep Exploring
Use the Resource That Helps the Next Decision.
Working resourceGlobal Workforce Readiness Kit
Organize the employment model, worker plan, responsibilities, systems, providers, and launch decisions.
Review this resource ↗Working resourceFirst 90 Days Onboarding BundlePrepare the worker, manager, access, expectations, learning, and early checkpoints.
Review this resource ↗P3 insightA Policy Works Only When Managers Can Use ItGive client managers a clear way to work within the employer arrangement.
Review this resource ↗P3 insightManager Training Is an Operating SystemSupport the manager behavior, tools, escalation, and follow-through the arrangement requires.
Review this resource ↗Service-Specific Inquiry
Help Us Understand What the Business Needs.
Include the worker locations, roles, number of workers, planned start dates, compensation inputs, schedules, worksite or remote arrangement, reporting managers, existing entity or provider, and the employer responsibilities you need us to assume. Do not send tax identifiers, immigration documents, medical information, or other sensitive worker data through this form.
- The first review focuses on fit, urgency, and ownership.
- You do not need a finished scope before reaching out.
- Submitting the form does not create a client relationship.
Employer of Record Questions
Settle the Model Before the First Hire Enters the Workflow.
What Employer of Record services do you provide?
For accepted workers, roles, clients, and locations under a signed services agreement, we act as the employer of record. We hire and pay the worker and handle the agreed employment documents, payroll and tax administration, records, benefits administration when included, employee support, lifecycle coordination, and separation or transition work. The client directs the worker’s day-to-day business assignments and performs the responsibilities assigned to it in the agreement and by applicable law.
Do you actually act as the Employer of Record?
Yes. When we accept the client, worker, role, and location and the parties sign an EOR services agreement, we hire and pay the worker and assume the employer-of-record responsibilities defined in that agreement. The label does not make us the only possible employer under every law. The client directs day-to-day work and may retain or share common-law, joint-employer, workplace, safety, supervision, reporting, tax, or other responsibilities based on the actual working relationship and applicable law. We confirm the operating division of responsibilities before employment begins and require qualified legal or tax review when the arrangement calls for it.
How is an EOR different from a PEO?
In our EOR model, we hire and pay an accepted worker and perform the agreed employer-of-record responsibilities, while the client directs the business work. A PEO commonly supports a client’s existing workforce through an allocated or co-employment service model. The contract, actual working relationship, location, and applicable law determine the parties’ responsibilities. A label alone does not decide every employment or tax obligation.
Where can you provide EOR services?
We review each location, role, worker, and employment arrangement before acceptance. Coverage is not implied by a country or state name alone. We will confirm whether we can serve as employer of record for the proposed arrangement and identify any local provider, registration, insurance, tax, immigration, legal, or other prerequisites before a start is approved.
Can you recruit and then employ the selected worker?
Yes, when the search and EOR arrangements are both accepted and documented. We can recruit for temporary, project, temp-to-hire, direct-hire, and retained search needs, then employ an approved temporary or project worker through our EOR or staffing arrangement when that is the agreed model. Search fees, staffing charges, employment responsibilities, conversion conditions, and service terms are set in the signed agreements.
Can you support EOR employees after launch?
Yes. Ongoing service can include agreed payroll and benefits administration, employee questions, records, time and expense coordination, lifecycle changes, manager escalation, leave coordination, assignment review, separation, conversion, and workforce reporting. We remain responsible for our assigned duties, and the client remains responsible for its assigned duties.
Do you provide legal or tax advice?
No. We administer the accepted employment relationship and provide business, HR, recruiting, implementation, and operating services. We do not replace the client’s legal, tax, immigration, privacy, or regulatory advisors. We may require qualified review before accepting or changing an arrangement.
Bring Us the Worker Plan, Location, Role, and Start Date.
We will assess whether we can accept the employer-of-record arrangement and define the employment, client, payroll, support, workplace, and transition responsibilities before launch.